Compensation Management
Exam Answer Key
Course Introduction
Compensation Management explores the strategies, structures, and processes involved in designing and administering employee compensation systems. This course examines the roles of base pay, incentives, and benefits, focusing on how organizations attract, motivate, and retain talent through effective reward programs. Students will analyze legal, ethical, and economic factors influencing compensation decisions, explore various job evaluation and market pricing techniques, and gain practical skills in developing compensation packages that align with organizational objectives and employee expectations.
Recommended Textbook
Management of Human Resources The Essentials 4th Canadian Edition by Gary Dessler
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13 Chapters
1119 Verified Questions
1119 Flashcards
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Chapter 1: The Strategic Role of Human Resources Management
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59 Verified Questions
59 Flashcards
Source URL: https://quizplus.com/quiz/21038
Sample Questions
Q1) The ratio of an organization's outputs, such as goods, to its inputs, such as capital, is which of the following?
A) outsourcing
B) workforce diversity
C) the labour market
D) productivity
E) an internal environmental influence
Answer: D
Q2) Management can lose its authority and power by empowering its employees.
A)True
B)False
Answer: False
Q3) HR professionals are increasingly expected by their employers to be change agents who lead the organization and its employees through change
A)True
B)False
Answer: True
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Page 3
Chapter 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) Guidelines for implementing a harassment policy should include
A) ensuring that a copy of the charge is placed in the file of the alleged harasser.
B) information for victims (for example, identifying and defining harassment).
C) requiring each employee to sign a document indicating that he or she has received harassment training.
D) developing a policy that prohibits harassment on all grounds listed in the Canadian Human Rights Act.
E) all of the above.
Answer: B
Q2) Define and give an example of 1) intentional discrimination and 2) unintentional discrimination-also known as constructive or systematic discrimination.
Answer: Intentional discrimination-deliberately refusing to hire/train/promote someone on the basis of one of the protected grounds.
Unintentional discrimination-policies or practices that have an adverse impact on specific groups of people for reasons that are not job related
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4
Chapter 3: Designing and Analyzing Jobs
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72 Verified Questions
72 Flashcards
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Sample Questions
Q1) Jobs have become more cognitively complex, more team based, and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather than specific duties and skills.
A)True
B)False
Answer: True
Q2) Which of the following is true of work simplification?
A) It increases autonomy.
B) It often leads to lower job satisfaction.
C) Among educated workers it often leads to lower job satisfaction.
D) It enhances skill variety.
E) Among educated workers it often leads to lower job satisfaction and a demand for premium pay.
Answer: E
Q3) Job analysis is defined as the process of listing duties, responsibilities, reporting relationships, and working conditions of a job.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Human Resources Planning and Recruitment
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158 Verified Questions
158 Flashcards
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Sample Questions
Q1) You are a recruiter for a public relations agency and must fill the position of director of business development.The disadvantages of filling the position with inside candidates includes all of the following except the difficulty for a newly chosen leader to gain acceptance. inbreeding. less orientation is required. that it is a waste of time if all internal candidates must be interviewed. they will have less innovative approaches to decision-making.
Q2) A disadvantage of using social networking sites as a recruitment method is the cost involved.
A)True
B)False
Q3) Regression analysis determines the line of best fit. A)True B)False
Q4) Briefly identify and describe how management can forecast how many candidates may be available from within the organization for any openings resulting from a demand analysis.
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Chapter 5: Selection
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) A number of tests commonly used in selection can conveniently be classified according to whether they measure each of the following characteristics except
A) personal attractiveness and suitability.
B) motor and physical abilities.
C) memory.
D) monitoring one's own emotions.
E) general intellectual abilities.
Q2) The best strategy for creating appropriate expectations about the job is
A) providing a realistic job preview.
B) using realistic testing.
C) providing an in-depth interview.
D) giving each applicant a copy of the job description.
E) using simulations.
Q3) It is common for interviewers to turn interviews into a search for negative information.
A)True
B)False
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Chapter 6: Orientation and Training
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129 Verified Questions
129 Flashcards
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Sample Questions
Q1) In a task analysis record form, the task list defines the jobs
A) primary tasks.
B) secondary tasks.
C) main tasks and subtasks.
D) supplementary tasks.
E) supplemental tasks.
Q2) A person with a strong social orientation might be attracted to careers that entail interpersonal, rather than intellectual or physical, activities and to occupations such as social work. accountant. professor. research chemist. contemporary artist.
Q3) Training is essentially a learning process.
A)True
B)False
Q4) Identify and briefly describe five different training techniques.
Q5) Identify and briefly describe 5 career anchors.
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Chapter 7: Performance Management
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81 Verified Questions
81 Flashcards
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Sample Questions
Q1) Organizations that have implemented 360-degree appraisal would give the following advice to those considering it except
A) provide training for supervisors, raters and ratees.
B) be clear about who will have access to reports.
C) assure all raters that their comments will be kept anonymous.
D) use standard questionnaires.
E) plan to evaluate the system for fine tuning.
Q2) It would be a disadvantage for firms to combine several appraisal tools.
A)True
B)False
Q3) The following are all steps in developing a behaviourally anchored rating scale except
A) developing performance dimensions.
B) causing critical incidents to occur.
C) scaling the incidents.
D) generating critical incidents.
E) developing the final instrument.
Q4) Identify and briefly describe five different performance appraisal methods.
Q5) Identify and briefly describe five rating scale appraisal problems.
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Chapter 8: Strategic Pay Plans
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) Assigning pay rates to each pay grade (or to each job) is usually accomplished with a
A) rate range.
B) job evaluation.
C) wage grade.
D) wage curve.
E) performance appraisal.
Q2) The job evaluation method that rates each job relative to all other jobs, usually based on some overall factor like "job difficulty," is the
A) critical incidence method.
B) factor comparison method.
C) classification method.
D) point method plan.
E) ranking method.
Q3) A wage survey that pertains to members of associations might involve
A) Professional Engineers Ontario.
B) geographic surveys.
C) area surveys.
D) local surveys.
E) benefits surveys.
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Chapter 9: Employee Benefits and Services
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80 Verified Questions
80 Flashcards
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Sample Questions
Q1) A type of pension plan that specifies what contribution the employer will make to a retirement or savings fund set up for the employee is called a
A) government-sponsored plan.
B) defined contribution pension plan.
C) defined benefit pension plan.
D) retirement plan.
E) deferred profit-sharing plan.
Q2) Costs associated with mental health problems relate to A) younger workers.
B) short- and long-term disability.
C) short-term disability and increased drug usage.
D) long-term disability and increased drug usage.
E) increased drug usage.
Q3) Melanie has a defined contribution pension plan.She will know the actual benefits she will get ahead of time.
A)True
B)False
Q4) Identify and describe 5 different voluntary employer-sponsored benefits.
Q5) Briefly describe five government-sponsored employee benefits in Canada.
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Chapter 10: Occupational Health and Safety
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) The following are all traditional techniques used for dealing with worker alcoholism and substance abuse problems except
A) referral to an outside agency.
B) discharge.
C) outplacement counselling.
D) in-house counselling.
E) disciplining.
Q2) The art of fitting the workstation and work tools to the individual is known as A) retrofitting.
B) workplace accommodation.
C) ergonomics.
D) retooling.
E) due diligence.
Q3) Mechanical and physical conditions that cause accidents are referred to as A) safety risks.
B) hazards.
C) toxic substances.
D) perils.
E) unsafe conditions.
Q4) Briefly discuss the three basic causes of accidents in the workplace.
Page 12
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Chapter 11: Managing Employee Separations: Foundations
of Employee Engagement Communication and Turnover Management
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60 Verified Questions
60 Flashcards
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Sample Questions
Q1) Suggestion programs have several benefits.The net effect is
A) they let management continually monitor employees' concerns.
B) there is less likelihood that small problems will grow into big ones.
C) they make it clear that employees have several channels through which to communicate.
D) they make it clear that employees have several channels through which to get responses.
E) they let management continually monitor employees' feelings.
Q2) The "vendetta effect" is
A) improper documentation of wrongful dismissal claims.
B) an increase in wrongful dismissal claims as negative treatment becomes extreme.
C) wrongful dismissal claims coming from unionized employees.
D) wrongful dismissal claims coming from senior management.
E) frequent wrongful dismissal claims.
Q3) In times when there is a work shortage, what alternatives to layoff are available for employers to consider? In your answer, indicate why an employer might consider alternatives to layoff and identify and describe three alternatives.
Q4) Identify the three conditions that should be present when a layoff occurs.
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Chapter 12: Labour Relations
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84 Verified Questions
84 Flashcards
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Sample Questions
Q1) Which type of bargaining is characterized by three distinct components: the initial point, the target point, and the resistance point?
A) concessionary
B) productivity
C) mutual gains
D) integrative
E) distributive
Q2) Identify and briefly describe the five steps of the labour relations process.
Q3) The imposition of the final terms of a collective agreement occurs through the process known as
A) mediation-arbitration.
B) rights arbitration.
C) arbitration.
D) final offer selection.
E) interest arbitration.
Q4) Collective bargaining is the negotiations that take place between management and employees directly.
A)True
B)False
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Chapter 13: Managing Human Resources in a Global Business
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77 Verified Questions
77 Flashcards
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Sample Questions
Q1) The noncitizens of the countries in which they are working are referred to as
A) expatriates.
B) illegal aliens.
C) home-country nationals.
D) third-country nationals.
E) locals.
Q2) A four-level approach to special training for expatriate candidates includes training in all of the following except
A) attitudes and how they influence behaviour.
B) factual knowledge about the target country.
C) awareness of cultural differences.
D) family dynamics.
E) language, adjustment, and adaptation.
Q3) Recent research indicates that workforce mobility programs and how efficiently they are managed has a direct impact on company profits.
A)True
B)False
Q4) Discuss steps that can be taken to assist in the repatriation process.
Page 15
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