Compensation and Benefits Question
Bank
Course Introduction
This course provides an in-depth exploration of compensation and benefits practices in human resource management. Students will examine the principles and strategies involved in designing and administering employee compensation systems, including salary structures, incentive programs, and indirect benefits such as health insurance, retirement plans, and paid leave. The course covers legal and regulatory considerations, job evaluation methods, pay equity, and the role of benefits in employee motivation and retention. Through case studies and practical assignments, students will gain the analytical skills needed to develop competitive and equitable compensation packages that align with organizational goals and employee expectations.
Recommended Textbook
Strategic Human Resources Planning 6th edition by Ken McBey
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14 Chapters
1024 Verified Questions
1024 Flashcards
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Page 2
Chapter 1: Strategic Management
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) On the Quality Greens Farm Market website are the words "to make healthy,locally grown farm food products accessible to lower-income residents." What is this an example of?
A) mission
B) vision
C) values
D) objectives
Answer: C
Q2) What is the process called that formulates organizational goals,objectives,action plans,and the mission statement?
A) formulation
B) analysis
C) strategy
D) planning
Answer: C
Q3) Hard objectives deal with social issues such as the ethics and values of an organization.
A)True
B)False
Answer: False
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Chapter 2: Aligning HR With Strategy
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67 Flashcards
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Sample Questions
Q1) Swimco
Swimco is a beach- and resort-wear retailer based in Calgary,Alberta,with operations in 22 retail stores across Western Canada.In 2014,it launched its web store.It believes that everyone deserves to feel good in a swimsuit.Swimco provides a unique "fit expert" customer service that permits the store to support a customer value-pricing strategy.To achieve this strategy,the product is a unique mix-and-match swimsuit design that gives customers the ability to create a swimsuit that fits perfectly.The company also provides a real-time "live chat" that is staffed with experienced fit consultants so customers always receive quality service.
Which of Porter's competitive business strategies is Swimco applying?
A) low-cost provider
B) broad differentiation
C) market niche with lower cost
D) market niche with differentiation
Answer: B
Q2) Google established a human analytics function to study its human capital.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Environmental Influences on HRM
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81 Flashcards
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Sample Questions
Q1) What is the most influential effect of technology on organizations and HRM?
A) enhanced automated services and access to information
B) increased use of contract employment
C) increased concerns about ethical practices
D) increased issues related to diversity management
Answer: A
Q2) Economic climate may influence different industries and businesses in a different way and to a different extent.
A)True
B)False
Answer: True
Q3) Whether in Vancouver or New Delhi,managers are influenced by the culture in which they operate.
A)True
B)False
Answer: True
Q4) "Baby Boomers" are those who were born in between World War I and World War II.
A)True
B)False
Answer: False
Page 5
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Chapter 4: The HR Forecasting Process
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Sample Questions
Q1) What is the first step taken in an effective HR forecasting process?
A) determining internal and external supply of labour
B) identifying the gap between demand and supply
C) forecasting demand for labour
D) developing an action plan to address future needs
Q2) How can organizations reduce their HR costs?
A) use contingent workers whenever possible
B) pay overtime only when necessary
C) ensure that there are more than enough employees
D) take a long-run planning approach to HR issues
Q3) Forecasting activity for HR planning can be subdivided into two categories: transaction-based and event-based.
A)True B)False
Q4) HR forecasting is referred to as the "heart" of the HR planning process. A)True B)False
Q5) Forecasting in terms of two to five years represents a short-run forecast. A)True
B)False
6
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Chapter 5: Determining HR Demand
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) Why are assumptions necessary when implementing the steps of the nominal group technique?
A) to minimize the chance that expert estimates will be misinterpreted
B) to make sure that the group is not dominated by one expert estimate
C) to eliminate the necessity for experts to defend their estimates
D) to ensure the validity and confidentiality of the expert estimates
Q2) Analyze Case Incident: "Canadian Engineering Shortages." Using the information you know about forecasting HR demand,what advice would you offer to Engineers Canada to address the replacement demand for engineers over the next decade
Q3) Which forecasting technique provides a long-run qualitative forecast where experts meet and give their assessments about the future?
A) Delphi technique
B) critical incident technique
C) repatriation technique
D) nominal group technique
Q4) Describe how HR Budgets and staffing tables are applied in HR demand forecasting.
Q5) What is envelope/scenario forecasting? Describe some of its features.
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Chapter 6: Ascertaining HR Supply
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Sample Questions
Q1) Transitional probabilities in the Markov model refer to the likelihood that an individual in a specific job will exhibit one of five movement behaviours.
A)True
B)False
Q2) HR planning revealed that planning that dealt with determining which internal candidates were best suited for promotion within an organization was a weakness.What is this weakness called?
A) job design
B) succession planning
C) HR supply planning
D) specification planning
Q3) The first type of document used in succession planning is referred to as a succession/replacement table.
A)True
B)False
Q4) A renewal model can also be referred to as a probabilistic or stochastic model.
A)True
B)False
Q5) What is succession planning,and what are three of its benefits to organizations?
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Chapter 7: Succession Management
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80 Verified Questions
80 Flashcards
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Sample Questions
Q1) A common use of job rotation is to take a functional generalist,such as an accountant,and rotate this individual through specialist areas,such as HR and production,in preparation for management.
A)True
B)False
Q2) In a succession/replacement chart,potential successors can be coded to indicate their availability.If an employee is coded "RD," what does this represent?
A) retention desired
B) ready with development
C) return to division
D) requires downsizing
Q3) Why must high-potential employees be given a reason to stay within an organization?
A) because they have fragile egos and need positive affirmation
B) because jobs are scarce and they need to hang onto them
C) because career planning effectively eliminates job searches
D) because competition for leadership talent is so intense
Q4) Describe how replacement planning has evolved into succession management.
Q5) What is the difference between succession management and replacement planning?
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Chapter 8: Information Technology for HR Planning
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Sample Questions
Q1) One example of time and attendance software that tracks days,hours,overtime,and vacation balances is offered by SIPC.
A)True
B)False
Q2) If a company is conducting a needs analysis to assist its IT selection for HRM,it will respond to numerous questions.According to the textbook,which question is most likely to be posed by the company?
A) Is the HR department spending enough time on manual processing?
B) Are there too many data security risks involved with IT processing?
C) Are we managing our human capital as a current asset?
D) Are we maintaining too much redundant information?
Q3) After an organization issues a request for proposal,what would be the next step it would want to take when selecting its technology solutions for human resource planning?
A) consider the information requests HR responds to
B) review literature and demo disks
C) evaluate vendors and products
D) ensure data security
Q4) What are the most common IT implementation pitfalls?
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Chapter 9: Change Management New
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Sample Questions
Q1) Force-field analysis is an approach to understanding and changing individual or group perceptions and behaviours by seeking to understand the interdependent forces that act on individuals or groups and that motivate them toward certain courses of action and restrain them from others.
A)True
B)False
Q2) Many change models recognize that the change process comprises several critical periods of change.What is the first period?
A) diagnosing what is needed for organizational change
B) planning and preparing for the change
C) identifying the need for change and ensuring buy-in from all stakeholders
D) continuously managing and sustaining the change
Q3) Once the organization's need for change has been identified and has the buy-in from all stakeholders,what is the next step in the change process?
A) reviewing the need for change
B) diagnosing what needs to change
C) planning and preparing for change
D) implementing and sustaining the change
Q4) Describe John Kotter's eight-step model of change.
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Chapter 10: Downsizing and Restructuring
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Sample Questions
Q1) Which of the following programs is NOT typically associated with high-involvement human resource management?
A) self-managed work teams
B) continuous improvement
C) incentive compensation
D) selective training
Q2) Asking employees to take voluntary sabbaticals is one medium-term solution to avoid downsizing.
A)True
B)False
Q3) When rationalizing decisions about downsizing,many managers will rely on economic,accounting,and revenue-based rationales.
A)True
B)False
Q4) Research evidence indicates that downsizing creates job insecurity and low job satisfaction,which are related to greater safety compliance because employees do not wish to be hurt on the job.
A)True
B)False
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Chapter 11: Strategic International HRM
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Sample Questions
Q1) Which of the following is a key challenge influencing HR practices within an international context?
A) domestic strategy
B) cultural assimilation in the new country
C) security
D) family and divorce issues for expatriates
Q2) There is a global trend of union density decrease.
A)True
B)False
Q3) Trainability refers to an individual's ability to acquire certain skills to a desired level of performance.
A)True
B)False
Q4) A key disadvantage of home-based compensation policies is that international staff may be paid different salaries than expatriate staff performing the same function.
A)True
B)False
Q5) What is repatriation? What are some of the issues facing repatriates?
Q6) Identify and briefly explain the three different approaches to SIHRM.
Page 13
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Chapter 12: Mergers and Acquisitions
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Sample Questions
Q1) Pension plans are often the root cause of failed merger deals.
A)True
B)False
Q2) How many person-hours did the executives of HP and Compaq spend in planning for the merger integration?
A) more than fifty thousand but less than one hundred thousand
B) more than one hundred thousand but less than five hundred thousand
C) more than a half million but less than one million
D) more than one million
Q3) Loblaws purchased Shoppers Drug Mart.What is this an example of?
A) Consolidation
B) horizontal merger
C) consolidation
D) acquisition
Q4) If a book publishing company decides to merge with a pulp and paper mill for its paper needs,what type of merger would result?
A) horizontal
B) vertical
C) conglomerate
D) takeover
Page 14
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Chapter 13: Outsourcing
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Sample Questions
Q1) What are two primary reasons why organizations outsource?
A) strategic and transactional focus
B) access to specialized expertise and advanced technology
C) access to specialized expertise and ability to service remote locations
D) organizational politics and restructuring
Q2) Nike focuses on its competencies in product design and outsources other competencies.What is this competency product design called?
A) non-core competencies
B) worker competencies
C) core competencies
D) transactional competencies
Q3) When selecting an outsourcing company,reference checks should be done to verify the quality of its previous work.
A)True
B)False
Q4) In the U.K. ,most HR managers cited in an outsourcing survey were dissatisfied with the frequency and quality of the communication from the supplier.
A)True
B)False
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Chapter 14: Hr Assessment and Analytics
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Sample Questions
Q1) An audit is a measurement method that assesses progress against plan.
A)True
B)False
Q2) Which of the following is NOT part of the 5C model of HRM impact?
A) contribution
B) cost control
C) compliance
D) commitment
Q3) The 5C model of HRM impact includes five areas for evaluating HRM: compliance,client satisfaction,culture management,cost control,and commitment.
A)True
B)False
Q4) What methods are typically used to measure client satisfaction?
A) informal feedback and surveys
B) Delphi technique and focus groups
C) questionnaires and nominal group technique
D) critical incident method and breakout groups
Q5) With respect to the HR scorecard,deliverables should be linked to strategy.
A)True
B)False
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