Compensation and Benefits Practice Exam
Course Introduction
This course provides a comprehensive overview of compensation and benefits management within organizations. Students will explore fundamental concepts such as job evaluation, pay structures, incentive plans, and the strategic role of compensation in attracting, motivating, and retaining employees. The course also examines legal considerations, trends in employee benefits, and the integration of total rewards programs. Through case studies and practical exercises, students will develop skills in designing effective compensation systems aligned with organizational goals and market standards.
Recommended Textbook
Human Resource Management 6th Edition by H.
John Bernardin
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14 Chapters
794 Verified Questions
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Chapter 1: Strategic Human Resource Management in a Changing Environment
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Sample Questions
Q1) Corporate social or environmental performance relates to a company's ability to make profits while not sacrificing the resources of its people,the community,and the planet.
A)True
B)False
Answer: False
Q2) The major domains of HRM are:
A)selection, training, performance management, and compensation.
B)human resources planning, job and work analysis, organizational restructuring, job design, team building, computerization, and worker-machine interfaces.
C)organizational design, staffing, performance management and appraisal, employee training and organizational development, and reward systems, benefits, ad compliance.
D)HR design, planning, downsizing, and restructuring.
E)recruitment, employee orientation, selection, promotion, and termination.
Answer: C
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Page 3
Chapter 2: The Role of Globalization in HR Policy and Practice
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Sample Questions
Q1) Some firms prefer to enter international markets through actual ownership of business.
A)True
B)False
Answer: True
Q2) What factors influence the decision to invest in a particular international market?
Answer: First a company should find out about the general environmental trends.These include economic,legal,political,socio-cultural,dialects and accents in the language,and religious beliefs.Second is the company's task environment.These include cost pressures,the intensity of competitive rivalry,the ease with which organizations may enter or leave the industry,and the degree of power over the company maintained by suppliers and customers.And finally,the company should assess its internal strengths or weaknesses which include its culture,management team,customers,and knowledge and use of technology.
Q3) Which are the common areas of conflict in a joint venture?
Answer: The common areas of conflict in a joint venture include future investments and the sharing of future profits.
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Page 4
Chapter 3: The Legal Environment of Hrm: Equal Employment Opportunity
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Sample Questions
Q1) A competitor of yours just lost a lawsuit involving disparate treatment in their selection practices of women,and will have to comply with a court-ordered affirmative action program.This has prompted you to review your practices,which revealed disparate impact in your hiring of women,as well as certain minorities.To avoid a lawsuit,you decide to implement a voluntary affirmative action program.Describe what constitutes a legal voluntary affirmative action program.What makes an involuntary affirmative action program legal?
Answer: Involuntary affirmative action plans may legally show preferential treatment when the program: 1)is necessary to remedy "pervasive and egregious discrimination," 2)is used as a flexible benchmark for court monitoring,rather than as quota,3)is temporary,and 4)does not "necessarily trammel the interest of white employees." The criteria for voluntary affirmative action plans include: 1)be designed to eradicate old patterns of discrimination,2)not impose an "absolute bar" to white advancement,3)be temporary,4)not "trammel the interest of white employees," 5)be designed to eliminate a "manifest racial imbalance," and 6)show preference only from a pool of equally qualified candidates.
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Page 5
Chapter 4: Work Analysis and Design
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Sample Questions
Q1) The critical incident technique (CIT)is an example of a quantitative method.
A)True
B)False
Q2) Types of information assessed by using the Position Analysis Questionnaire (PAQ)include all of the following EXCEPT:
A)Mental processes
B)Information input
C)Relationships with other people
D)Traits analysis
E)Job context
Q3) If a selection test results in adverse impact one of the means of defense for the organization is to present valid job analysis data that shows the test is related to successful performance on the job.
A)True
B)False
Q4) Job analysis work can be used to justify the use of particular selection tests and related cut off scores.
A)True
B)False
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Chapter 5: Human Resource Planning and Recruitment
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Sample Questions
Q1) The most effective reengineering efforts are successful when they recognize that
A) having a focus on the customers needs to be put on hold until the dust settles and managers sort out their budgets.
B) it is best to begin with a very generous severance package to control the flow of talent within the organization.
C) labor unions must be neutralized in order for performance to be a high priority in decision making.
D) the organization should focus on short term gains to not be overwhelmed by long term consequences.
E) downsizing individuals that are vital to the creation of customer value will erode the organization's competitive advantage.
Q2) Downsizing should be an organizations first response when supply is greater than demand.
A)True
B)False
Q3) List a few steps recommended by Dr.Cascio for enhancing the effectiveness of restructuring and downsizing.
Q4) What techniques can managers use for forecasting labor demands?
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Chapter 6: Personnel Selection
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Sample Questions
Q1) A company that provides a three-week management-training program for it's new hires would benefit from administering the Wonderlic Personnel Test.
A)True
B)False
Q2) The level of reliability can be represented by a consistency of measurement.
A)True
B)False
Q3) Please describe the strategy a manager should use who has been asked to establish an employee selection testing program.
Q4) What is the advantage of the 16PF over other self-report inventories?
Q5) Correlations from __________ show the direction and strength of the relationship between selection methods and successful performance on the job.
A) 0 to 1.0
B) -1 to +1
C) -1 to 0
D) -1 to 0.8
E) 0.8 to 1
Q6) Define the Situational Judgment Test (SJT).
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Chapter 7: Performance Management and Appraisal
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Q1) List and explain four common rating errors.
Q2) What are rating errors? List the common rating errors.
Q3) Appraisal cannot be person-oriented.
A)True
B)False
Q4) Performance refers to:
A)Brief descriptions of the traits, personal characteristics, or competencies of the performer.
B)A process that requires raters to rank ratees on the basis of quantifiable goals.
C)Efforts to control rating bias by requiring raters to indicate how frequently the ratee has performed listed behaviors.
D)Comparison between specific, quantifiable target goals and the actual results achieved by an employee.
E)Record of outcomes produced on a specified job function or activity during a specified period of time.
Q5) Define the six different types of outcomes that may be measured in a work performance system.Provide brief examples for each.
Q6) List the three basic ways in which raters can make performance assessments.
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Chapter 8: Training and Development
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Sample Questions
Q1) Which training method allows the trainee to take responsibility of learning the knowledge or skills at his or her own pace?
A)Job rotation
B)Podcasting
C)Experiential learning
D)Massed learning
E)Self-directed learning
Q2) Development focuses on the immediate period to help fix any current deficits in employees' skills.
A)True
B)False
Q3) When training for international assignments,__________ are recommended to provide a more in-depth view of the host country's customs,values,and behaviors.
A)informational approaches
B)use of CIT's
C)field experiences
D)cultural assimilators
E)TV films
Q4) What aspects must be considered while choosing a training method?
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Chapter 9: Career Development
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Q1) The implementation of flexible work schedules and part time work can lead to positive outcomes for both the organization and individual employees.
A)True
B)False
Q2) Career-planning workshops consist of questions and exercises designed to guide individuals to figure out their strengths and weaknesses,job and career opportunities,and necessary steps for reaching their goals.
A)True
B)False
Q3) The internal focus of career refers to the actual series of job positions held by the individual,while the external focus refers to the way an individual views his or her career.
A)True
B)False
Q4) A company will socialize their employees in order to ensure that they have the ability to be successful at a variety of organizations within a particular industry.
A)True
B)False
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11
Chapter 10: Compensation: Base Pay and Fringe Benefits
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Sample Questions
Q1) __________ involves comparing a specific position to the generic descriptors and deciding which level fits best.
A)Job ranking
B)Job analysis
C)Point-factor plans
D)Job classification
E)Job description
Q2) Determining a fair rate of pay for expatriates is complicated by issues such as exchange rates fluctuations.
A)True
B)False
Q3) Which of the following law amended the FLSA to include a prohibition against pay differentials based on gender?
A)Minimum Wage Law of 1938
B)Equal Pay Act (EPA)of 1963
C)Davis-Bacon Act of 1931
D)Walsh-Healey Act of 1936
E)Services Contract Act of 1965
Q4) What are the objectives of an effective compensation system?
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Chapter 11: Rewarding Performance
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Sample Questions
Q1) Discuss the implications for employee stock option plans (ESOPs)
Q2) Which of the following statements is FALSE regarding short-term and long-term incentives?
A)Short-term incentives are usually additional salary rewards that an employee can receive on a quarterly or yearly basis.
B)Short-term incentives are based on meeting short-run objectives such as a quarterly sales or a production goal.
C)Long-term rewards focus on future profitability.
D)Stock options are a common short-term incentive.
E)Long-term incentives are usually best for upper-level executives who have a wider area of discretion in making decisions that affect the firm.
Q3) Team-based PFP is a better approach when it is part of a comprehensive team-based model of HRM and compensation.
A)True
B)False
Q4) What are the three major questions to be answered for designing a PFP system?
Q5) What are the limitations of the individual and group-based pay plans?
Q6) What are the advantages of Scanlon and Rucker plans over IMPROSHARE?
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Chapter 12: Managing the Employment Relationship
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Q1) The decision to retire can be influenced by both economic conditions and personal characteristics.
A)True
B)False
Q2) One alternative to layoffs is work-sharing programs,in which employees voluntarily reduce the number of hours or days per week they work in order to cut labor costs while maintaining their gainful employment.
A)True
B)False
Q3) One of the guidelines for writing a handbook is that the written policies must conform to local,state,and federal laws.
A)True
B)False
Q4) How would you handle an internal and external whistleblower within your organization?
Q5) What is survivor syndrome and what measures can organizations take to avoid it?
Q6) The ADEA has limited the use of mandatory retirement in the United States.
A)True
B)False
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Chapter 13: Labor Relations and Collective Bargaining
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Q1) What are union effects on worker satisfaction?
Q2) Union recognition is most commonly a result of _______.
A)the outcome of arbitration
B)management count of authorization cards
C)NLRB order based on an unfair labor practice
D)an NLRB ordered election
E)impasse resolution mediation
Q3) NLRA describes what constitutes unfair labor practices by employers.Prohibited activities include bargaining in good faith with employee representatives.
A)True
B)False
Q4) The intent of miniarbitration is to expedite a decision after an appeal is made. A)True
B)False
Q5) Distributive bargaining involves a union giving back to management some of what it has gained in previous bargaining.
A)True
B)False
Q6) List the major issues in collective bargaining.
Page 15
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Chapter 14: Employee Health and Safety
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Q1) Random drug testing is illegal under the Drug Free Workplace Act,companies are limited to pre-employment testing.
A)True
B)False
Q2) You are looking for a way to reduce or eliminate higher accident rates among younger workers.What is a safety intervention you might consider?
A)Hiring only candidates between the ages of 35 and 39.
B)Provide mandatory safety training for hazardous jobs.
C)Ensure that pay for performance plans only focus on quantity of work.
D)Provide training only post-accident.
E)Initiate a team based competition to increase production.
Q3) In Marshall v.Barlow's Inc.(1978),the Supreme Court ruled that:
A)employers with 25 or more employees must maintain records of occupational injuries and illnesses as they occur.
B)pre-employment screening for accident proneness is illegal.
C)the employer must develop job safety and health standards.
D)all public-sector employers must maintain safety records.
E)OSHA may not conduct warrantless inspections without an employer's consent.
Q4) List the activities a COSHO is authorized to carry out.
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