Developing a Pay Structure in Human resource management MCQs
Developing a Pay Structure in Human resource management MCQs
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1: A process whereby previously collected market pay data are adjusted and updated based on market changes is known as
A. Aging
B. Benefits
C. Broadbanding
D. All of these
2: 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 ______ .
A. Aging
B. Benefits
C. Broadbanding
D. All of these
3: Broadbanding is the process of collapsing multiple pay grades into one large grade with a single ________.
A. minimum and maximum
B. Only Minimum
C. Only Minimum
D. None of these
4: The classification method in which upper and lower limits of interval is also in class interval itself is called
A. exclusive method
B. inclusive method
C. midpoint method
D. ratio method
5: Compa-ratio used to assess whether systematic compression or inversion are occurring
A. True
B. False
6: The common dimensions by which jobs vary in terms of worth is known as
A. Compensable factors
B. Compensation
C. Distributive justice
D. Both a & b
7: Compensation Includes base pay and variable pay and is sometimes referred to as direct pay
A. True
B. False
8: The process by which the hierarchy in an organizational structure is reduced is known as
A. Compensable factors
B. Compensation
C. Distributive justice
D. Delayering
9: Distributive justice include rewards, punishments, or other organizational consequences.
A. True
B. False
10: 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 ______ .
A. taxonomic theory
B. scientific theory
C. Equity theory
D. None of these
11: Executive Order that carry the force of law
A. True
B. False
12: Fair Labor Standards Act Enacted in _____-?
A. 1937
B. 1936
C. 1933
D. 1938
13: Individual equity is the fairness of how pay is administered and distributed to ______ working similar jobs within the same organization .
A. A team of employees
B. individual employees
C. Group of employees
D. None of these
14: The fairness of pay rates across jobs within an organization is known as______.
A. Internal revenue code
B. Job evaluation
C. Job structure
D. Interactional justice
15: Internal revenue code Stipulates income and payroll tax regulations
A. True
B. False
16: The ranking of jobs within an organization based on their respective worth is known as
A. Internal revenue code
B. Job evaluation
C. Job structure
D. International justice
17: Labor market is the availability of talent outside of an organization, which can be viewed through the lens of talent supply and demand
A. True
B. False
18: Market pay line is the relationship between the _______ structure of the organization for benchmark jobs and the external pay practices of other organizations
A. Internal job
B. External job
C. Both possible
D. None of these
19: Market pricing is When an organization bases its pay levels and pay structure directly on its ________ pay levels and pay structures.
A. Participator
B. Partner
C. Auxiliary
D. competitors
20: The process of collecting pay data for benchmark jobs from other organizations is known as _____
A. Market review
B. Nonexempt
C. Pay compression
D. None of these
21: 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
A. NLRA is stands for
B. National Labor Relations Act
C. National Rifle Association
D. National Limousine Association
E. None of these
22: A term that refers to those employees who are directly affected by minimum wage and overtime provisions is known as ______ .
A. Nonexempt
B. Organizational justice theory
C. Pay grade
D. None of these
23: Organizational justice theory is a theory that focuses on perceptions of fairness in the workplace
A. True
B. False
24: A ________ Occurs when recently hired employees with less experience earn nearly as much or the same as more experienced
A. Pay compression
B. Pay grade
C. BOTH A & B
D. NONE OF THESE
25: A group of jobs with similar job evaluation point values that are then assigned common pay midpoint, minimum, and maximum values is known as _____ .
A. Nonexempt
B. Organizational justice theory
C. Pay grade
D. None of these
26: 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
A. Nonexempt
B. Organizational justice theory
C. Pay grade
D. Pay inversion
27: Pay policy line representing how an organization translates information about its internal job structure and external pay rates.
A. True
B. False
28: The extent to which an organization has policies and practices aimed at suppressing pay information is known as______ .
A. Nonexempt
B. Pay secrecy
C. Pay grade
D. Pay inversion
29: Pay structure is the way in which an organization applies pay rates to different jobs, skills, or competencies.
A. True
B. False
30: Pay transparency is the extent to which an organization communicates _______ and the extent to which employees are permitted to discuss pay with each other
A. pay information
B. Pay security
C. Both a & b
D. None of these
31: Person-based pay structures is a pay structure that emphasizes individuals’ unique competencies or skills
A. True
B. False
32: 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 ______ .
A. Point-factor method
B. Procedural justice
C. Product market
D. Ranking method
33: Procedural justice is used to determine how an ______ or resource is determined and distributed.
A. Outcome
B. Income
C. Both a & b
D. None of these
34: Product market is the final sale of products and services in the marketplace
A. True
B. False
35: Which method approach “subject matter experts evaluate the job descriptions and specifications for a selection of jobs”
A. Ranking method
B. Procedural justice
C. Product market
D. none of these
36: Relational returns nonmonetary incentives and rewards, such as _______ and developmental opportunities
A. new learning
B. Old learning
C. new searching
D. None of these
37: Reward system used by an organization to determine the amount and types of returns individuals
A. True
B. False
38: Total compensation is a Package of compensation and _______ that employees receive
A. Benefits
B. Lost
C. Both possibile
D. None of these
39: 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?
A. Jobs assessment
B. Training needs assessment
C. Career assessment
D. Development assessment
40: 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?
A. Resource process
B. Job analysis
C. Planning training content
D. Training needs assessment
41: Who is key to communicating and supporting a positive culture in an organization?
A. Supervisors and managers
B. Trainees
C. Front line employees
D. External practitioners
42: What strategy can help to customize training to individual employee needs?
A. ELearning
B. Apprenticeship programs
C. Case studies
D. Executive coaching
43: 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.
A. Training transfer
B. Self-efficacy
C. Expectancy
D. Cognitive ability
44: 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?
A. Training needs theory
B. Goal setting theory
C. Expectancy theory
D. Learning theory
45: Which of these represents a process through which an employee uses newly learned KSAOs to improve on-the-job performance?
A. Training transfer
B. Massed learning
C. Cognitive ability
D. Behavioral tracking
46: Which concept refers to an outline or framework that helps the learner to organize the training material in order to better retain it?
A. Schema
B. Criteria
C. Matrix
D. Feedback
47: Which training method allows trainees to reflect on the material, build self-efficacy, and practice on the job?
A. Expedited learning
B. Step-by-step learning
C. Overlearning
D. Spaced learning
48: Which training method allows an employer to reach out to many learners at once?
A. On-the-job training
B. Job rotation
C. Apprenticeship
D. Lecturing
49: Research on training suggests it is best to ______.
A. Use a programmed instruction approach
B. Choose multiple methods of training
C. Engage participants in massed training
D. Provide executive coaching to all trainees
50: Which type of training attempts to impact unconscious attitudes, beliefs, and behaviors?
A. Structural
B. Technical
C. Diversity
D. Massed
Developing a Pay Structure in Human resource management MCQs
