Question 1

Which of the following is not an indicator of membership behaviour?

Accepted Answer

A)  number of applicants job postings attract 
B)  number of useful employee suggestions submitted 
C)  absenteeism 
D)  employee turnover 
A)  number of applicants job postings attract 
B)  number of useful employee suggestions submitted 
C)  absenteeism 
D)  employee turnover

Question 2

In regard to compensation communication,which of the following is false?

Accepted Answer

A)  Employers may be found legally liable for poor benefits communication. 
B)  Two types of ongoing compensation communication are important. 
C)  There are new guidelines on employer duties for educating pension plan members. 
D)  One problem is that employees who understand their compensation system are less satisfied with it. 
A)  Employers may be found legally liable for poor benefits communication. 
B)  Two types of ongoing compensation communication are important. 
C)  There are new guidelines on employer duties for educating pension plan members. 
D)  One problem is that employees who understand their compensation system are less satisfied with it.

Question 3

Planning the infrastructure for compensation administration includes developing ongoing communication processes.

Accepted Answer

A) True 
 B)False

Question 4

In evaluating a new compensation system,two main sets of employee attitudes should be examined - job attitudes and compensation attitudes.

Accepted Answer

A) True 
 B)False

Question 5

As a small firm business owner,which of the following is a valid concern you may have about the outsourcing of benefits administration?

Accepted Answer

A)  You may not be able to spend more time on strategic pay practices. 
B)  You may lose touch with emerging problems and issues. 
C)  Training costs will be higher. 
D)  Employees do not want their personal information shared with an outside provider. 
A)  You may not be able to spend more time on strategic pay practices. 
B)  You may lose touch with emerging problems and issues. 
C)  Training costs will be higher. 
D)  Employees do not want their personal information shared with an outside provider.

Which of the following is not an indicator of membership behaviour?

In regard to compensation communication,which of the following is false?

Planning the infrastructure for compensation administration includes developing ongoing communication processes.

In evaluating a new compensation system,two main sets of employee attitudes should be examined - job attitudes and compensation attitudes.

As a small firm business owner,which of the following is a valid concern you may have about the outsourcing of benefits administration?

A Road Map to Effective Communication

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Formulating the Reward and Compensation Strategy

Evaluating Jobs: the Job Evaluation Process

Evaluating Jobs: the Point Method of Job Evaluation

Evaluating the Market

Evaluating Individuals

Designing Performance Pay Plans

Designing Indirect Pay Plans

Filters

Exam 13: Activating and Maintaining an Effective Compensation System

Which of the following is not an indicator of membership behaviour?

In regard to compensation communication,which of the following is false?

Planning the infrastructure for compensation administration includes developing ongoing communication processes.

In evaluating a new compensation system,two main sets of employee attitudes should be examined - job attitudes and compensation attitudes.

As a small firm business owner,which of the following is a valid concern you may have about the outsourcing of benefits administration?

A Road Map to Effective Communication

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Formulating the Reward and Compensation Strategy

Evaluating Jobs: the Job Evaluation Process

Evaluating Jobs: the Point Method of Job Evaluation

Evaluating the Market

Evaluating Individuals

Designing Performance Pay Plans

Designing Indirect Pay Plans

Filters