Question 1

Which of the following is typically the immediate next step after job analysis in the compensation administration process?

Accepted Answer

A)  Compensation philosophy 
B)  Job evaluation 
C)  Internal focus 
D)  External focus 
A)  Compensation philosophy 
B)  Job evaluation 
C)  Internal focus 
D)  External focus B

Question 2

Which of the following is an indicator of external inequity?

Accepted Answer

A)  Difficulty hiring new employees 
B)  Lack of fairness in how rewards are distributed among employees 
C)  Lower attrition levels 
D)  Reward system based on favoritism 
A)  Difficulty hiring new employees 
B)  Lack of fairness in how rewards are distributed among employees 
C)  Lower attrition levels 
D)  Reward system based on favoritism A

Question 3

_____ occurs when a creditor obtains a court order that directs an employer to set aside a portion of an employee's wages to pay a debt owed to the creditor.

Accepted Answer

A)  Liquidation 
B)  Sequestration 
C)  Garnishment 
D)  Distraint 
A)  Liquidation 
B)  Sequestration 
C)  Garnishment 
D)  Distraint C

Question 4

Which of the following is classified as an outcome in the equity theory?

Accepted Answer

A)  Loyalty 
B)  Time 
C)  Effort 
D)  Job security 
A)  Loyalty 
B)  Time 
C)  Effort 
D)  Job security

Question 5

Describe the entitlement philosophy of employee compensation.

Accepted Answer

The entitlement philosophy assumes that

Question 6

Define base pay.

Accepted Answer

The basic compensation that an

Question 7

Average hourly rate = _____.

Accepted Answer

A)  total individual hourly rates of pay for all employees divided by the total output produced 
B)  total individual hourly rates of pay for all employees divided by the number of employees 
C)  total individual hourly rates of pay for all employees divided by the total number of hours worked 
D)  total individual hourly rates of pay for all employees divided by the total output produced in an hour 
A)  total individual hourly rates of pay for all employees divided by the total output produced 
B)  total individual hourly rates of pay for all employees divided by the number of employees 
C)  total individual hourly rates of pay for all employees divided by the total number of hours worked 
D)  total individual hourly rates of pay for all employees divided by the total output produced in an hour

Question 8

Describe performance-based pay increases.

Accepted Answer

Some employers have shifted to more pay-

Question 9

_____ groups jobs into pay grades based on similar market survey amounts.

Accepted Answer

A)  Market scaling 
B)  Market pegging 
C)  Market lining 
D)  Market banding 
A)  Market scaling 
B)  Market pegging 
C)  Market lining 
D)  Market banding

Question 10

Not having to pay social security, unemployment, or workers' compensation costs to independent contractors offers major advantages to the employer.

Accepted Answer

A) True 
 B)False

Question 11

Define compensable factor.

Accepted Answer

A compensable factor identifie

Question 12

Tangible rewards cannot be easily measured or quantified.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following is true of pay compression?

Accepted Answer

A)  It is the process by which all employees' pays decrease significantly in an economic downturn. 
B)  It occurs when the employer groups employees with different pay grades together. 
C)  It is frequently a result of labor market pay levels increasing faster than current employees' pay adjustments. 
D)  It occurs when pay differences among individuals with different levels of experience and performance become large. 
A)  It is the process by which all employees' pays decrease significantly in an economic downturn. 
B)  It occurs when the employer groups employees with different pay grades together. 
C)  It is frequently a result of labor market pay levels increasing faster than current employees' pay adjustments. 
D)  It occurs when pay differences among individuals with different levels of experience and performance become large.

Question 14

Define job evaluation.

Accepted Answer

Job evaluation is a formal, sy

Question 15

Match-the-market strategy is also called third-quartile strategy.

Accepted Answer

A) True 
 B)False

Question 16

The total rewards package includes all forms of compensation, the monetary and nonmonetary rewards provided by a company to attract, motivate, and retain employees.

Accepted Answer

A) True 
 B)False

Question 17

Define broadbanding.

Accepted Answer

The practice of using fewer pay grades w

Question 18

Which of the following is true of green-circled employees?

Accepted Answer

A)  They are paid above the range set for a job. 
B)  They are paid below the range set for a job. 
C)  They are paid on par with the range set for the job. 
D)  Their pay is not determined by the ranges set for a job. 
A)  They are paid above the range set for a job. 
B)  They are paid below the range set for a job. 
C)  They are paid on par with the range set for the job. 
D)  Their pay is not determined by the ranges set for a job.

Question 19

Average comparative ratio = _____.

Accepted Answer

A)  the average of the comparative ratio for each employee divided by the number of employees 
B)  the total of the comparative ratio of all employees divided by the number of employees 
C)  the number of employees divided by the average of the comparative ratio for each employee 
D)  the number of employees divided by the total of the comparative ratio for each employee 
A)  the average of the comparative ratio for each employee divided by the number of employees 
B)  the total of the comparative ratio of all employees divided by the number of employees 
C)  the number of employees divided by the average of the comparative ratio for each employee 
D)  the number of employees divided by the total of the comparative ratio for each employee

Question 20

Which of the following is true of the factor-comparison method of job evaluation?

Accepted Answer

A)  In this method, descriptions of each group of jobs are written and then each job is put into a grade according to the group it best matches. 
B)  It is time-consuming and difficult to use, which accounts for its limited popularity in organizations. 
C)  It uses subjective judgments to develop the class descriptions and to place jobs accurately in them. 
D)  It is a qualitative method that combines the classification and ranking methods. 
A)  In this method, descriptions of each group of jobs are written and then each job is put into a grade according to the group it best matches. 
B)  It is time-consuming and difficult to use, which accounts for its limited popularity in organizations. 
C)  It uses subjective judgments to develop the class descriptions and to place jobs accurately in them. 
D)  It is a qualitative method that combines the classification and ranking methods.

Which of the following is typically the immediate next step after job analysis in the compensation administration process?

Which of the following is an indicator of external inequity?

_____ occurs when a creditor obtains a court order that directs an employer to set aside a portion of an employee's wages to pay a debt owed to the creditor.

Which of the following is classified as an outcome in the equity theory?

Describe the entitlement philosophy of employee compensation.

Define base pay.

Average hourly rate = _____.

Describe performance-based pay increases.

_____ groups jobs into pay grades based on similar market survey amounts.

Not having to pay social security, unemployment, or workers' compensation costs to independent contractors offers major advantages to the employer.

Define compensable factor.

Tangible rewards cannot be easily measured or quantified.

Which of the following is true of pay compression?

Define job evaluation.

Match-the-market strategy is also called third-quartile strategy.

The total rewards package includes all forms of compensation, the monetary and nonmonetary rewards provided by a company to attract, motivate, and retain employees.

Define broadbanding.

Which of the following is true of green-circled employees?

Average comparative ratio = _____.

Which of the following is true of the factor-comparison method of job evaluation?

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individualorganization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Unionmanagement Relations

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Exam 11: Total Rewards and Compensation

Which of the following is typically the immediate next step after job analysis in the compensation administration process?

Which of the following is an indicator of external inequity?

_____ occurs when a creditor obtains a court order that directs an employer to set aside a portion of an employee's wages to pay a debt owed to the creditor.

Which of the following is classified as an outcome in the equity theory?

Describe the entitlement philosophy of employee compensation.

Define base pay.

Average hourly rate = _____.

Describe performance-based pay increases.

_____ groups jobs into pay grades based on similar market survey amounts.

Not having to pay social security, unemployment, or workers' compensation costs to independent contractors offers major advantages to the employer.

Define compensable factor.

Tangible rewards cannot be easily measured or quantified.

Which of the following is true of pay compression?

Define job evaluation.

Match-the-market strategy is also called third-quartile strategy.

The total rewards package includes all forms of compensation, the monetary and nonmonetary rewards provided by a company to attract, motivate, and retain employees.

Define broadbanding.

Which of the following is true of green-circled employees?

Average comparative ratio = _____.

Which of the following is true of the factor-comparison method of job evaluation?

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individualorganization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Unionmanagement Relations

Filters