Compensation and Benefits Exam
Questions
Course Introduction
This course delves into the principles and practices of compensation and benefits within organizations, equipping students with a comprehensive understanding of how employers design, implement, and manage total rewards programs. Topics include job evaluation, market pay analyses, incentive and variable pay structures, employee benefits (such as health, retirement, and wellness programs), legal and ethical considerations, and the strategic alignment of compensation plans with organizational goals. By the end of the course, students will be able to analyze, develop, and recommend compensation and benefits strategies that attract, motivate, and retain a talented workforce.
Recommended Textbook
Management of Human Resources The Essentials 4th Canadian Edition by Gary Dessler Available Study Resources on Quizplus
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Chapter 1: The Strategic Role of Human Resources Management
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Sample Questions
Q1) HR department staff members are traditionally involved in key operational responsibilities.Which of the following is an operational responsibility?
A) collecting metrics
B) analyzing metrics
C) interpreting human right laws
D) setting goals and objectives
E) interpreting health and safety legislation
Answer: A
Q2) If you were the HR advisor of a company where the majority of the workforce consisted of employees born before 1965, what initiatives would you recommend providing to keep the group challenged?
A) independent work
B) job security
C) onsite gym facilities
D) eldercare and pension benefits
E) flexible work arrangements
Answer: D
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Chapter 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces
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Q1) While half of the population in the Greater Toronto Area are visible minorities, evidence of visible minority underemployment is the fact that
A) the Toronto mayor has never been a visible minority.
B) in a study of 3257 leaders in the Greater Toronto Area, only 13% were visible minorities.
C) visible minorities are more likely to be hired under employment equity policies than under "open" recruitment and selection processes.
D) many people who are visible minorities own restaurants catering to specific ethnic tastes.
E) crime rates in visible minority neighbourhoods are much higher than the overall crime rate.
Answer: B
Q2) The Charter of Rights and Freedoms
A) is part of the Constitution Act of 1992.
B) applies to all Canadian employees and employers.
C) ensures that no laws infringe on Charter rights.
D) takes precedence over all other laws.
E) is fairly limited in scope.
Answer: D
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Chapter 3: Designing and Analyzing Jobs
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Sample Questions
Q1) Organizations that want to implement a high-performance work system will tend not to use traditional job descriptions in favour of using competency analysis.Outline the three reasons why competency analysis is preferred in a high-performance work system and given one example of a core competency.
Answer: Three points for each of the main reasons:competency-based jobs support work performed in teams, competency analysis is strategically aligned with key competencies identified by an organization for its success, and competency analysis supports an organization's performance management process. One point for an example of a core competency from the description on
Q2) Which of the following jobs could be analyzed effectively using direct observation?
A) human resources manager
B) lawyer
C) accounting clerk
D) design engineer
E) Any of these jobs could be analyzed using direct observation
Answer: C
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5
Chapter 4: Human Resources Planning and Recruitment
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Sample Questions
Q1) Summer internship programs are expensive to assess students. hire college and/or university students to complete summer projects before they graduate. have one objective only: to allow students to obtain business experience. frequently offer permanent positions following graduation if interns have excellent performance. produce win-win results, but students benefit more.
Q2) Relying on employee referrals can result in systemic discrimination. A)True B)False
Q3) When job openings arise unexpectedly, these openings are identified by choosing the appropriate recruitment source(s) and method(s). human resources planning. determining the job requirements. building a pool of candidates. manager request.
Q4) Regression analysis determines the line of best fit. A)True B)False
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Chapter 5: Selection
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Q1) Sandeep Gill is the manager of a busy local branch of a provincial credit union, Envirobank.The branch recently had to hire 5 new tellers to meet the rise in demand for branch services.The branch relied mainly on candidate interviews as a selection tool.Although Sandeep thought he had planned the candidate interviewing process well and had designed effective questions for assessing the candidates, the 3 candidates who were rated the highest in the interview did not meet basic performance expectations following their hire.The primary problem with the selection tool chosen and designed by Sandeep is one of
A) validity.
B) integrity.
C) reliability.
D) impression management.
E) nothing. There is no problem with this selection tool.
Q2) Behavioural questions describe
A) hypothetical situations.
B) various situations experienced in the past.
C) future behaviour.
D) candidate personality.
E) preset candidate reactions.
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Chapter 6: Orientation and Training
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Q1) The technique used when verifying whether there is a significant performance deficiency, and determining if that deficiency should be rectified through training or by some other means (such as changing the machinery or transferring the employee), is called
A) training analysis.
B) task analysis.
C) motivation analysis.
D) employee analysis.
E) performance analysis.
Q2) According to John Holland, most people have only one orientation, which makes career choices fairly straightforward for them.
A)True
B)False
Q3) Trainees learn best when they learn at
A) the pace set by their trainer.
B) an off-the-job setting.
C) the pace set by their supervisor.
D) their own pace.
E) a country resort.
Q4) Identify and briefly describe 5 career anchors.
Page 8
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Chapter 7: Performance Management
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Q1) The following are all reasons for the failure of a performance appraisal except A) arguing and poor communications which arise as problems during feedback sessions.
B) not telling employees ahead of time exactly what is expected of them.
C) having poor measures of performance.
D) clearly defining performance standards.
E) a lenient supervisor.
Q2) To clarify performance expectations, ________ should be developed.
A) strategic objectives
B) a list of traits
C) an HR strategy
D) a business plan
E) measurable standards
Q3) When it comes to performance appraisals, most firms combine
A) computerized techniques and BARS.
B) manual techniques and MBO.
C) computerized and narrative techniques.
D) several appraisal techniques.
E) manual and subjective techniques.
Q4) Identify and briefly describe five different performance appraisal methods.
Page 9
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Chapter 8: Strategic Pay Plans
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Sample Questions
Q1) The great challenge of competency-based pay is
A) competency definition.
B) educational levels of employees.
C) measurement of skills, abilities, and competencies.
D) determining bonuses.
E) determining base pay.
Q2) The graphic description of the relationship between the value of the job and the average wage paid for this job is called a
A) pay grade.
B) wage curve.
C) rate range.
D) wage structure.
E) wage grade.
Q3) An advantage of using rate ranges for each pay grade is that it allows for A) age differences.
B) gender differences.
C) education differences.
D) employer inflexibility.
E) performance differences.
Q4) Identify and briefly describe the five components of total rewards.
Page 10
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Chapter 9: Employee Benefits and Services
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Sample Questions
Q1) Approaches to health care that benefit cost reduction include all of the following except
A) increasing government subsidies.
B) increase the amount of health care costs paid by employees.
C) risk-assessment programs.
D) health promotion.
E) publishing a restricted list of drugs that will be paid for under the plan.
Q2) A formal employer program for providing employees with counselling and/or treatment programs for problems such as mental health issues, marital/family problems, legal problems, or stress is called a(n)
A) employee assistance program.
B) legal aid benefits.
C) AA and NA program.
D) rehabilitation program.
E) employee services benefit.
Q3) A defined benefit pension plan contains a formula.
A)True
B)False
Q4) Briefly describe five government-sponsored employee benefits in Canada.
Q5) Identify and describe 5 different voluntary employer-sponsored benefits.
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Chapter 10: Occupational Health and Safety
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Q1) The "due diligence" requirement for employees mandates that they take every reasonable precaution to ensure their own health and safety.
A)True
B)False
Q2) Government health and safety inspectors may enter a workplace at any time, provided they have a warrant and give prior notification.
A)True
B)False
Q3) The function of joint health and safety committees is to provide a non-adversarial atmosphere where management and labour can work together to ensure a safe and healthy workplace.
A)True
B)False
Q4) Victims of workplace violence are generally
A) police officers.
B) women in health care professions.
C) postal workers.
D) convenience store clerks.
E) construction workers.
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Chapter 11: Managing Employee Separations: Foundations
of Employee Engagement Communication and Turnover Management
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Q1) A software firm has lost a major client and the immediate impact is a loss of work.Software programmers are difficult to recruit and train, so the firm is considering alternatives to laying off employees.The company could consider any of the following except
A) asking employees if they are willing to take unpaid leaves to help reduce costs.
B) asking employees to schedule vacation during the period when there is less work.
C) asking employees to participate in a lottery to determine who should be let go (since it is unbiased).
D) asking employees to take a voluntary reduction in pay (or reduced hours of work).
E) All of the above are options for the software firm.
Q2) Identify and briefly describe the six steps to be followed in a termination interview.
Q3) A layoff refers to a situation when there is a permanent shortage of work for employees and management does not intend to recall the employees for work as it becomes available.
A)True
B)False
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Chapter 12: Labour Relations
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Q1) Which of the following statements about ratification is false?
A) In some jurisdictions, ratification is required by law.
B) If any of the bargaining unit members vote in favour of the proposal, it replaces any prior agreement.
C) The results of a ratification vote have a significant impact.
D) If the proposed collective agreement is rejected, a strike is the inevitable result.
E) When a ratification vote is held, all members of the bargaining unit, whether or not they are trade union members, have the right to cast a ballot.
Q2) The final and binding process, through which disputes arising out of the interpretation or application of a collective agreement are settled, is known as A) arbitration.
B) interest arbitration.
C) final offer selection.
D) rights arbitration.
E) mediation-arbitration.
Q3) Identify and briefly describe the five steps of the labour relations process.
Q4) Discuss in detail any two aspects of the impact of unionization on HRM.
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Chapter 13: Managing Human Resources in a Global Business
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Q1) The citizens of a country who have jobs in the home country are referred to as A) expatriates.
B) locals.
C) illegal immigrants.
D) home-country nationals.
E) third-country nationals.
Q2) A high degree of sensitivity and empathy for the cultural and attitudinal demands of coworkers has very little importance when selecting employees to staff overseas operations.
A)True
B)False
Q3) Some organizations have moved away from full-scale relocation of an employee and his or her family to other alternatives including
A) job sharing on foreign assignments.
B) short-term assignments of between six months and one year with frequent home leave.
C) rotating foreign assignments.
D) dual households in the destination country.
E) frequent short-term business trips.
Q4) Discuss steps that can be taken to assist in the repatriation process.
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