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Human Resource
Q:
a) Summary Plan Descriptionb) Defined contribution planc) Health Maintenance Organizationd) Flexible benefitse) Workers' compensationf) Domestic partner benefitsg) Legally required benefitsh) Unemployment compensationi) Social Securityj) PPOk) Employee benefitsl) ERISAm) Consumer driven health plan (CDHP)n) Flexible spending accountso) Defined benefit planAllows employees to set aside money before payroll taxes to pay health-care or dependent care.
Q:
a) Summary Plan Descriptionb) Defined contribution planc) Health Maintenance Organizationd) Flexible benefitse) Workers' compensationf) Domestic partner benefitsg) Legally required benefitsh) Unemployment compensationi) Social Securityj) PPOk) Employee benefitsl) ERISAm) Consumer driven health plan (CDHP)n) Flexible spending accountso) Defined benefit planRetirement, disability, and survivor benefits, paid by the government to aged, former members of the labor force, the disabled, or their survivors.
Q:
a) Summary Plan Descriptionb) Defined contribution planc) Health Maintenance Organizationd) Flexible benefitse) Workers' compensationf) Domestic partner benefitsg) Legally required benefitsh) Unemployment compensationi) Social Securityj) PPOk) Employee benefitsl) ERISAm) Consumer driven health plan (CDHP)n) Flexible spending accountso) Defined benefit planA retirement plan pays retiring employees a fixed retirement income based on average earnings over a period of time.
Q:
Life insurance is one of the least common, but most popular voluntary benefits an employer can offer.
Q:
A recent survey found that as many as 70 percent of American workers didn"t take all of their vacation time.
Q:
With a flexible spending account, an employee will take home less spendable pay.
Q:
Flexible benefit plans, although more expensive to the organization, provide more choice to the workforce.
Q:
Employees in Japan have 10 paid vacation mandated days.
Q:
U.S. workers have, on average, 10 days of vacation per year.
Q:
A retirement program that pays retiring employees a fixed retirement income based on average earning over a period of time is a defined contribution plan.
Q:
When the Pension Benefit Guaranty Corporation takes over an underfunded pension plan, if there aren"t enough assets in the pension plan to pay the retirement obligations, then taxpayers will make up the difference.
Q:
A preferred provider organization provides for continued employee benefits up to three years after an employee leaves a job.
Q:
Employee insurance that provides some income continuation in the event an employee is laid off is called worker's compensation.
Q:
To be eligible for Social Security, employees must be employed for a minimum of 80 quarters or 20 years of work.
Q:
Unemployment compensation and workers' compensation are examples of voluntary benefits.
Q:
Health insurance and retirement plans are examples of voluntary benefits.
Q:
Fortunately, the cost of employee benefits to organizations has remained stable over the last thirty years.
Q:
International compensation packages typically include four factors, base bay, differentials, incentives and assistance programs. This approach is referred to as
a) broadband.
b) golden parachute.
c) balance sheet.
d) expatriate.
e) classification.
Q:
Which of the following is NOT a factor that is taken into account in the balance sheet approach to international compensation?
a) Base pay
b) Differentials
c) Golden parachute
d) Incentives
e) Assistance programs
Q:
Which method breaks down jobs based on identifiable criteria and the degree to which these criteria exist on the job?
a) Ordering method
b) Broad-banding method
c) Classification method
d) Point method
e) Group incentive method
Q:
As the HR manager of Company XYZ., Victoria is currently working on the reward system. She wants to be able to pay and reward employees based on their skills, knowledge, and behaviors. What pay system should Victoria use?
a) Scanlon plan
b) IMPROSHARE
c) Profit sharing
d) Competency-based plan
e) Point method
Q:
Andres is the general manager of a plant that manufactures tires. He wants to introduce a plant-wide incentive program focusing on cooperation between management and employees through sharing problems, goals, and ideas. What incentive system should Andres use?
a) Scanlon plan
b) Competency-based plan
c) Merit pay
d) Stock options
e) Piecework plan
Q:
Team-based compensation plans are effective in all of these situations EXCEPT
a) teams share a clear purpose and goals.
b) team members communicate effectively with each other.
c) team members compete with each other.
d) resources are plentiful.
e) rewards must be significant and worthwhile.
Q:
Al's company just instituted a new compensation program for managers. Pay is based on competencies such as leadership, problem solving and strategic planning. Pay levels are preset and reflect the degree of competency. What kind of compensation system was used?
a) Broad-banding
b) Scanlon Plan
c) Piece rate
d) Ordering
e) IMPROSHARE
Q:
Rayshard works for an automobile salvage firm. Last year he started going to monthly meetings with managers and coworkers to evaluate labor-saving ideas. One idea, raising the crane level by 8 feet to clear the building, saved them $2 million. Each of the employees received a $200 bonus for the implementation of that idea. What kind of compensation system is used?
a) Piecework
b) Time-saving bonus
c) Merit pay
d) Scanlon Plan
e) Group incentive
Q:
Which of the following is the most widely used individual incentive plan?
a) Piecework plan
b) Scanlon plan
c) Merit pay
d) Competency-based plan
e) Bonus plan
Q:
Mignon is worrying about the request to institute an incentive pay plan in her organization. All of these concerns are well-founded EXCEPT
a) individual incentives may encourage workers to sacrifice quality for quantity.
b) individual incentives may make coworkers enemies.
c) group incentives may reduce cooperation on shared tasks.
d) it's often hard for individuals to see their contribution to an organization-wide incentive, the dilution effect.
e) individual incentives may reduce workplace communication and interaction.
Q:
Shameka is the new compensation manager of a large manufacturing company. She is currently redesigning the pay structure. She wants to be able to break down jobs based on identifiable factors and the degree to which these criteria exist on the different jobs in her company. What job evaluation method should Shameka use?
a) Classification method
b) Point method
c) Ordering method
d) Ranking method
e) Broad-banding method
Q:
Zahur, a compensation analyst, is explaining the new wage structure to a group of managers. Grade 3 ranges from 201 to 300 points and $6.25 to $7.00. Grade 5 ranges from 401 to 500 points and $7.50 to $8.75. Which of the following statements would be true of Grade 4?
a) 350 points is outside the range of Grade 4.
b) The dollar spread for Grade 4 is less than $.75.
c) The dollar spread for Grade 4 is greater than $1.25.
d) The bottom of Grade 4 is lower than $6.50.
e) The top of Grade 4 is greater than $7.50.
Q:
Edrian works for a bank that recently acquired his consulting shop. He has a "green-circled" job for the wage curve. His manager is likely to tell him:
a) you won"t get a raise until you get a promotion.
b) you won"t get a promotion for at least 3 years.
c) you will get a salary adjustment increase in your next paycheck.
d) you need to assess your skills and interests and find another job.
e) you are targeted for a 10% pay decrease.
Q:
Dana, a compensation specialist for a large hospital in Phoenix is reviewing pay rates for nurses and nursing technicians in other health care organizations in the Phoenix area. She is also making sure her organization is giving as much vacation and shift differentials as her competition. What is she studying?
a) Wage structure
b) Compensation survey
c) Overtime pay review
d) Wage and hour law
e) Classification
Q:
Heather is the human resources administrator for a small electronics firm that currently has 27 employees. Until now, workers were paid whatever the CEO felt they were worth. Heather wants to start a job evaluation process. She wants to use the point method for all of these reasons except
a) it offers the greatest stability over time.
b) it can effectively address the comparable worth issue.
c) the methodology contributes to a minimum of rating error.
d) it is quick and inexpensive to develop.
e) it is the most widely used method.
Q:
Hassan, a compensation analyst for a large firm, is completing a job evaluation for "Administrative Assistant." He reads a chart that identifies "high school diploma" as the 2nd degree in the "Education" skill factor, and adds 44 into his calculation. He identifies "Making sure that work area does not present a hazard to others" as the 1st degree in the "Safety of others" responsibility factor, and adds 5 into his calculator. What job evaluation method was used?
a) Ordering
b) Classification
c) Basic factors
d) Point method
e) Core specification
Q:
Lisa, a compensation analyst for a large government agency, is completing a job evaluation for her organization. She is reviewing the grades that have been established by skills, knowledge and abilities because several managers have complained that the jobs no longer "fit" into the defined grades. What job evaluation method is Lisa using?
a) Ordering
b) Classification
c) Basic factors
d) Point method
e) Prioritization
Q:
Chris, a store manager for a sporting goods organization, is on the compensation committee. Today, they are evaluating jobs. Chris and Kenny, one of the owners, are comparing jobs to each other, one at a time. By the end of the day, they will have compared all jobs to every other job and come up with a ranking. What method was used?
a) Ordering
b) Classification
c) Basic factors
d) Point method
e) Prioritization
Q:
Which of these pieces of legislation requires that initial job offers for jobs with the same attributes be equal, regardless of gender?
a) Comparable Action and Worth Standard
b) Americans with Disabilities Act
c) Fair Labor Standards Act
d) Equal Pay Act of 1963
e) Civil Rights Act
Q:
Which of the following is NOT covered by the provisions of the FLSA?
a) Minimum wage
b) Overtime pay
c) Child labor
d) Retirement plans
e) Record keeping
Q:
Which of the following is a nonexempt employee under the FLSA?
a) A lawyer in a large corporation
b) A general manager in a manufacturing company
c) A health aide in a hospital
d) A middle level executive in a bank
e) An accountant in a pharmaceutical company
Q:
Which of the following is the most likely to be an exempt employee under the FLSA?
a) A clerk in a large retail store
b) A typist
c) A factory worker
d) A middle manager in a large company
e) A bank teller
Q:
Which method evaluates jobs based on predetermined job grades?
a) Ordering method
b) Broad-banding method
c) Classification method
d) Point method
e) Group incentive method
Q:
What is the federal minimum wage under the Fair Labor Standard Act that began in July 2009?
a) $5.85
b) $6.55
c) $7.25
d) $8.15
e) $9.10
Q:
Which act was passed in 1938 to establish laws outlining wage, overtime pay, and maximum hour requirement for most U.S. workers?
a) Equal Pay Act
b) Fair Labor Standards Act
c) Walsh-Healy Act
d) Civil Rights Act
e) Living Wage Act
Q:
Moshe, a 10th grade dropout, has held the job of janitor for an inner city grade school for 17 years. Each year, he is only eligible to receive the cost of living allowance raise because of his educational level. Will his raise criteria change after he has worked there for 20 years and received a long time service medal?
a) No. Cost of living and service medals are both intrinsic.
b) Yes. The service medal award is extrinsic. Cost of living is intrinsic.
c) No. Cost of living is membership based. Education level is performance-based.
d) Yes. Cost of living is membership based. Educational level is performance-based.
e) No. Cost of living and educational level are both performance-based.
Q:
Keon, vice-president of human resources for a large manufacturing firm, wants to keep the reward system membership-based instead of moving to performance-based pay. Traditionally, most increases have been based on seniority. Why does he want to keep the membership-based system?
a) Membership-based pay increases commitment and loyalty.
b) All pay increases are membership-based due to work process reengineering.
c) The criteria area easier to measure with the membership-based system.
d) Performance based pay does not increase status awareness.
e) Under the ADA, all seniority raises are membership-based.
Q:
Which of the following is an explicit membership-based financial reward?
a) Commission
b) Performance bonuses
c) Incentive plans
d) Pay for time not worked
e) Profit sharing
Q:
Membership-based rewards include all of the following EXCEPT
a) cost-of-living increases.
b) pay for time not worked.
c) seniority benefits.
d) labor market adjustments.
e) piecework.
Q:
Which of the following is NOT an implied membership-based financial reward?
a) Cost-of-living increases
b) Labor market adjustment
c) Time-in-rank increases
d) Business cards
e) Profit sharing
Q:
Which of the following is NOT a performance-based financial reward?
a) Piecework
b) Labor market adjustment
c) Commission
d) Performance bonuses
e) Merit pay plans
Q:
Organizational reward systems are typically dichotomized as
a) financial versus extrinsic.
b) performance-driven versus performance-based.
c) hourly versus salaried.
d) intrinsic versus extrinsic.
e) membership-based versus extrinsic.
Q:
Which of the following is an extrinsic source of employee motivation?
a) Increased responsibility
b) Impressive job title
c) Participation in decision-making
d) Opportunities for job growth
e) More interesting work
Q:
Which of the following is NOT an intrinsic source of employee motivation?
a) Increased responsibility
b) Pay raise
c) Increased employee autonomy
d) Tasks organized to allow individuals to complete activities
e) Performance feedback
Q:
________ are motivation systems based on individual work performance.
Q:
In the United States, the threshold _________ for a family of two is $15,000 per year.
Q:
_________ for expatriates may include shipping household goods, legal clearance and shipment for pets, education allowances for children, and bodyguards.
Q:
_________ are used to gather factual data on pay practices among firms within specific communities.
Q:
The __________ consists of breaking down jobs based on identifiable criteria and the degree to which these criteria exist on the job.
Q:
________ receive(s) certain protections under the FLSA.
Q:
The three basic methods of job evaluation currently in use are order, classification, and _________ methods.
Q:
__________ would likely include employees in professional and managerial jobs.
Q:
_________ consists of enhancing jobs by giving employees more opportunity to plan and control their work.
Q:
Pride in one's work and a sense of accomplishment are examples of ________ rewards.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptA pay scale showing ranges of pay within each grade.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptRanking job worth from highest to lowest.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptWage adjustment linked to cost of living to maintain standards of living for an expatriate employee.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptPay based on how well the team performed.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptA motivation system that rewards all facility members based on how well the entire group performed.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptEvaluating jobs based on pre-determined job grades.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptPassed in 1963, this act mandates that organizations compensate men and women doing the same job in the organization with the same rate of pay.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptA professional employee whose job category is not required to meet FLSA standards, especially in the area of overtime pay.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptAn increase in one's pay, based on performance, that is usually given on an annual basis
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptPassed in 1938, this act established laws outlining minimum wage, overtime pay, and maximum hour requirement for most U.S. workers.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptRewards exemplified by the use of commissions, piecework pay plans, incentive systems, group bonuses, or other forms of merit pay.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptUsed to gather factual data on pay practices among firms and companies within specific communities.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptThe process of managing a company's compensation program.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptRewards one gets from the employer, usually money, a promotion, or benefits.
Q:
a) Team-based compensationb) Extrinsic rewardsc) Compensation administrationd) Ordering methode) Fair Labor Standards Actf) Performance-based rewardsg) Wage structureh) Differentiali) Organization-wide incentivej) Classification methodk) Equal Pay Actl) Merit paym) Golden parachuten) Compensation surveyso) ExemptA financial protection plan for executives in case they are severed from the organization.
Q:
Probably one of the most complex functions of international human resource management is the design and implementation of an equitable compensation program.
Q:
It is well known that executives in the public sector are paid more than those in the private sector.
Q:
A downside to merit pay is that employees expect pay increases regardless of how well the company performs.
Q:
Organization-wide incentives aim to direct the efforts of all employees toward achieving overall organizational effectiveness.