HRER 313 Final

1. In context of evaluation formats - alternation ranking method

a. Training to reduce halo errors and improve accuracy

5. The __________ recognizes the fact that when people leave an organization, they typically are replaced by employees who earn a lower wage.

a. Turnover effect

Merit Bonus

a. viewed as less of an entitlement than merit pay

1. Exempt employees

a. Computer employees

1. Two benefits that curtail employee turnover

a. Pension and medical

1. Feature of defined contribution plan

Faster to vest plan than defined benefit plans

1. Regarding pay differences for different jobs

a. Courts continue to uphold the use of market data to justify differences

1. Discriminatory consequences rather than intent to discriminate

a. Disparate impact

1. True of individual spot awards

a. Given to employees for exceptional performance - add on bonus

1. Advantage benefit plans

a. Increase employee involvement in choosing benefit plans

Advantage of gain-sharing planes

a. Increase employees knowledge of the business

10. Why don't employees share pay information with employees?

a. Informs employees as to how to direct their efforts and priorities b. Violates employee privacy c. Exposes inconsistent pay decisions made by managers and supervisors d. These are all good reasons for not sharing pay information with employees

1. Merit pay - commonly designed to pay different amounts depending on the level of performance

a. It recognizes that raters are better at ranking

1. What violated Fair Labor Standards Act

a. Jeremy who employed a 16 year old in a meat-packing plant

1. What ensures that raters are motivated to rate accurately

a. Make sure that they are rating (I think something along the lines of schooling?? Or that they know what they are rating)

1. What rating format has the lowest rating errors

a. Management by objectives

1. Most common form of outcome-based appraisals is

a. Management my objectives

1. Most highly valued benefit

a. Medical insurance

1. Rewards that recognize outstanding past performance

a. Merit pay

1. Disadvantage of gain- sharing plan

a. Payouts occur even if the company's financial performance is poor

3. When employees are paid more than the maximum of their pay grade, these rates are called

a. Red circle rates

2. A major advantage of a ________ is that it reduces benefits costs, something that the other cost-cutting options ordinarily do not achieve.

a. Reduction in force

1. Performance-based payments will follow performance

a. Reinforcement theory

8. A compa-ratio reflects the

a. Relationship of the average actual salary in each ranch to the midpoint of the range

1. If you had repair work done on your car, the shop used________ to pay the mechanic

a. Standard hour plan

1. Advantage of team incentives

a. Stimulate ideas and problem solving

1. Paying a dime for every bottle collected and turned into a collection center is called

a. Straight piece work

14. What factors changes are transforming the workplace?

a. Technology b. Globalization c. Workforce demographics d. All of these factors are transforming the workplace

6. Changes in wages in labor markets are measured

a. Through pay surveys

1. Most employers are responding to increased benefit costs by

a. Requiring employees to pay higher deductibles and copays

13. Evaluating pay programs is important; which one is not an evaluation perspective

a. SWAT analysis

1. Federally administered program designed to help workers when they retire

a. Social security

1. Executive compensation can be taken back

Dodd-Frank Act

1. Employee Performance is easily measured, and organization performance is steady. What kind of incentives will be best?

Monetary rewards with large incentives

1. A major criticism of standard rating scales is that

Raters have different definitions of scales and levels

1. Have indirect pay-performance links and require employees to put up money to exercise grants

Stock-option plans

1. Deming's major argument regarding performance appraises is that:

The work situation is the major determinant of performance

1. Objective of the unemployment insurance program

To provide an incentive for employers to stabilize employment

1. An exempt employee must be paid

When they go to a dental appointment during the day

1. Legal to pay women less than men if

a. Jobs are different b. Pay difference is based on performance c. Pay difference is not based on gender

1. Negative outcome of the management by objectives methods

Increase in performance pressure and stress

1. Determination of pay discrimination on jobs of a dissimilar content requires a standard that allows jobs of dissimilar content to be declared comparable and that allow different for jobs that are not comparable

a. Job evaluation

1. How many weeks of leave does the Family Medical Leave Act mandate for all workers at companies the employ 50+ people

a. 12 weeks

1. When the nature of the task is so uncertain that it may be difficult to specify expected goals - appropriate rating format is

a. A standard rating scale

1. Purpose of equity incentive programs such as restricted stock or stock options

a. Align employee goals with the goals of shareholders

1. In which of the following jobs is it most appropriate to use behaviorally anchored rating scales?

a. Assembly line job with tightening nuts on an engine

9. Total compensation or total rewards typically refers to

a. Base-pay, incentive pay, and employee benefits

1. Best appraisal format in terms of legal defensibility

a. Behaviorally Anchored Rating Scales (BARS) - analyze the job and come up with specifics for each job

1. When a job involves a routine, mechanic tasks - the most appraised format is

a. Behaviorally anchored rating scales

15. Replacing merit grids with __________ eliminates the link between the pay increase and the employees' salary position in the range and performance rating.

a. Bonuses

4. Financially healthy employers may wish to share financial success without permanently increasing labor costs.

a. Bonuses and profit sharing

1. ______ has produced more comparable worth pay increases than any other approach

a. Collective bargaining

11. _________, designed for employees or managers, explain compensation policies and practices, answer frequently asked questions, and explain how these systems affect their pay.

a. Communication portals

7. Which of the following is a measure of changes in prices of goods and services in the product and service markets over time?

a. Consumer price index

1. Amount of fairness in pay given to employees refers to....

a. Distributive justice

12. __________, a software package, allows workers to make health-care choices, allocate savings to 401(k)s or other savings vehicles, and access vacation schedules.

a. Employee self-service

1. Patient protection and affordable care act - alternative to

a. Employer provided healthcare insurance

1. Experts attribute the stabilization of the dollar cost of the workers comp since 2010 to

a. Employer safety programs

1. In the majority of states - unemployment insurance is financed by

a. Employers who pay federal and state unemployment insurance

Which of the following is a factor to control in order to manage labor costs in a simple labor cost model?

a. Employment

1. Employers must pay men and women for same work

a. Equal pay act

1. Relative pay is important as employees evaluate the adequacy of their pay via comparisons with other employees

a. Equity

1. Common feature of all types of incentive plans

a. Established standard of performance used to determine the magnitude of incentive pay

1. Employee motivation is the product of implementing variance

a. Expectancy

Benefit plans with set dollar amount to employee and allows them to select benefits

a. Flexible benefit or cafeteria benefit.

1. A variable any plan where payout depends not on company level performance such as labor cost saving, but rather on performance at some subunit - plant or facility wide

a. Gain sharing or scanlon plan (reducing cost)