Compensation and Benefits Exam Bank
Course Introduction
This course explores the principles and practices related to designing and managing employee compensation and benefits systems within organizations. Students will examine topics such as job evaluation, wage and salary structures, incentive pay, benefits administration, and legal considerations affecting compensation. The course integrates theoretical frameworks with practical approaches to developing fair, competitive, and strategic compensation packages that align with organizational goals and comply with regulatory requirements. Case studies and real-world examples are utilized to build analytical skills and to prepare students for decision-making in human resource management roles.
Recommended Textbook
Managing Human Resources 10th Edition by
Susan E. Jackson
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14 Chapters
1043 Verified Questions
1043 Flashcards
Source URL: https://quizplus.com/study-set/3101
Page 2
Chapter 1: Managing Human Resources
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61 Verified Questions
61 Flashcards
Source URL: https://quizplus.com/quiz/61447
Sample Questions
Q1) A good quality of work life contributes to increased employee satisfaction,commitment,and feelings of empowerment.
A)True
B)False
Answer: True
Q2) All of the people who currently contribute to doing the work of the organization,those who could potentially contribute in the future,and those who have contributed in the recent past are referred to as:
A)employees
B)the HR triad
C)human resources
D)HR professionals
E)customers
Answer: C
Q3) Because the U.S.has an advanced system of employment law,HR managers can be assured that if a practice is legal in the U.S. ,it is legal in other countries.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Understanding the External and Organizational Environments
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58 Verified Questions
58 Flashcards
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Sample Questions
Q1) During the nascent stage of an industry's life cycle,firms are competing to establish a distinctive reputation and to create customer loyalty.
A)True
B)False
Answer: True
Q2) There are four large companies that dominate the U.S.cereal industry.These companies are in the mature stage of the industry life cycle.These companies in the cereal industry:
A)are constantly trying to diversify into new products that are not breakfast cereals
B)are experiencing rapid growth
C)have an organizational culture that is built around the strategy of survival
D)are more concerned with creating brand loyalty than market development
E)are all striving to become more efficient and to produce higher quality products
Answer: E
Q3) Why do U.S.companies actively recruit and hire so many foreign employees?
Answer: There is a lack of skilled labor in the U.S.
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4
Chapter 3: Hr Planning for Alignment and Change
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37 Verified Questions
37 Flashcards
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Sample Questions
Q1) The type of strategic change that can be planned carefully and implemented gradually is _____ change.
A)radical anticipatory
B)incremental anticipatory
C)radical reactive
D)incremental reactive
E)dysfunctional
Answer: B
Q2) Incremental change occurs when an organization is forced to change in response to some event.
A)True
B)False
Answer: False
Q3) What are the two basic types of forecasting techniques?
Answer: Judgmental and statistical
Q4) To be successful,planned change should always follow a standardized series of seven steps.
A)True
B)False
Answer: False
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Chapter 4: Ensuring Fair Treatment and Legal Compliance
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81 Verified Questions
81 Flashcards
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Sample Questions
Q1) Sexual harassment policies in the workplace should:
A)raise affirmatively the issue of harassment
B)establish procedures for investigating and corroborating a harassment charge
C)assure employees that they won't be subjected to retaliation for reporting incidents of harassment
D)provide a clear and broad statement defining what constitutes harassment
E)do all of the above
Q2) When compared to mediation,arbitration is more formal.
A)True
B)False
Q3) Once hired,employees generally become much less vocal in expressing their concerns about fairness.
A)True
B)False
Q4) According to the Worker Adjustment and Retraining Notification Act (WARN,1988),employers are required workers with at least a six months' notice of a plant or office closing.
A)True
B)False
Q5) Which government agency developed guidelines for defining sexual harassment?
Page 6
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Chapter 5: Using Job Analysis and Competency Modeling
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) __________________________________________________ can be used to analyze a wide variety of jobs that involve many different types of tasks,technologies,and duties.
Q2) Following the collapse of Enron,its beleaguered auditor,the major accounting firm Arthur Andersen (AA),had to sell off parts of its practice to former competitors.The HR professionals at the acquiring firms would use job analysis to achieve all but which of the following goals?
A)compare job content of AA jobs with the content of their firm's jobs
B)identifying which jobs with identical content should be compensated differently
C)identify the competencies needed to perform the jobs
D)identifying redundant jobs that could be eliminated
E)all of the above are functions of job analysis in a merger and acquisition context.
Q3) What kind of questionnaire should an organization use if it wanted to create job analyses for all of its managerial positions?
Q4) What is the term for the process of describing and recording information about job behaviors and activities?
Q5) What is the function of the Occupational Information Network (O*NET)?
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Page 7
Chapter 6: Recruiting and Retaining Qualified Employees
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) What are other names for a private employment agency?
Q2) Which of the following statements about school placement services and trade associations as sources of potential job applicants is true?
A)Since half the student body majors in business at Kenyon University,employers looking for a medical technician would not as likely to attend the school's job fair as an employer looking for a salesperson.
B)It is not unusual for employers to begin the recruitment process by interacting with high school students.
C)Trade journals provide an excellent forum for help wanted ads.
D)Prior to job fairs,many employers use electronic screening to identify the best applicants.
E)All of the above statements are truE.
Q3) If a company has a federal contract of more than $50,000 and has 50 or more employees,it:
A)must pay its male and female equally
B)must have job descriptions for every job
C)is legally required to maintain a specified number of minority employees
D)must have and abide by an equal employment policy
E)must have a mission statement that supports diversity
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Page 8
Chapter 7: Selecting Employees to Fit the Job and the Organization
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91 Verified Questions
91 Flashcards
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Sample Questions
Q1) Personal history assessments are based on the fact that:
A)A picture is worth a thousand words
B)The best predictor of future behavior is past behavior
C)You can lead a horse to water but you can't make it drink
D)You can't teach an old dog new tricks
E)None of thesE.They are all just adages.
Q2) Predicting who will perform tasks well is the goal of recruitment.
A)True
B)False
Q3) A firm's choice of recruiting methods influences the quality of applicants who apply for jobs.
A)True
B)False
Q4) What information typically obtained on the application blank is most likely to inaccurate or distorted?
Q5) What is another name for work simulation?
Q6) Briefly describe an individual's legal alternatives when he is positive that his employer has not promoted him because of his national origin.Does the alleged discrimination automatically produce a lawsuit?
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Chapter 8: Training and Developing a Competitive Workforce
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) Training may be offered to:
A)a company shipping clerk to improve her computer skills
B)a new employee who needs to learn how to personalize his sales presentation
C)a line worker who will be assuming a supervisory role
D)a telemarketing operator who has been transferred to the production department
E)all of the above
Q2) In the feature "Managing Globalization: PriceWaterhouseCoopers",Tahir Ayub's Namibian assignment
A)was a life-changing experience
B)taught him that "perhaps the way you see things isn't necessarily the best way"
C)was shared with two other PwC partners whom he had never met before:
D)helped him recognize the importance of listening to different perspectives before making decisions.
E)All of the abovE.
Q3) What kind of knowledge is acquired by an employee who repeatedly practices repairing copy machines?
Q4) Reinforcement is the behavior that precedes the consequence.
A)True
B)False
Page 10
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Chapter 9: Conducting Performance Management
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89 Verified Questions
89 Flashcards
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Sample Questions
Q1) Which of the following sources of performance data typically provides the most reliable performance judgments?
A)the employee herself
B)the employee's peers or team members
C)the employee's subordinates
D)the employee's supervisor
E)the employee's customers
Q2) Performance-driven cultures often reflect the philosophies of the company's founder.
A)True
B)False
Q3) When designing a performance appraisal for a purchasing agent,the HR professional should look at:
A)the individual's personal discipline
B)the individual's written and oral skills
C)whether the individual shows organizational citizenship
D)whether the individual has high sales volume
E)all of the above
Q4) List the sources of performance data for a retail store manager.
Q5) List the three types of performance criteria.
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Chapter 10: Developing an Approach to Total Compensation
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) Job evaluation and job analysis are closely related,but they are not identical.
A)True
B)False
Q2) Which of the following statements is not true of the job classification method?
A)It requires accurate job descriptions.
B)Several jobs can be collected under one pay grade.
C)Classification standards reflect mainly employee competencies.
D)Classification systems can be used in both small and large firms.
E)All of the above are truE.
Q3) What is the most widely used method for job evaluations?
Q4) With a skill-based pay system,training is necessitated by organizational need rather than employee desire.
A)True
B)False
Q5) The simplest job evaluation method is:
A)benchmarking
B)performance appraisals
C)the point rating method
D)ranking
E)factor analysis
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Chapter 11: Using Performance-Based Pay to Achieve Strategic Objectives
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88 Verified Questions
88 Flashcards
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Sample Questions
Q1) Whereas merit pay plans typically rely on objective performance appraisal ratings,incentive pay is often paid based on qualitative performance measures.
A)True
B)False
Q2) List four types of performance-based pay.
Q3) Besides merit pay,two other types of performance-based pay are:
A)retained earnings and reinvested pay
B)incentive pay and 401K plans
C)earnings at risk and protected earnings
D)earnings at risk and incentive pay
E)incentive pay and retained earnings
Q4) With which of the employee payment plans could an employee actually earn less than the market rate if the employer considered his or her performance to be unsatisfactory?
A)earnings-at-risk pay plan
B)merit pay plan
C)vested pay plan
D)incentive pay plan
E)none of the above because such a scenario is illegal
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Chapter 12: Providing Benefits and Services
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74 Verified Questions
74 Flashcards
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Sample Questions
Q1) Clarissa is comparing job offers from several firms in different industries.The salary the firms are offering her are very similar,and she has decided to use the generosity of the benefits as the deciding factor.Which of the following firms is likely to have the most generous benefits package?
A)a textile manufacturing firm in South Carolina that has intense competition with low-cost Asian manufacturers
B)a small toy manufacturer with 18 employees
C)a newly-formed,rapidly-growing service firm that has tripled in size in the last two years
D)a large manufacturing company which makes the top-selling luxury women's cosmetics
E)the information in the options above is insufficient to answer this question.
Q2) In setting up vacation programs,employers need to determine all of the following EXCEPT:
A)if employees can defer vacations
B)what pay rate applies to employees on vacation
C)whether to base vacations on employee productivity or employee tenure
D)under what circumstances employees can be paid in lieu of a vacation
E)whether to base vacation on scheduled hours or hours actually worked
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Page 14
Chapter 13: Promoting Workplace Safety and Health
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) Which of the following statements about job burnout is true?
A)One of the first signs of job burnout is emotional exhaustion.
B)People in the later stages of job burnout have become calloused by their jobs and cynical about their clients.
C)A feeling of low personal accomplishment is one sign of job burnout.
D)People in jobs in human services are most likely to experience job burnout.
E)All of the above statements about job burnout are truE.
Q2) An employee's right to know about workplace hazards is guaranteed by the __________________________________________________.
Q3) Employers know a small percentage of their workforce is responsible for the majority of their health insurance claims.
A)True
B)False
Q4) A U.S.textile mill is required to measure levels of the carcinogenic cotton dust in its factory and keep records as to amount and exposure.What happens to those records if the textile mill is sold to a foreign investment group?
Q5) List three aspects of burnout.
Q6) Discuss the Occupational Safety and Health Act of 1970.
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Chapter 14: Understanding Unionization and Collective Bargaining
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97 Verified Questions
97 Flashcards
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Sample Questions
Q1) The most direct and dramatic response to a union-management negotiation deadlock that the union can make is a:
A)primary boycott
B)work slowdown
C)lockout
D)strike
E)secondary boycott
Q2) In a unionized setting,the union joins the "HR Triad" discussed throughout the text.Which of the following is not one of the union's responsibilities?
A)to maintain traditional work methods
B)to seek improvements in wages for employees
C)to abide by laws and regulations governing legal union activities
D)to offer to work with management to improve company profitability and survival
E)to bargain with line managers and HR professionals
Q3) What are the four major approaches to collective bargaining between unions and management?
Q4) How do you judge if the arbitration of a union-management dispute is successful?
Q5) What was a negative characteristic of early unions?
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Q6) What external environmental condition had the greatest impact on early unions?