PHRi-CH04 - پردیس مدیریت تدبیر

۱. Employees appreciate their rewards when HR can show the compensation in _______________.

a). real-time
b). job grade
c). market value
d). pay survey

۲. The main part of total rewards is

a). compensation.
b). work life balance.
c). employee stock option.
d). employee assistant program.

۳. Development of a wage and salary system assumes that accurate ____________ are available.

a). job analysis
b). job description
c). job evaluation
d). pay survey

۴. Which of the following job evaluation methods would be MOST appropriate for an organization that has a large number of people with similar, defined jobs?

a). Paired comparison.
b). Factor comparison.
c). Job ranking.
d). Job classification.

۵.What is the FIRST step the vice president of HR should take to determine market rates?

a). Contact a local compensation consultant and arrange to have a salary survey conducted.
b). Review job descriptions to ensure that they reflect actual duties and responsibilities.
c). Review any salary surveys purchased in the past few years, age the salary information to make it current, and compare it to the organization's salary rates.
d). Network with other HR professionals in the same industry to understand what salary levels they are paying their key positions.

Which of the following philosophies would an entitlement-oriented organization embrace?

a). Lifelong employment.
b). Individual rewards.
c). Bringing in new talent.
d). Performance-driven pay.

What is the compa-ratio for an employee who earns $15 per hour where the salary range has a midpoint of $12 per hour?

a). 0.03
b). 0.80
c). 1.25
d). 1.35

A manager’s salary is above the maximum for the pay range. What type of pay rate is this?

a). Green-circle
b). Red-circle
c). Compa-ratios
d). Pay compression

A primary employer advantage of implementing a skill-based pay system is:

a). Increased compensation costs.
b). Increased employee productivity.
c). Reduction of training and development expenses.
d). Ease of administration.

Which compensation system guarantees an employee a base wage and then pays an additional amount for each unit produced?

a). Straight piece-rate system.
b). Differential piece-rate system.
c). Production bonus system.
d). Commission system.

Which common practice in a pay-for-performance system is most likely to hinder performance?

a). Small merit increase range amounts.
b). Open sharing with all employees of performance expectations.
c). A common date for merit increases.
d). Multiple measures of employee performance.

As part of conducting a benefit plan needs assessment, the HR professional has looked at the organization’s business strategy and compensation philosophy. What is the NEXT step that should be taken?

a). Look at market conditions to see what benefits competitors offer.
b). Determine which benefits should be included in the plan.
c). Conduct a utilization review to determine how benefits are used.
d). Determine employee needs with regard to benefits.

Which type of benefits plan recognizes individual differences in terms of characteristics such as age, family status and lifestyle?

a). Concierge.
b). Cafeteria.
c). Insured.
d). Funded.

Which of the following is NOT a part of a payroll audit?

a). Check for fictitious employees.
b). Calculation of compa-ratio.
c). Administration of wage garnishments.
d). Calculation of overtime.

Organizations display positive images to enhance:

a). corporate social responsibility.
b). employee value propositions.
c). employer branding.
d). human resource management.

Which of the following is NOT an outcome of employee engagement?

a). Employees are motivated by pay increases.
b). Employees have pride in their employer.
c). Employees stay longer with the organization.
d). Employees work extra to deliver excellent performance.

The first strategy for improving employee retention is to _____________.

a). transfer or redesign job
b). increase pay
c). improve job satisfaction
d). provide training

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