> > Human Resource Management MCQs > Reward Strategies and Systems MCQs

Reward Strategies and Systems MCQ

Critiques of New Pay argue:

That it shifts risk away from the organisation and onto the employee

That it shifts risk away from the employee and onto the shareholder

That it shifts blame for poor performance onto managers

That it fails to recognise individual ability

Answer

Correct Answer: That it shifts risk away from the organisation and onto the employee

Note: This Question is unanswered, help us to find answer for this one

Performance-related pay:

Seeks to value the contribution a person makes to the organisation

Seeks to value the person rather than the job

Ensures that all employees are effectively motivated

Is based on the profitability of the company

Answer

Correct Answer: Seeks to value the contribution a person makes to the organisation

Note: This Question is unanswered, help us to find answer for this one

Analytical systems of job evaluation typically:

Review jobs as a whole rather than their component parts

Are looked upon favourably in equal value tribunal cases

Rank orders jobs from the most complex to the least complex

Are cheap and easy to apply

Answer

Correct Answer: Are looked upon favourably in equal value tribunal cases

Note: This Question is unanswered, help us to find answer for this one

Job evaluation is a process which:

Determines the content of jobs

Identifies the tasks an individual undertakes

Establishes the value of jobs to the organisation

Allocates money to particular tasks and roles

Answer

Correct Answer: Establishes the value of jobs to the organisation

Note: This Question is unanswered, help us to find answer for this one

Base or Basic Pay is:

Dependent upon individual performance at work

The basis for the social exchange within an organisation

The irreducible minimum that an employee can expect for fulfilling their duties at work

A fair assessment of an employee’s contribution to the workplace

Answer

Correct Answer: The irreducible minimum that an employee can expect for fulfilling their duties at work

Note: This Question is unanswered, help us to find answer for this one

An organisation’s reward strategy:

Defines the pay structures

Reflects organisational priorities

Seeks to ensure a stable workforce

Is based on achieving a fair day’s work for a fair day’s pay

Answer

Correct Answer: Reflects organisational priorities

Note: This Question is unanswered, help us to find answer for this one

A good work–life balance is usually considered to be an example of:

Intrinsic reward

Extrinsic reward

Performance-related reward

Compensation

Answer

Correct Answer: Intrinsic reward

Note: This Question is unanswered, help us to find answer for this one

The Employee Value Proposition is:

The amount people are paid by their organisation

The collection of what an organisation offers in exchange for employment

The amount an employee manages to negotiate for themselves on joining an organisation

The total pay and bonuses available to an employee

Answer

Correct Answer: The collection of what an organisation offers in exchange for employment

Note: This Question is unanswered, help us to find answer for this one

Fairness in reward:

Means all employees are paid the same

Means all employees are paid according to their performance

Is determined by government, which sets pay levels for business

Is socially constructed and therefore cannot be universally agreed upon

Answer

Correct Answer: Is socially constructed and therefore cannot be universally agreed upon

Note: This Question is unanswered, help us to find answer for this one

The purpose of reward is:

To attract individuals to the organisation

To retain individuals within the organisation

To motivate people to work

All of the above

Answer

Correct Answer: All of the above

Note: This Question is unanswered, help us to find answer for this one