Compensation and Benefits
Mock Exam
Course Introduction
This course explores the strategic management of employee compensation and benefits within organizations, focusing on both theoretical frameworks and practical applications. Topics include job evaluation, salary structures, incentive pay, benefits administration, legal compliance, and the impact of compensation systems on employee motivation and organizational effectiveness. Students will learn to design compensation packages that align with organizational goals, ensure internal and external equity, and comply with relevant laws and regulations. Through case studies and real-world scenarios, the course develops analytical skills necessary for addressing compensation challenges in diverse organizational settings.
Recommended Textbook
Managing Human Resources 9th Edition by Wayne Cascio
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16 Chapters
1288 Verified Questions
1288 Flashcards
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Page 2
Chapter 1: Human Resources in a Globally Competitive
Business
Environment
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80 Verified Questions
80 Flashcards
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Sample Questions
Q1) All of the following are prerequisites for selective hiring EXCEPT:
A)interviewers screen for attributes that are easy to change through training.
B)the organization needs to be clear about the most critical skills and attributes in the applicant pool.
C)the skills and abilities sought should be consistent with particular job requirements and the organization's approach to the market.
D)having a large applicant pool from which to select.
Answer: A
Q2) All of the following are general categories of HRM activities EXCEPT:
A)managing change.
B)development.
C)outplacement.
D)adjustment.
Answer: C
Q3) List at least two jobs ideally suited for virtual workplaces. Answer: Any two of the following:1)sales,2)marketing,3)project engineering,4)consulting.
Q4) What does QWL stand for?
Answer: Quality of Work Life
Page 3
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Chapter 2: The Financial Impact of Human Resource
Management Activities
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80 Flashcards
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Sample Questions
Q1) The objective in costing human resources is not just to measure the relevant costs,but also to develop methods and programs to reduce the costs of human resources by managing the more controllable aspects of those costs.
A)True
B)False
Answer: True
Q2) The firm's strategy and goals must guide the work of each business unit and of that unit's HR management activities.
A)True
B)False
Answer: True
Q3) _____ is (are)the emotional engagement that people feel toward and organization.
A)Values
B)Employee engagement
C)Abilities
D)Concepts
Answer: B
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Chapter 3: The Legal Context of Employment Decisions
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86 Flashcards
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Sample Questions
Q1) In the employment context,_____ can be viewed broadly as the giving of an unfair advantage/disadvantage to the members of a particular group in comparison with the members of other groups.
A)ethnocentrism
B)discrimination
C)seniority system
D)race norming
Answer: B
Q2) Contractors and subcontractors with more than $50,000 in government business and with 50 or more employees must prepare and implement written affirmative action plans.
A)True
B)False Answer: True
Q3) What does the Thirteenth Amendment prohibit?
Answer: Slavery and involuntary servitude.
Q4) According to the ADA Amendments Act of 2008,what should employers focus on?
Answer: Employers should focus less on what constitutes an ADA disability,and more on what constitutes a responable accommodation
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Chapter 4: Diversity at Work
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Sample Questions
Q1) While women's share of the workforce is expected to increase,men's share is projected to decline slightly over the same time-period..
A)True
B)False
Q2) Mexicans,Puerto Ricans,and Cubans constitute the three largest groups classified as Hispanic.
A)True
B)False
Q3) The proportion of single-parent family groups with children under age 18 has increased dramatically,and today single mothers are more likely than married mothers to be unemployed.
A)True
B)False
Q4) Which of the following would NOT be considered a key force accounting for women today aiming for high-level business jobs?
A)Changes in education
B)Changes in corporate restructuring
C)Changes in the economy
D)Changes in technology
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Chapter 5: Planning for People
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Sample Questions
Q1) What is the disadvantage of using critical incidents as a job analysis method?
A)Because the events describe particularly effective or ineffective behavior,it may be difficult to develop a profile of average job behavior.
B)This method is inappropriate for jobs hazardous to perform.
C)It is inappropriate for jobs that can be learned in a short period of time.
D)Rapport between analyst and respondent is not possible unless the analyst is present to explain items and clarify misunderstandings.
Q2) Under the Americans with Disabilities Act,it is imperative to distinguish "essential" from "nonessential" functions prior to announcing a job or interviewing applicants.
A)True
B)False
Q3) Ideally,strategic workforce planning becomes an input to business strategy,not simply driven by business strategy,and provides data,analytics and insights to inform executive decision making.
A)True
B)False
Q4) Describe several of the high performance work practices?
Q5) What is a talent inventory and how is it useful in human resource planning?
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Chapter 6: Recruiting
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Sample Questions
Q1) Which of the following factors would companies NOT be likely to use in helping to define their labor markets?
A)Geography
B)Union membership
C)Median household income
D)Licensing or certification requirements
Q2) The step following recruitment is _____,which is basically a rapid,rough "selection" process.
A)orientation
B)initial screening
C)performance management
D)workforce planning
Q3) If an organization hires a candidate on its own prior to the completion of a search by an executive search firm,it is not required to pay the search firm's fee.
A)True
B)False
Q4) In what process do managers provide feedback to employees regarding their past and present job performance and proficiency,which provides a basis for improving performance in the future?
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Chapter 7: Staffing
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Sample Questions
Q1) Which law gives students the legal right to see all letters of recommendation written about them and also permits release of information about a student only to people approved by the student at the time of the request?
A)Equal Educational Opportunities Act
B)Protection of Pupil Rights Amendment
C)Family Educational Rights and Privacy Act
D)Freedom of Information and Protection of Privacy Act
Q2) The _____ is a situational test designed to simulate important aspects of a position that assesses an individual's ability to work independently.
A)situational-judgment test
B)leaderless group discussion
C)in-basket test
D)polygraph test
Q3) Which of the following is the advantage of using the assessment-center method?
A)Flexibility of form and content.
B)Adequate feedback to participants.
C)Total control over the information generated during assessment.
D)Rating general exercise effectiveness and performance relative to individual behavioral dimensions.
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Page 9
Chapter 8: Workplace Training
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79 Flashcards
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Sample Questions
Q1) An employee must have an opportunity to practice what he/she is learning when developing a(n):
A)new skill.
B)organizational program.
C)job analysis.
D)training objective.
Q2) Individual skills are a necessary,but not a sufficient,condition for effective team performance.
A)True
B)False
Q3) "Over time,people become uneducated,and therefore incompetent,to perform at a level they once performed at adequately." This is referred to as the:
A)PET.
B)training paradox.
C)Paul principle.
D)Pygmalion effect.
Q4) Why is it important to provide trainees with an overview of the material to be presented during the training?
Q5) What are the drawbacks of using gaming approaches in orientation programs?
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Chapter 9: Performance Management
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83 Flashcards
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Sample Questions
Q1) The broad process of performance management requires that you do which things well:
A)define performance.
B)facilitate performance.
C)encourage performance.
D)All of the above
Q2) _____ are brief anecdotal reports by supervisors of things employees do that are particularly effective or ineffective in accomplishing parts of their jobs.
A)Forced distributions
B)Critical incidents
C)Narrative essays
D)Case studies
Q3) _____ translate job requirements into levels of acceptable or unacceptable employee behavior.
A)Absolute rating systems
B)Qualitative analyses
C)Reliability judgments
D)Performance standards
Q4) Feedback from multiple sources may reinforce feedback from the boss,
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Chapter 10: Managing Careers
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Sample Questions
Q1) Which theory suggests that those responsible for promotion may use prior history of promotions,functional-area background,and number of different jobs held?
A)Life cycle theory
B)Signaling theory
C)Communication theory
D)Tournament theory
Q2) Compared to a 35- to 40-year old job seeker,it takes almost 25 percent longer for a 46- to 50-year-old,and 65 percent longer for a 50- to 60-year-old to find a job.
A)True
B)False
Q3) What should a good career path program entail?
Q4) Research indicates that individuals who have been bypassed for promotion often feel they have not been treated fairly,their commitment decreases,and their absenteeism increases.
A)True
B)False
Q5) What is the intention of early retirement programs?
Q6) Write a short note on demotions.
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Chapter 11: Pay and Incentive Systems
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Sample Questions
Q1) A narrowing of the ratios of pay between jobs or pay grades in a firm's pay structure is:
A)pay secrecy.
B)pay compression.
C)pay security.
D)pay inequality.
Q2) Because sign-on bonuses do not increase base salaries,the structure of differences in pay between new hires and experienced employees does not change.
A)True
B)False
Q3) There is a current trend away from areas where organized labor is weak and pay rates are low.
A)True
B)False
Q4) What steps can companies take to sew corporate top and bottom back together?
Q5) Properly designed incentive programs work because they are based on what two well-accepted psychological principles?
Q6) Name at least three of the four basic tools needed to develop a pay system.
Q7) What steps must be taken to insure that merit pay plans will be effective?
Page 13
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Chapter 12: Indirect Compensation: Employee Benefit Plans
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Sample Questions
Q1) States have the option to use state unemployment compensation resources to make full wage replacement available to parents who leave employment after the birth or adoption of a child.
A)True
B)False
Q2) When it comes to health care technology,the United States relies far less on it than do other advanced nations.
A)True
B)False
Q3) Which act was enacted to make health insurance more "portable" from one employer to another?
A)HIPAA
B)COBRA
C)ERISA
D)ADA
Q4) A mature firm with well-established products and substantial market share will probably offer low base pay and benefits but high incentives.
A)True
B)False
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Chapter 13: Union Representation and Collective Bargaining
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Sample Questions
Q1) Strikers engaged in activities protected by law may not be discharged,but they may be replaced during the strike.
A)True
B)False
Q2) The _______________was organized in 1886 as a group of national craft unions:
A)metal workers
B)railroad workers
C)American Federation of Labor
D)conspirators
Q3) The role of the line manager in grievance procedures is to know and understand _____,as well as federal and state labor laws.
A)the collective bargaining contract
B)the personality of the accusing worker
C)company policy
D)local labor laws
Q4) _________ is the name of a 2005 break off group from the AFL-CIO
A)Misleading Representation
B)Refusal to Deal
C)Jurisdictional Strikers
D)Change to Win
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Chapter 14: Procedural Justice and Ethics in Employee Relations
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Sample Questions
Q1) Employment at Will refers to an employment relationship where only the employer may terminate employment at anytime and for any reason.
A)True
B)False
Q2) Toll-free telephone numbers that employees can use anonymously to report waste,fraud,or abuse are examples of a(n):
A)union intervention.
B)employee voice system.
C)ethical dilemma.
D)grievance procedure step.
Q3) Most authorities agree that it is best to terminate an employee on Fridays.
A)True
B)False
Q4) Before deciding to dismiss an employee,managers should conduct a detailed review of all relevant facts,including the employee's side of the story.
A)True
B)False
Q5) Describe the five "core" characteristics of the most effective voice systems.
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Q6) What are the basic requirements for workplace due process to work effectively?
Chapter 15: Safety, Health, and Employee Assistance Programs
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Sample Questions
Q1) Write a short note on employee assistance programs.
Q2) List at least two examples of unsafe physical conditions.
Q3) Regardless of length of service,the older the employee,the higher the accident rate.
A)True
B)False
Q4) Discuss the three government agencies to administer and enforce the Occupational Safety and Health Act.
Q5) One large scale study found that workers over age _____ are a third less likely than their younger colleagues to be injured at work seriously enough to lose work time.
A)25
B)35
C)55
D)65
Q6) The Right-to-Know Law requires all chemical manufacturers and importers to make available to their customers a material safety data sheet for products containing hazardous chemicals.
A)True
B)False
Page 17
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Chapter 16: International Dimensions of Human Resource Management
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Sample Questions
Q1) All of the following employment laws may apply to United States citizens working abroad EXCEPT:
A)Title VII of the Civil Rights Act
B)The Age Discrimination in Employment Act
C)The Equal Pay Act
D)The Uniformed Services Employment and Reemployment Rights Act
Q2) The more a firm moves away from the export stage of development,the less rigorous the training should be,including its breadth of content.
A)True
B)False
Q3) Initial orientation for expatriates includes:
A)cultural briefing.
B)orientation to the joB.
C)orientation toward the work unit.
D)introduction to the languages.
Q4) To survive,cope,and succeed,managers need training in what three areas?
Q5) Suggest three different solutions for the problems of repatriation.
Q6) List and explain the factors that are driving the backlash against globalization.
Q7) What is another term for an expatriate?
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