Question 1

Reducing the number of levels in an organization's job structure is known as:

Accepted Answer

A)  outsourcing. 
B)  delayering. 
C)  rightsizing. 
D)  benchmarking. 
E)  whistle-blowing. 
A)  outsourcing. 
B)  delayering. 
C)  rightsizing. 
D)  benchmarking. 
E)  whistle-blowing.

Question 2

The National Compensation Survey is an ongoing activity of the:

Accepted Answer

A)  Bureau of Labor Statistics. 
B)  Society for Human Resource Management. 
C)  American Management Association. 
D)  AFL-CIO. 
E)  Bureau of Economic Analysis. 
A)  Bureau of Labor Statistics. 
B)  Society for Human Resource Management. 
C)  American Management Association. 
D)  AFL-CIO. 
E)  Bureau of Economic Analysis.

Question 3

An organization's job structure and pay levels:

Accepted Answer

A)  reflect the organization's knowledge about inflationary pressures. 
B)  reflect the decisions about how much to pay each employee. 
C)  provide the total amount an organization pays for a particular job. 
D)  are annual earnings of key employees in the organization. 
E)  are policies of the organization. 
A)  reflect the organization's knowledge about inflationary pressures. 
B)  reflect the decisions about how much to pay each employee. 
C)  provide the total amount an organization pays for a particular job. 
D)  are annual earnings of key employees in the organization. 
E)  are policies of the organization.

Question 4

Which of the following is true of pay ranges?

Accepted Answer

A)  Pay ranges are most common for blue-collar jobs and those covered by union contracts. 
B)  Pay ranges are often widest for employees who are at lower levels in terms of their job evaluation points. 
C)  Pay ranges generally are designed so that they do not overlap. 
D)  The market rate or the pay policy line generally serves as the midpoint of a range for the job. 
E)  The less overlap, the more flexibility in transferring employees among jobs. 
A)  Pay ranges are most common for blue-collar jobs and those covered by union contracts. 
B)  Pay ranges are often widest for employees who are at lower levels in terms of their job evaluation points. 
C)  Pay ranges generally are designed so that they do not overlap. 
D)  The market rate or the pay policy line generally serves as the midpoint of a range for the job. 
E)  The less overlap, the more flexibility in transferring employees among jobs.

Question 5

Define job structure,pay level,and pay structure.

Accepted Answer

Job structure consists of the relative p

Question 6

Military pay often exceeds what service members would earn in their civilian jobs.

Accepted Answer

A) True 
 B)False

Question 7

A compa-ratio of 1 suggests that actual pay is not consistent with the pay policy.

Accepted Answer

A) True 
 B)False

Question 8

Research suggests that employees in the lower tier of the pay structure are less satisfied than the top-tier employees.

Accepted Answer

A) True 
 B)False

Question 9

In a two-tier wage system,employees doing the same job are paid two different rates,depending on their technical background and training.

Accepted Answer

A) True 
 B)False

Question 10

Broad bands increase the opportunities for promoting employees.

Accepted Answer

A) True 
 B)False

Question 11

_____ is an administrative procedure for measuring the relative worth of an organization's jobs.

Accepted Answer

A)  Job analysis 
B)  Job determination 
C)  Job evaluation 
D)  Job identification 
E)  Job description 
A)  Job analysis 
B)  Job determination 
C)  Job evaluation 
D)  Job identification 
E)  Job description

Question 12

What is the advantage of two-tier wage systems?

Accepted Answer

A)  They help in moving jobs out of the country. 
B)  They help in closing down jobs without any legal hassles. 
C)  They cut labor costs without cutting employees' existing salaries. 
D)  They provide more pay to new employees. 
E)  They provide better standards of benchmarking. 
A)  They help in moving jobs out of the country. 
B)  They help in closing down jobs without any legal hassles. 
C)  They cut labor costs without cutting employees' existing salaries. 
D)  They provide more pay to new employees. 
E)  They provide better standards of benchmarking.

Question 13

Pay grades allow rates of pay for individual jobs to be more precisely matched to market rates and the organization's job structure.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following is true about skill-based pay?

Accepted Answer

A)  It provides a way to ensure that employees can use their new skills. 
B)  Gathering market data about skill-based pay is easy. 
C)  It ensures that the employer pays the employee for learning skills that benefit the employer. 
D)  Skill-based pay does not necessarily provide an alternative to the bureaucracy and paperwork of traditional pay structures. 
E)  Skill-based pay does not require records related to skills, training, and knowledge acquired. 
A)  It provides a way to ensure that employees can use their new skills. 
B)  Gathering market data about skill-based pay is easy. 
C)  It ensures that the employer pays the employee for learning skills that benefit the employer. 
D)  Skill-based pay does not necessarily provide an alternative to the bureaucracy and paperwork of traditional pay structures. 
E)  Skill-based pay does not require records related to skills, training, and knowledge acquired.

Question 15

Which of the following is a disadvantage of broad bands?

Accepted Answer

A)  They reduce managers' flexibility in making assignments. 
B)  They always result in pay decreases. 
C)  They reduce the number of levels in the organization's job structure. 
D)  They reduce the opportunities for promoting employees. 
E)  They discourage employees from gaining valuable experience through lateral career moves. 
A)  They reduce managers' flexibility in making assignments. 
B)  They always result in pay decreases. 
C)  They reduce the number of levels in the organization's job structure. 
D)  They reduce the opportunities for promoting employees. 
E)  They discourage employees from gaining valuable experience through lateral career moves.

Question 16

The most common approach to pay differentials is to move an employee lower in the pay structure to compensate for increasing costs.

Accepted Answer

A) True 
 B)False

Question 17

An employee who earns a base rate of $10 an hour and receives a weekly attendance award of $20 works 50 hours this week (Overtime pay is required,whether or not the employer specifically asked or expected the employee to work more than 40 hours).His/her total compensation for the week will be:

Accepted Answer

A)  $550.00. 
B)  $557.50. 
C)  $570.00. 
D)  $577.50. 
E)  $505.00. 
A)  $550.00. 
B)  $557.50. 
C)  $570.00. 
D)  $577.50. 
E)  $505.00.

Question 18

_____ are sets of jobs having similar worth or content,grouped together to establish rates of pay.

Accepted Answer

A)  Pay scales 
B)  Pay ranges 
C)  Pay differentials 
D)  Pay levels 
E)  Pay grades 
A)  Pay scales 
B)  Pay ranges 
C)  Pay differentials 
D)  Pay levels 
E)  Pay grades

Question 19

The Fair Labor Standards Act (FLSA)includes provisions for:

Accepted Answer

A)  personal finance. 
B)  minimum wage. 
C)  wage discrimination. 
D)  environmental hazards. 
E)  retirement plans. 
A)  personal finance. 
B)  minimum wage. 
C)  wage discrimination. 
D)  environmental hazards. 
E)  retirement plans.

Question 20

A graphed line showing the mathematical relationship between job evaluation points and pay rate is termed as a(n):

Accepted Answer

A)  job evaluation line. 
B)  pay policy line. 
C)  equity line. 
D)  aggregate income line. 
E)  comprehensive appraisal line. 
A)  job evaluation line. 
B)  pay policy line. 
C)  equity line. 
D)  aggregate income line. 
E)  comprehensive appraisal line.

Reducing the number of levels in an organization's job structure is known as:

The National Compensation Survey is an ongoing activity of the:

An organization's job structure and pay levels:

Which of the following is true of pay ranges?

Define job structure,pay level,and pay structure.

Military pay often exceeds what service members would earn in their civilian jobs.

A compa-ratio of 1 suggests that actual pay is not consistent with the pay policy.

Research suggests that employees in the lower tier of the pay structure are less satisfied than the top-tier employees.

In a two-tier wage system,employees doing the same job are paid two different rates,depending on their technical background and training.

Broad bands increase the opportunities for promoting employees.

_____ is an administrative procedure for measuring the relative worth of an organization's jobs.

What is the advantage of two-tier wage systems?

Pay grades allow rates of pay for individual jobs to be more precisely matched to market rates and the organization's job structure.

Which of the following is true about skill-based pay?

Which of the following is a disadvantage of broad bands?

The most common approach to pay differentials is to move an employee lower in the pay structure to compensate for increasing costs.

An employee who earns a base rate of $10 an hour and receives a weekly attendance award of $20 works 50 hours this week (Overtime pay is required,whether or not the employer specifically asked or expected the employee to work more than 40 hours).His/her total compensation for the week will be:

_____ are sets of jobs having similar worth or content,grouped together to establish rates of pay.

The Fair Labor Standards Act (FLSA)includes provisions for:

A graphed line showing the mathematical relationship between job evaluation points and pay rate is termed as a(n):

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees and Placing Them in Jobs

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

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Exam 11: Establishing a Pay Structure

Reducing the number of levels in an organization's job structure is known as:

The National Compensation Survey is an ongoing activity of the:

An organization's job structure and pay levels:

Which of the following is true of pay ranges?

Define job structure,pay level,and pay structure.

Military pay often exceeds what service members would earn in their civilian jobs.

A compa-ratio of 1 suggests that actual pay is not consistent with the pay policy.

Research suggests that employees in the lower tier of the pay structure are less satisfied than the top-tier employees.

In a two-tier wage system,employees doing the same job are paid two different rates,depending on their technical background and training.

Broad bands increase the opportunities for promoting employees.

_____ is an administrative procedure for measuring the relative worth of an organization's jobs.

What is the advantage of two-tier wage systems?

Pay grades allow rates of pay for individual jobs to be more precisely matched to market rates and the organization's job structure.

Which of the following is true about skill-based pay?

Which of the following is a disadvantage of broad bands?

The most common approach to pay differentials is to move an employee lower in the pay structure to compensate for increasing costs.

An employee who earns a base rate of $10 an hour and receives a weekly attendance award of $20 works 50 hours this week (Overtime pay is required,whether or not the employer specifically asked or expected the employee to work more than 40 hours).His/her total compensation for the week will be:

_____ are sets of jobs having similar worth or content,grouped together to establish rates of pay.

The Fair Labor Standards Act (FLSA)includes provisions for:

A graphed line showing the mathematical relationship between job evaluation points and pay rate is termed as a(n):

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees and Placing Them in Jobs

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

Filters