Question 1

Pay compression can occur in all of the following circumstances EXCEPT:

Accepted Answer

A)  when pay rates for new staff increase at a faster rate than for existing staff. 
B)  when pay rates for new staff increase at a slower rate than for existing staff. 
C)  when pay increases are given for low level jobs without commensurate increases for higher level jobs. 
D)  when pay rates for unionised employees are increased but not for supervisors. 
A)  when pay rates for new staff increase at a faster rate than for existing staff. 
B)  when pay rates for new staff increase at a slower rate than for existing staff. 
C)  when pay increases are given for low level jobs without commensurate increases for higher level jobs. 
D)  when pay rates for unionised employees are increased but not for supervisors.

Question 2

A scheme which gives employees the option to buy shares at a favourable price at some future date is known as:

Accepted Answer

A)  employee share scheme. 
B)  share options. 
C)  performance bonus. 
D)  variable pay. 
A)  employee share scheme. 
B)  share options. 
C)  performance bonus. 
D)  variable pay.

Question 3

The most common systems of job evaluation are:

Accepted Answer

A)  job review, job ranking, task classification and job audit. 
B)  job classification, job grading, performance review and task analysis. 
C)  job ranking, job grading, and points and factor comparison. 
D)  job grading, job review, job audit and factor comparison. 
A)  job review, job ranking, task classification and job audit. 
B)  job classification, job grading, performance review and task analysis. 
C)  job ranking, job grading, and points and factor comparison. 
D)  job grading, job review, job audit and factor comparison.

Question 4

Most employee benefits in organisations are determined by:

Accepted Answer

A)  legislation and membership of the organisation. 
B)  individual work performance. 
C)  contributions made to organisational objectives. 
D)  relationships with immediate supervisors. 
A)  legislation and membership of the organisation. 
B)  individual work performance. 
C)  contributions made to organisational objectives. 
D)  relationships with immediate supervisors.

Question 5

As the points system can be time-consuming, expensive and difficult, many organisations:

Accepted Answer

A)  prefer to use other methods. 
B)  prefer to adopt methods developed by specialist consultants. 
C)  make fundamental mistakes in evaluating key jobs. 
D)  fail to successfully use pay surveys to establish their true market position. 
A)  prefer to use other methods. 
B)  prefer to adopt methods developed by specialist consultants. 
C)  make fundamental mistakes in evaluating key jobs. 
D)  fail to successfully use pay surveys to establish their true market position.

Question 6

In the United States, the average CEO earns _________ times the average wage.

Accepted Answer

A)  83 
B)  183 
C)  283 
D)  383 
A)  83 
B)  183 
C)  283 
D)  383

Question 7

Organisations wanting to restructure and flatten, redefine career paths and encourage personal growth through lateral job movement may make use of which pay system:

Accepted Answer

A)  standard pay range. 
B)  broadbanding. 
C)  job ranking. 
D)  job evaluation. 
A)  standard pay range. 
B)  broadbanding. 
C)  job ranking. 
D)  job evaluation.

Question 8

A well designed benefits program should:

Accepted Answer

A)  fit with the organisation's strategic business objectives and culture. 
B)  not be a financial cost to the organisation. 
C)  be determined through negotiation with employees. 
D)  provide employees with benefits equivalent to at least 20% of their normal salary. 
A)  fit with the organisation's strategic business objectives and culture. 
B)  not be a financial cost to the organisation. 
C)  be determined through negotiation with employees. 
D)  provide employees with benefits equivalent to at least 20% of their normal salary.

Question 9

Many employees distrust merit or pay-for-performance plans because:

Accepted Answer

A)  outstanding performers often do not receive significantly greater increases than average or poor performers. 
B)  it is not always clear why an employee receives a higher or lower increase. 
C)  some employees perceive the secrecy of the reward as inequity. 
D)  all of the options listed. 
A)  outstanding performers often do not receive significantly greater increases than average or poor performers. 
B)  it is not always clear why an employee receives a higher or lower increase. 
C)  some employees perceive the secrecy of the reward as inequity. 
D)  all of the options listed.

Question 10

When choosing the weights of each job factor, the gradations within each factor, the factors themselves, and the number of factors, the point system of job evaluation becomes flawed due to:

Accepted Answer

A)  objectivity. 
B)  subjectivity. 
C)  negativity. 
D)  reflectivity. 
A)  objectivity. 
B)  subjectivity. 
C)  negativity. 
D)  reflectivity.

Question 11

Executive remuneration has increased rapidly because of all of the following EXCEPT:

Accepted Answer

A)  talent shortages. 
B)  performance. 
C)  executive pay disclosures. 
D)  globalisation. 
A)  talent shortages. 
B)  performance. 
C)  executive pay disclosures. 
D)  globalisation.

Question 12

One of the main criticisms of pay for performance is that it:

Accepted Answer

A)  becomes a financial strain on organisational budgets. 
B)  undermines collective employment relations. 
C)  decreases management control of workplace effort. 
D)  penalises employees who have given lengthy service. 
A)  becomes a financial strain on organisational budgets. 
B)  undermines collective employment relations. 
C)  decreases management control of workplace effort. 
D)  penalises employees who have given lengthy service.

Question 13

The purpose of the pay line is to show the relationship between:

Accepted Answer

A)  job size and the average remuneration for it. 
B)  the average pay of all employees in that grade and how it compares to the external market. 
C)  the number of points for a job and the minimum remuneration paid. 
D)  the average increase paid within the company for each job type compared to the average increase pay in other companies. 
A)  job size and the average remuneration for it. 
B)  the average pay of all employees in that grade and how it compares to the external market. 
C)  the number of points for a job and the minimum remuneration paid. 
D)  the average increase paid within the company for each job type compared to the average increase pay in other companies.

Question 14

Which of the following leave benefits do most full time employees in Australia NOT receive?

Accepted Answer

A)  Four weeks annual leave. 
B)  Two weeks public holidays. 
C)  Three days study leave. 
D)  Two weeks sick leave. 
A)  Four weeks annual leave. 
B)  Two weeks public holidays. 
C)  Three days study leave. 
D)  Two weeks sick leave.

Question 15

An approach to job evaluation in which numerical values are assigned to specific job factors and the sum of those values provides a quantitative assessment of a job's relative worth is:

Accepted Answer

A)  job rating. 
B)  job grading. 
C)  points system. 
D)  factor comparison. 
A)  job rating. 
B)  job grading. 
C)  points system. 
D)  factor comparison.

Question 16

Research shows that organisations seeking a competitive advantage employ remuneration practices that:

Accepted Answer

A)  encourage, facilitate and reward desired employee behaviours. 
B)  keep strictly within the allocated salary budget guidelines. 
C)  are similar to those employed by competitors in comparable industries. 
D)  focus on maintaining established relativities between employees. 
A)  encourage, facilitate and reward desired employee behaviours. 
B)  keep strictly within the allocated salary budget guidelines. 
C)  are similar to those employed by competitors in comparable industries. 
D)  focus on maintaining established relativities between employees.

Pay compression can occur in all of the following circumstances EXCEPT:

A scheme which gives employees the option to buy shares at a favourable price at some future date is known as:

The most common systems of job evaluation are:

Most employee benefits in organisations are determined by:

As the points system can be time-consuming, expensive and difficult, many organisations:

In the United States, the average CEO earns _________ times the average wage.

Organisations wanting to restructure and flatten, redefine career paths and encourage personal growth through lateral job movement may make use of which pay system:

A well designed benefits program should:

Many employees distrust merit or pay-for-performance plans because:

When choosing the weights of each job factor, the gradations within each factor, the factors themselves, and the number of factors, the point system of job evaluation becomes flawed due to:

Executive remuneration has increased rapidly because of all of the following EXCEPT:

One of the main criticisms of pay for performance is that it:

The purpose of the pay line is to show the relationship between:

Which of the following leave benefits do most full time employees in Australia NOT receive?

An approach to job evaluation in which numerical values are assigned to specific job factors and the sum of those values provides a quantitative assessment of a job's relative worth is:

Research shows that organisations seeking a competitive advantage employ remuneration practices that:

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

Exam 11: Rewarding Human Resources

Pay compression can occur in all of the following circumstances EXCEPT:

A scheme which gives employees the option to buy shares at a favourable price at some future date is known as:

The most common systems of job evaluation are:

Most employee benefits in organisations are determined by:

As the points system can be time-consuming, expensive and difficult, many organisations:

In the United States, the average CEO earns _________ times the average wage.

Organisations wanting to restructure and flatten, redefine career paths and encourage personal growth through lateral job movement may make use of which pay system:

A well designed benefits program should:

Many employees distrust merit or pay-for-performance plans because:

When choosing the weights of each job factor, the gradations within each factor, the factors themselves, and the number of factors, the point system of job evaluation becomes flawed due to:

Executive remuneration has increased rapidly because of all of the following EXCEPT:

One of the main criticisms of pay for performance is that it:

The purpose of the pay line is to show the relationship between:

Which of the following leave benefits do most full time employees in Australia NOT receive?

An approach to job evaluation in which numerical values are assigned to specific job factors and the sum of those values provides a quantitative assessment of a job's relative worth is:

Research shows that organisations seeking a competitive advantage employ remuneration practices that:

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