Question 1

When evaluating a job it is important to identify what the ________ are, such as working conditions, skills, or creativity.

Accepted Answer

The answer of When evaluating a job it is important...

Question 2

When using the direct market pricing approach for employee compensation decisions all of the following are accurate EXCEPT:

Accepted Answer

A)  an internal structure based on the value the organization places on each job is unnecessary. 
B)  collecting internal information must be completed before external information can be used. 
C)  external data is collected on as many of the organization's jobs as possible. 
D)  accurate external data is critical for this approach to be effective. 
E)  small sample sizes can lead to incorrect assumptions being made about the external data. 
A)  an internal structure based on the value the organization places on each job is unnecessary. 
B)  collecting internal information must be completed before external information can be used. 
C)  external data is collected on as many of the organization's jobs as possible. 
D)  accurate external data is critical for this approach to be effective. 
E)  small sample sizes can lead to incorrect assumptions being made about the external data.

Question 3

When using telecommuting employees it is especially important to put guidelines in place as to how time should be logged and what is considered compensable time.

Accepted Answer

A) True 
 B)False

Question 4

Judy has never really gotten along well with her supervisor. In addition, she has concerns about the evaluation process in that it doesn't take into account individual productivity and she does not get credit for the number of outputs she produces compared to others. Judy has concerns about ________ and ________ justice.

Accepted Answer

A)  distributive; procedural 
B)  procedural; distributive 
C)  interactional; distributive 
D)  interactional; procedural 
E)  procedural; interactional 
A)  distributive; procedural 
B)  procedural; distributive 
C)  interactional; distributive 
D)  interactional; procedural 
E)  procedural; interactional

Question 5

Bill has recently completed his Associates degree in Accounting, thereby moving him from an A/R Representative I to a level II position. Due to his degree Bill received a 6% wage adjustment, as do all employees who obtain their degree. Bill's organization follows:

Accepted Answer

A)  skill based pay. 
B)  competency based pay. 
C)  knowledge based pay. 
D)  direct market pricing. 
E)  both A and C. 
A)  skill based pay. 
B)  competency based pay. 
C)  knowledge based pay. 
D)  direct market pricing. 
E)  both A and C.

Question 6

An organization's culture can impact compensation by:

Accepted Answer

A)  determining the organization's ability to pay. 
B)  establishing the priorities for the pay policy. 
C)  sets employee expectations and attitudes about compensation. 
D)  dictating whether the organization will offer COLAs. 
E)  both B and C. 
A)  determining the organization's ability to pay. 
B)  establishing the priorities for the pay policy. 
C)  sets employee expectations and attitudes about compensation. 
D)  dictating whether the organization will offer COLAs. 
E)  both B and C.

Question 7

Which of the following regulations is applicable to those contractors with over $10,000 in contracts who are involved in either manufacturing or providing goods and services to the U.S. government.

Accepted Answer

A)  Walsh-Healey Act 
B)  Equal Pay Act 
C)  FLSA 
D)  Davis-Bacon Act 
E)  Wage and Hour law 
A)  Walsh-Healey Act 
B)  Equal Pay Act 
C)  FLSA 
D)  Davis-Bacon Act 
E)  Wage and Hour law

Question 8

All of the following statements are True regarding pay strategies EXCEPT:

Accepted Answer

A)  Wages lagging the market may be paid when recruiting for entry level positions. 
B)  Jobs that are in demand in the market should be paid wages that lead the market. 
C)  Pay strategies may be combined based on the labor supply for certain positions. 
D)  Receiving a large number of applicants for a job may signal that you could pay below market for that job. 
E)  If critical to the company's success, a job should be paid at market. 
A)  Wages lagging the market may be paid when recruiting for entry level positions. 
B)  Jobs that are in demand in the market should be paid wages that lead the market. 
C)  Pay strategies may be combined based on the labor supply for certain positions. 
D)  Receiving a large number of applicants for a job may signal that you could pay below market for that job. 
E)  If critical to the company's success, a job should be paid at market.

Question 9

When a labor shortage occurs and employers pay higher wages to attract employees, most likely salary compression will occur within the organization.

Accepted Answer

A) True 
 B)False

Question 10

Cost of living is irrelevant when setting compensation rates for jobs overseas.

Accepted Answer

A) True 
 B)False

Question 11

Decentralizing the compensation system of a global organization ensures that wages are consistent based on each country employees are located in.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following company characteristics would prevent an employer from paying wages that lag the market?

Accepted Answer

A)  smaller employer 
B)  larger employer 
C)  older employer 
D)  highly technological employer 
E)  global employer 
A)  smaller employer 
B)  larger employer 
C)  older employer 
D)  highly technological employer 
E)  global employer

Question 13

All of the following statements are True about determining wages for employees in a global organization EXCEPT:

Accepted Answer

A)  HCN is normally paid at the host country wage level. 
B)  PCN wages may be much higher than a HCN or TCN if they are from a country with a higher wage level than the host country. 
C)  TCN is normally paid at the host country wage level. 
D)  PCN wages are adjusted down when placed in an area with a lower cost of living. 
E)  Equity concerns between HCNs, TCNs and PCNs occurs when living costs are less than normally experienced by the PCN. 
A)  HCN is normally paid at the host country wage level. 
B)  PCN wages may be much higher than a HCN or TCN if they are from a country with a higher wage level than the host country. 
C)  TCN is normally paid at the host country wage level. 
D)  PCN wages are adjusted down when placed in an area with a lower cost of living. 
E)  Equity concerns between HCNs, TCNs and PCNs occurs when living costs are less than normally experienced by the PCN.

Question 14

Which of the following statements is accurate in regard to exempt and non exempt employees?

Accepted Answer

A)  Exempt employees must be paid at time and one half their rate for hours work over 40 in one week. 
B)  Employees who hold outside sales types of positions are mostly likely exempt. 
C)  Only those in executive level positions are eligible to be exempt. 
D)  Non-exempt employees can be paid less than minimum wage. 
E)  Overtime worked on weekend days should be paid at double time. 
A)  Exempt employees must be paid at time and one half their rate for hours work over 40 in one week. 
B)  Employees who hold outside sales types of positions are mostly likely exempt. 
C)  Only those in executive level positions are eligible to be exempt. 
D)  Non-exempt employees can be paid less than minimum wage. 
E)  Overtime worked on weekend days should be paid at double time.

Question 15

When an organization benchmarks jobs against something like physical requirements or level of responsibility it is using a job evaluation method known as ________.

Accepted Answer

The answer of When an organization benchmarks jobs against something...

Question 16

All of the following statements about job evaluation are accurate EXCEPT:

Accepted Answer

A)  each method takes a qualitative approach to evaluating a job. 
B)  thorough job analysis is important in order to have effective job evaluation. 
C)  well written job descriptions are vital to have before any job evaluation approach is used. 
D)  the process determines the relative worth of jobs within a company. 
E)  qualitative approaches tend to have more subjective outcomes. 
A)  each method takes a qualitative approach to evaluating a job. 
B)  thorough job analysis is important in order to have effective job evaluation. 
C)  well written job descriptions are vital to have before any job evaluation approach is used. 
D)  the process determines the relative worth of jobs within a company. 
E)  qualitative approaches tend to have more subjective outcomes.

Question 17

The Fair Labor Standards Act regulates all of the following EXCEPT:

Accepted Answer

A)  federal minimum wage. 
B)  child labor law. 
C)  overtime rules. 
D)  pay grade minimums. 
E)  exempt job classifications. 
A)  federal minimum wage. 
B)  child labor law. 
C)  overtime rules. 
D)  pay grade minimums. 
E)  exempt job classifications.

Question 18

According to the FLSA no child under the age of 16 may be employed in any capacity.

Accepted Answer

A) True 
 B)False

Question 19

Explain two alternative approaches to compensation. Be sure to what the drawbacks of each method may be.

Accepted Answer

Skill based pay requires employees to ac

Question 20

As COLAs occur an employer's fixed compensation costs increase.

Accepted Answer

A) True 
 B)False

When evaluating a job it is important to identify what the ________ are, such as working conditions, skills, or creativity.

When using the direct market pricing approach for employee compensation decisions all of the following are accurate EXCEPT:

When using telecommuting employees it is especially important to put guidelines in place as to how time should be logged and what is considered compensable time.

Bill has recently completed his Associates degree in Accounting, thereby moving him from an A/R Representative I to a level II position. Due to his degree Bill received a 6% wage adjustment, as do all employees who obtain their degree. Bill's organization follows:

An organization's culture can impact compensation by:

Which of the following regulations is applicable to those contractors with over $10,000 in contracts who are involved in either manufacturing or providing goods and services to the U.S. government.

All of the following statements are True regarding pay strategies EXCEPT:

When a labor shortage occurs and employers pay higher wages to attract employees, most likely salary compression will occur within the organization.

Cost of living is irrelevant when setting compensation rates for jobs overseas.

Decentralizing the compensation system of a global organization ensures that wages are consistent based on each country employees are located in.

Which of the following company characteristics would prevent an employer from paying wages that lag the market?

All of the following statements are True about determining wages for employees in a global organization EXCEPT:

Which of the following statements is accurate in regard to exempt and non exempt employees?

When an organization benchmarks jobs against something like physical requirements or level of responsibility it is using a job evaluation method known as ________.

All of the following statements about job evaluation are accurate EXCEPT:

The Fair Labor Standards Act regulates all of the following EXCEPT:

According to the FLSA no child under the age of 16 may be employed in any capacity.

Explain two alternative approaches to compensation. Be sure to what the drawbacks of each method may be.

As COLAs occur an employer's fixed compensation costs increase.

Managing Employees for Competitive Advantage

Organizational Demands and Environmental Influences

Regulatory Issues

Job Design and Job Analysis

Workforce Planning

Recruitment

Selection

Training and Development

Performance Management

Incentives and Rewards

Employee Benefits and Safety Programs

Labor Unions and Employee Management

Creating High Performing Hr Systems

Filters

Exam 10: Compensating Employees

When evaluating a job it is important to identify what the ________ are, such as working conditions, skills, or creativity.

When using the direct market pricing approach for employee compensation decisions all of the following are accurate EXCEPT:

When using telecommuting employees it is especially important to put guidelines in place as to how time should be logged and what is considered compensable time.

Bill has recently completed his Associates degree in Accounting, thereby moving him from an A/R Representative I to a level II position. Due to his degree Bill received a 6% wage adjustment, as do all employees who obtain their degree. Bill's organization follows:

An organization's culture can impact compensation by:

Which of the following regulations is applicable to those contractors with over $10,000 in contracts who are involved in either manufacturing or providing goods and services to the U.S. government.

All of the following statements are True regarding pay strategies EXCEPT:

When a labor shortage occurs and employers pay higher wages to attract employees, most likely salary compression will occur within the organization.

Cost of living is irrelevant when setting compensation rates for jobs overseas.

Decentralizing the compensation system of a global organization ensures that wages are consistent based on each country employees are located in.

Which of the following company characteristics would prevent an employer from paying wages that lag the market?

All of the following statements are True about determining wages for employees in a global organization EXCEPT:

Which of the following statements is accurate in regard to exempt and non exempt employees?

When an organization benchmarks jobs against something like physical requirements or level of responsibility it is using a job evaluation method known as ________.

All of the following statements about job evaluation are accurate EXCEPT:

The Fair Labor Standards Act regulates all of the following EXCEPT:

According to the FLSA no child under the age of 16 may be employed in any capacity.

Explain two alternative approaches to compensation. Be sure to what the drawbacks of each method may be.

As COLAs occur an employer's fixed compensation costs increase.

Managing Employees for Competitive Advantage

Organizational Demands and Environmental Influences

Regulatory Issues

Job Design and Job Analysis

Workforce Planning

Recruitment

Selection

Training and Development

Performance Management

Incentives and Rewards

Employee Benefits and Safety Programs

Labor Unions and Employee Management

Creating High Performing Hr Systems

Filters