Developing a Pay Structure in Human resource management MCQ
Developing a Pay Structure in Human resource management MCQ
1. Which process used to determine the relative worth of jobs within an organization ?
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Correct Answer:
Job evaluation
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2. The extent to which the pay for a particular job is competitive and fair relative to the pay of the same or similar jobs at other organizations is known as
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Correct Answer:
External equity
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3. ______is a term that refers to those employees who do not fall under the purview of the minimum wage and overtime provisions
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Correct Answer:
Exempt
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4. The extent to which employees are permitted to discuss pay with each other is called ______.
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Correct Answer:
Pay transparency
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5. ______ reflects how much employees are actually paid for a given job in relation to the espoused pay structure and policies.
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Correct Answer:
The compa-ratio
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6. Which of these did the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 require?
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Correct Answer:
That all publicly listed companies report their pay dispersion rates
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7. In a(n) ______ pay structure, individuals who possess a particular competency or skill receive additional pay.
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Correct Answer:
Person-based
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8. Which of these regulates overtime pay, minimum wage, hours worked, and record keeping?
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Correct Answer:
The Fair Labor Standards Act
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9. Which of these is an important consideration when building an effective pay structure?
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Correct Answer:
Complying with legal guidelines
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10. What allows an organization to establish how competitive its pay is compared to competitors or other organizations in the industry?
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Correct Answer:
Matching descriptions of benchmark jobs
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11. What is a “lag-the-market strategy?”
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When employees are paid less than the average competitor
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12. To implement an effective ______, employees must be paid equitably with respect to other employees in the organization and with respect to employees at other organizations performing similar work.
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Correct Answer:
Pay structure
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13. When must managers ensure that employees have accurate information about their rewards and contributions in comparison to the rewards and contributions of others?
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Correct Answer:
When managing perceptions of inequity
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14. An individual who prefers conditions in which rewards are proportional to contributions is known as ______.
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Correct Answer:
Equity sensitive
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15. Mila’s employer, a retail jewelry store, recently moved from a commissioned to a noncommissioned pay structure. Now all front-end sales people are paid the same regardless of how much they sell. This scenario illustrates ______.
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Correct Answer:
Equality
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16. ______ includes wages and salaries, as well as benefits such as health care and paid time off.
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Correct Answer:
Total compensation
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17. To provide a competitive advantage, ______ must emphasize the attraction, motivation, and retention of individuals who can develop, sell, or provide the organization’s products or services.
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A reward system
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18. Research suggests there is only a small correlation between pay and ______.
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Job satisfaction
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19. Which of the following refers to the continual process of setting career-related goals and planning a path to achieve those goals?
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Career management
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20. What is the primary challenge of training evaluation?
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Correct Answer:
Finding practical ways to measure training effectiveness
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21. Which of these models classifies training outcomes into four categories: reactions, learning, behavior, and results?
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Correct Answer:
Kirkpatrick’s model
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22. Which type of training attempts to impact unconscious attitudes, beliefs, and behaviors?
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Correct Answer:
Diversity
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23. Research on training suggests it is best to ______.
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Choose multiple methods of training
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24. Which training method allows an employer to reach out to many learners at once?
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Correct Answer:
Lecturing
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25. Which training method allows trainees to reflect on the material, build self-efficacy, and practice on the job?
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Correct Answer:
Spaced learning
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26. Which concept refers to an outline or framework that helps the learner to organize the training material in order to better retain it?
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Correct Answer:
Schema
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27. Which of these represents a process through which an employee uses newly learned KSAOs to improve on-the-job performance?
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Correct Answer:
Training transfer
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28. Which theory of motivation predicts greater motivation to perform the task if people see that their efforts lead to greater performance and believe that performance will lead to a significant outcome?
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Correct Answer:
Expectancy theory
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29. A high level of ______ is reflected when a person believes that he or she is able to master the content of the training course and capable of transferring learned skills back to the job.
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Correct Answer:
Self-efficacy
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30. What strategy can help to customize training to individual employee needs?
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Correct Answer:
Case studies
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31. Who is key to communicating and supporting a positive culture in an organization?
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Correct Answer:
Supervisors and managers
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32. Which concept is used to determine the gap between the job requirements and what KSAOs the trainees currently possess, and then develop the training program based upon this gap?
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Correct Answer:
Training needs assessment
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33. Which assessment is a systematic evaluation of the organization, the jobs, and the employees to determine where training is most needed and what type of training is needed?
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Correct Answer:
Training needs assessment
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34. Total compensation is a Package of compensation and _______ that employees receive
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Correct Answer:
Benefits
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35. Reward system used by an organization to determine the amount and types of returns individuals
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Correct Answer:
True
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36. Relational returns nonmonetary incentives and rewards, such as _______ and developmental opportunities
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new learning
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37. Which method approach “subject matter experts evaluate the job descriptions and specifications for a selection of jobs”
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Ranking method
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38. Product market is the final sale of products and services in the marketplace
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True
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39. Procedural justice is used to determine how an ______ or resource is determined and distributed.
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Outcome
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40. A common job evaluation approach in which a team of subject matter experts systematically identifies, scales, and develops weights for compensable factors is known as ______ .
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Correct Answer:
Point-factor method
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41. Person-based pay structures is a pay structure that emphasizes individuals’ unique competencies or skills
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Correct Answer:
True
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42. Pay transparency is the extent to which an organization communicates _______ and the extent to which employees are permitted to discuss pay with each other
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Correct Answer:
pay information
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43. Pay structure is the way in which an organization applies pay rates to different jobs, skills, or competencies.
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Correct Answer:
True
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44. The extent to which an organization has policies and practices aimed at suppressing pay information is known as______ .
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Correct Answer:
Pay secrecy
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45. Pay policy line representing how an organization translates information about its internal job structure and external pay rates.
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Correct Answer:
True
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46. A more severe form of pay compression that occurs when a newer, less-experienced employee in a given job earns this statement is related to
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Correct Answer:
Pay inversion
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47. A group of jobs with similar job evaluation point values that are then assigned common pay midpoint, minimum, and maximum values is known as _____ .
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Correct Answer:
Pay grade
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48. A ________ Occurs when recently hired employees with less experience earn nearly as much or the same as more experienced
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Correct Answer:
Pay compression
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49. Organizational justice theory is a theory that focuses on perceptions of fairness in the workplace
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Correct Answer:
True
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50. A term that refers to those employees who are directly affected by minimum wage and overtime provisions is known as ______ .
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Correct Answer:
Nonexempt
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51. Stipulates that employees protected under the act have a right to discuss pay as part of activities related to collective bargaining and protection, thereby providing an avenue through which employees may uncover pay discrimination
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Correct Answer:
National Labor Relations Act
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52. The process of collecting pay data for benchmark jobs from other organizations is known as _____
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Correct Answer:
Market review
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53. Market pricing is When an organization bases its pay levels and pay structure directly on its ________ pay levels and pay structures.
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Correct Answer:
competitors
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54. Market pay line is the relationship between the _______ structure of the organization for benchmark jobs and the external pay practices of other organizations
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Correct Answer:
Internal job
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55. Labor market is the availability of talent outside of an organization, which can be viewed through the lens of talent supply and demand
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Correct Answer:
True
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56. The ranking of jobs within an organization based on their respective worth is known as
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Correct Answer:
Job structure
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57. Internal revenue code Stipulates income and payroll tax regulations
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Correct Answer:
True
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58. The fairness of pay rates across jobs within an organization is known as______.
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Correct Answer:
Interactional justice
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59. Individual equity is the fairness of how pay is administered and distributed to ______ working similar jobs within the same organization .
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Correct Answer:
individual employees
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60. Fair Labor Standards Act Enacted in _____-?
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Correct Answer:
1938
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61. Executive Order that carry the force of law
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True
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62. Which theory provides a way of understanding how an individual’s sense of fairness is influenced by others with whom they compare themselves is known as ______ .
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Correct Answer:
Equity theory
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63. Distributive justice include rewards, punishments, or other organizational consequences.
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True
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64. The process by which the hierarchy in an organizational structure is reduced is known as
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Delayering
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65. Compensation Includes base pay and variable pay and is sometimes referred to as direct pay
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Correct Answer:
True
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66. The common dimensions by which jobs vary in terms of worth is known as
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Compensable factors
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67. Compa-ratio used to assess whether systematic compression or inversion are occurring
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Correct Answer:
True
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68. The classification method in which upper and lower limits of interval is also in class interval itself is called
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inclusive method
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69. Broadbanding is the process of collapsing multiple pay grades into one large grade with a single ________.
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Correct Answer:
minimum and maximum
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70. Employee rewards, which are a type of indirect pay, that include health, life, and disability insurance; retirement programs; and work–life balance programs are known as ______ .
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Correct Answer:
Aging
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71. A process whereby previously collected market pay data are adjusted and updated based on market changes is known as
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Correct Answer:
Aging
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