Question 1

Many employers achieve flexibility and control employment costs by utilizing contingent workers rather than expanding and contracting the core workforce.

Accepted Answer

A) True 
 B)False

Question 2

Replacing merit grids with _____ eliminates the link between the pay increase and the employees' salary position in the range and performance rating.

Accepted Answer

A)  bands 
B)  skill- or competency-based plans 
C)  job evaluation plans 
D)  bonuses 
A)  bands 
B)  skill- or competency-based plans 
C)  job evaluation plans 
D)  bonuses

Question 3

GronLan Inc. ,a company with a majority of workers with high seniority,decides to hire 1,000 college graduates to meet the sudden productivity requirements generated by a growth in the market.Which of the following statements is most likely to be happen in this situation?

Accepted Answer

A)  The compa-ratio of the company will become greater than one. 
B)  The average pay actually paid by the company will fall below its range midpoint. 
C)  The salary range midpoint of the company will become lesser than the compa-ratio. 
D)  The number of employees being paid red circle rates will increase. 
A)  The compa-ratio of the company will become greater than one. 
B)  The average pay actually paid by the company will fall below its range midpoint. 
C)  The salary range midpoint of the company will become lesser than the compa-ratio. 
D)  The number of employees being paid red circle rates will increase.

Question 4

Rather than define employment as hours of work,number of employees is often used.

Accepted Answer

A) True 
 B)False

Question 5

The percentage increase in average pay that is expected for an organizational unit or company is called _____.

Accepted Answer

A)  a decentralized budget 
B)  a bottoms-up budget 
C)  a planned pay-level rise 
D)  the current year's rise 
A)  a decentralized budget 
B)  a bottoms-up budget 
C)  a planned pay-level rise 
D)  the current year's rise

Question 6

What is the turnover effect? Explain how it is calculated with an example.

Accepted Answer

The turnover effect recognizes the fact

Question 7

According to one study,only _____ of organizations actually calculate the cost and value added by their pay programs.

Accepted Answer

A)  three-fourths 
B)  one-fourth 
C)  one-half 
D)  one-third 
A)  three-fourths 
B)  one-fourth 
C)  one-half 
D)  one-third

Question 8

_____ is the budgetary approach that begins with an estimate from the highest ranking executives of the pay increase budget for an entire organization.

Accepted Answer

A)  Bottom-up budgeting 
B)  Top-down budgeting 
C)  Managerial plan 
D)  Executive estimate budgeting 
A)  Bottom-up budgeting 
B)  Top-down budgeting 
C)  Managerial plan 
D)  Executive estimate budgeting

Question 9

Pay policies are more open in the public sector than in the private sector.

Accepted Answer

A) True 
 B)False

Question 10

MerTon Inc.decides to reduce labor costs by using exit incentives to encourage some of its senior,high-earning members to leave the organization.It replaces the employees who quit with new employees and pays them low wages.Which of the following statements is most likely true in this scenario?

Accepted Answer

A)  The number of employees being paid red circle rates will increase. 
B)  The salary range midpoint of the company is lesser than the compa-ratio. 
C)  The salary range midpoint of the company is higher than the actual salary paid. 
D)  The compa-ratio of the company is greater than one. 
A)  The number of employees being paid red circle rates will increase. 
B)  The salary range midpoint of the company is lesser than the compa-ratio. 
C)  The salary range midpoint of the company is higher than the actual salary paid. 
D)  The compa-ratio of the company is greater than one.

Question 11

Which of the following is NOT a potential problem with headcount reductions?

Accepted Answer

A)  Regulatory requirements make it difficult to make targeted cuts. 
B)  Workforce reductions,especially if not handled well,can harm employee relations. 
C)  Organizations that make greater involuntary workforce reductions also experience greater voluntary turnover. 
D)  RIFs are very costly in tangible terms in the long run due to decreases in unemployment insurance tax rate. 
A)  Regulatory requirements make it difficult to make targeted cuts. 
B)  Workforce reductions,especially if not handled well,can harm employee relations. 
C)  Organizations that make greater involuntary workforce reductions also experience greater voluntary turnover. 
D)  RIFs are very costly in tangible terms in the long run due to decreases in unemployment insurance tax rate.

Question 12

What is the consumer price index (CPI)? Explain with an example.

Accepted Answer

Many people refer to the CPI as a cost-o

Question 13

The Web page for the compensation society is _____.

Accepted Answer

A)  Society for Human Resource Management 
B)  American Compensation Association 
C)  International Compensation and Benefits Society 
D)  WorldatWork 
A)  Society for Human Resource Management 
B)  American Compensation Association 
C)  International Compensation and Benefits Society 
D)  WorldatWork

Question 14

A compa-ratio greater than 1 means that,on average,the rates exceed the intended policy.

Accepted Answer

A) True 
 B)False

Question 15

In a totally decentralized pay system,employees are likely to be treated unequally and unfairly.

Accepted Answer

A) True 
 B)False

Many employers achieve flexibility and control employment costs by utilizing contingent workers rather than expanding and contracting the core workforce.

Replacing merit grids with _____ eliminates the link between the pay increase and the employees' salary position in the range and performance rating.

GronLan Inc. ,a company with a majority of workers with high seniority,decides to hire 1,000 college graduates to meet the sudden productivity requirements generated by a growth in the market.Which of the following statements is most likely to be happen in this situation?

Rather than define employment as hours of work,number of employees is often used.

The percentage increase in average pay that is expected for an organizational unit or company is called _____.

What is the turnover effect? Explain how it is calculated with an example.

According to one study,only _____ of organizations actually calculate the cost and value added by their pay programs.

_____ is the budgetary approach that begins with an estimate from the highest ranking executives of the pay increase budget for an entire organization.

Pay policies are more open in the public sector than in the private sector.

MerTon Inc.decides to reduce labor costs by using exit incentives to encourage some of its senior,high-earning members to leave the organization.It replaces the employees who quit with new employees and pays them low wages.Which of the following statements is most likely true in this scenario?

Which of the following is NOT a potential problem with headcount reductions?

What is the consumer price index (CPI)? Explain with an example.

The Web page for the compensation society is _____.

A compa-ratio greater than 1 means that,on average,the rates exceed the intended policy.

In a totally decentralized pay system,employees are likely to be treated unequally and unfairly.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Filters

Exam 18: Management: Making It Work

Many employers achieve flexibility and control employment costs by utilizing contingent workers rather than expanding and contracting the core workforce.

Replacing merit grids with _____ eliminates the link between the pay increase and the employees' salary position in the range and performance rating.

GronLan Inc. ,a company with a majority of workers with high seniority,decides to hire 1,000 college graduates to meet the sudden productivity requirements generated by a growth in the market.Which of the following statements is most likely to be happen in this situation?

Rather than define employment as hours of work,number of employees is often used.

The percentage increase in average pay that is expected for an organizational unit or company is called _____.

What is the turnover effect? Explain how it is calculated with an example.

According to one study,only _____ of organizations actually calculate the cost and value added by their pay programs.

_____ is the budgetary approach that begins with an estimate from the highest ranking executives of the pay increase budget for an entire organization.

Pay policies are more open in the public sector than in the private sector.

MerTon Inc.decides to reduce labor costs by using exit incentives to encourage some of its senior,high-earning members to leave the organization.It replaces the employees who quit with new employees and pays them low wages.Which of the following statements is most likely true in this scenario?

Which of the following is NOT a potential problem with headcount reductions?

What is the consumer price index (CPI)? Explain with an example.

The Web page for the compensation society is _____.

A compa-ratio greater than 1 means that,on average,the rates exceed the intended policy.

In a totally decentralized pay system,employees are likely to be treated unequally and unfairly.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Filters