Question 1

An example of a mandatory benefit is:

Accepted Answer

A)  annual leave. 
B)  a car. 
C)  a private office. 
D)  an iPhone. 
A)  annual leave. 
B)  a car. 
C)  a private office. 
D)  an iPhone.

Question 2

Which of the following job evaluation methods is the simplest, easiest to understand and the oldest?

Accepted Answer

A)  Factor comparison 
B)  Job grading 
C)  Hay group method 
D)  Job ranking 
A)  Factor comparison 
B)  Job grading 
C)  Hay group method 
D)  Job ranking

Question 3

A benefits program will not improve motivation or be cost effective if:

Accepted Answer

A)  it is tied to employee performance. 
B)  the benefits offered are not of value to employees. 
C)  length of service determines benefits. 
D)  it is poorly designed. 
A)  it is tied to employee performance. 
B)  the benefits offered are not of value to employees. 
C)  length of service determines benefits. 
D)  it is poorly designed.

Question 4

Individual pay rates within an organisation are normally determined by:

Accepted Answer

A)  external market factors. 
B)  the success of union claims for increases in pay levels. 
C)  job size and employee performance. 
D)  seniority. 
A)  external market factors. 
B)  the success of union claims for increases in pay levels. 
C)  job size and employee performance. 
D)  seniority.

Question 5

The pay survey provides information on:

Accepted Answer

A)  remuneration packages offered by the competition. 
B)  minimum award rates as determined by the Government. 
C)  base salaries and benefits in comparable organisations. 
D)  bonus and incentive schemes used to enhance employee motivation. 
A)  remuneration packages offered by the competition. 
B)  minimum award rates as determined by the Government. 
C)  base salaries and benefits in comparable organisations. 
D)  bonus and incentive schemes used to enhance employee motivation.

Question 6

Which of the following is a disadvantage associated with cafeteria benefit plans?

Accepted Answer

A)  They can be administratively complex. 
B)  They require constant monitoring and updating. 
C)  Trade unions see them as a management effort to shift costs to employees. 
D)  All of the options listed. 
A)  They can be administratively complex. 
B)  They require constant monitoring and updating. 
C)  Trade unions see them as a management effort to shift costs to employees. 
D)  All of the options listed.

Question 7

An objective of a benefit program might be to:

Accepted Answer

A)  satisfy internal stakeholders. 
B)  prevent downsizing of employees. 
C)  shift the cost to employees. 
D)  promote diversity and EEO. 
A)  satisfy internal stakeholders. 
B)  prevent downsizing of employees. 
C)  shift the cost to employees. 
D)  promote diversity and EEO.

Question 8

If properly designed, incentive pay schemes can play an important role in:

Accepted Answer

A)  motivating employees and recognising performance. 
B)  keeping remuneration budgets firmly under control. 
C)  creating favourable relations between managers and unions. 
D)  rewarding employees who have provided lengthy service to organisations. 
A)  motivating employees and recognising performance. 
B)  keeping remuneration budgets firmly under control. 
C)  creating favourable relations between managers and unions. 
D)  rewarding employees who have provided lengthy service to organisations.

Question 9

Merit pay aims to:

Accepted Answer

A)  develop a productive, efficient, effective organisation that enhances employee motivation and performance. 
B)  reward employees for their commitment and loyalty to the organisation. 
C)  encourage employees to gain additional skills, competencies and knowledge that will increase their personal satisfaction and value to the organisation. 
D)  ensure that salary packages offered by the organisation are competitive. 
A)  develop a productive, efficient, effective organisation that enhances employee motivation and performance. 
B)  reward employees for their commitment and loyalty to the organisation. 
C)  encourage employees to gain additional skills, competencies and knowledge that will increase their personal satisfaction and value to the organisation. 
D)  ensure that salary packages offered by the organisation are competitive.

Question 10

The clustering of formerly numerous individual pay grades into a few broad pay grades is known as:

Accepted Answer

A)  salary range. 
B)  narrow banding. 
C)  job evaluation. 
D)  broadbanding. 
A)  salary range. 
B)  narrow banding. 
C)  job evaluation. 
D)  broadbanding.

Question 11

A major problem with the factor comparison method of job evaluation is that:

Accepted Answer

A)  it is complex and not easily understood by employees. 
B)  it has been shown to be an unreliable measure of an employee's worth. 
C)  it cannot be used in public service sector industries. 
D)  it is no longer used in major global organisations. 
A)  it is complex and not easily understood by employees. 
B)  it has been shown to be an unreliable measure of an employee's worth. 
C)  it cannot be used in public service sector industries. 
D)  it is no longer used in major global organisations.

Question 12

An objective for the employee of a remuneration program would be to:

Accepted Answer

A)  control remuneration costs. 
B)  provide regular salary and performance reviews. 
C)  motivate employees to improve their performance. 
D)  comply with legal requirements. 
A)  control remuneration costs. 
B)  provide regular salary and performance reviews. 
C)  motivate employees to improve their performance. 
D)  comply with legal requirements.

Question 13

Flexible benefit plans are also known as:

Accepted Answer

A)  non-monetary benefits. 
B)  voluntary benefits. 
C)  cafeteria benefits. 
D)  incentive schemes. 
A)  non-monetary benefits. 
B)  voluntary benefits. 
C)  cafeteria benefits. 
D)  incentive schemes.

Question 14

Which of the following job evaluation systems is quantitative?

Accepted Answer

A)  Job ranking 
B)  Job grading 
C)  Factor comparison 
D)  Job analysis 
A)  Job ranking 
B)  Job grading 
C)  Factor comparison 
D)  Job analysis

Question 15

A graphical representation of the organisation's predicted pay midpoints for the 12-month period ahead is known as:

Accepted Answer

A)  a pay policy line. 
B)  a pay structure. 
C)  a pay range. 
D)  a pay curve. 
A)  a pay policy line. 
B)  a pay structure. 
C)  a pay range. 
D)  a pay curve.

Question 16

The main purpose of a pay survey is:

Accepted Answer

A)  as the vehicle used by most job evaluation systems to translate words into numbers. 
B)  to relate the organisation's pay rates to those for similar jobs in other organisations. 
C)  to attract and keep the desired quality mix of employees. 
D)  to survey current employees about their pay levels. 
A)  as the vehicle used by most job evaluation systems to translate words into numbers. 
B)  to relate the organisation's pay rates to those for similar jobs in other organisations. 
C)  to attract and keep the desired quality mix of employees. 
D)  to survey current employees about their pay levels.

Question 17

A systematic method of determining the worth to the organisation of a job in relation to other jobs is a:

Accepted Answer

A)  salary survey. 
B)  job evaluation. 
C)  job grading. 
D)  salary formula. 
A)  salary survey. 
B)  job evaluation. 
C)  job grading. 
D)  salary formula.

Question 18

Discuss the difference between pay-for-performance and skill-based pay. Provide examples of when they might be used.

Accepted Answer

The objective of performance-based remun

Question 19

The approach to job evaluation that sizes jobs by placing them in an order is known as:

Accepted Answer

A)  job grading. 
B)  job structuring. 
C)  job factor analysis. 
D)  job ranking. 
A)  job grading. 
B)  job structuring. 
C)  job factor analysis. 
D)  job ranking.

Question 20

The most generally accepted pay range for professional and managerial positions is plus or minus _____ per cent from the midpoint.

Accepted Answer

A)  5 
B)  10 
C)  15 
D)  20 
A)  5 
B)  10 
C)  15 
D)  20

An example of a mandatory benefit is:

Which of the following job evaluation methods is the simplest, easiest to understand and the oldest?

A benefits program will not improve motivation or be cost effective if:

Individual pay rates within an organisation are normally determined by:

The pay survey provides information on:

Which of the following is a disadvantage associated with cafeteria benefit plans?

An objective of a benefit program might be to:

If properly designed, incentive pay schemes can play an important role in:

Merit pay aims to:

The clustering of formerly numerous individual pay grades into a few broad pay grades is known as:

A major problem with the factor comparison method of job evaluation is that:

An objective for the employee of a remuneration program would be to:

Flexible benefit plans are also known as:

Which of the following job evaluation systems is quantitative?

A graphical representation of the organisation's predicted pay midpoints for the 12-month period ahead is known as:

The main purpose of a pay survey is:

A systematic method of determining the worth to the organisation of a job in relation to other jobs is a:

Discuss the difference between pay-for-performance and skill-based pay. Provide examples of when they might be used.

The approach to job evaluation that sizes jobs by placing them in an order is known as:

The most generally accepted pay range for professional and managerial positions is plus or minus _____ per cent from the midpoint.

Strategic Human Resource Management

Human Resource Planning

Human Resource Information Management Systems

Human Resource Management and the Law

Job Analysis, Job Design and Quality of Work Life

Recruiting Human Resources

Employee Selection

Appraising and Managing Performance

Human Resource Development

Career Planning and Development

Industrial Relations

Employee Health and Safety

Managing Diversity

International Human Resource Management

Assessing HRM Effectiveness

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Exam 11: Rewarding Human Resources

An example of a mandatory benefit is:

Which of the following job evaluation methods is the simplest, easiest to understand and the oldest?

A benefits program will not improve motivation or be cost effective if:

Individual pay rates within an organisation are normally determined by:

The pay survey provides information on:

Which of the following is a disadvantage associated with cafeteria benefit plans?

An objective of a benefit program might be to:

If properly designed, incentive pay schemes can play an important role in:

Merit pay aims to:

The clustering of formerly numerous individual pay grades into a few broad pay grades is known as:

A major problem with the factor comparison method of job evaluation is that:

An objective for the employee of a remuneration program would be to:

Flexible benefit plans are also known as:

Which of the following job evaluation systems is quantitative?

A graphical representation of the organisation's predicted pay midpoints for the 12-month period ahead is known as:

The main purpose of a pay survey is:

A systematic method of determining the worth to the organisation of a job in relation to other jobs is a:

Discuss the difference between pay-for-performance and skill-based pay. Provide examples of when they might be used.

The approach to job evaluation that sizes jobs by placing them in an order is known as:

The most generally accepted pay range for professional and managerial positions is plus or minus _____ per cent from the midpoint.

Strategic Human Resource Management

Human Resource Planning

Human Resource Information Management Systems

Human Resource Management and the Law

Job Analysis, Job Design and Quality of Work Life

Recruiting Human Resources

Employee Selection

Appraising and Managing Performance

Human Resource Development

Career Planning and Development

Industrial Relations

Employee Health and Safety

Managing Diversity

International Human Resource Management

Assessing HRM Effectiveness

Filters