hr test 5

the most common cost of living adjustments are __ cents per hour for each .3 point or .4 point

1

according the compensation scorecard, functions with a compa ratio below 100% are considered to be paying their employees below the company norm

100%

the fair labor standards act prohibits the employment of those between the ages of ___ in hazardouse occupations such as mining logging and meatpacking

16-18

a us survey found that _____% of employees say that they work in a place where discussions of pay are formally prohibited and or employees caught discussing wages could be punished

19

a study on bonus vs. actual pay raises showed that improving one's pay through merit increases by 1% would increase future performance by ___%

2

the standard time for producing one unit of work in a job paying 12.75 per hour was a set at twelve minutes the piece rate would be ___ per unit

2.55

a study of 20000 employees found that ____% of high potential employees planned to leave their company by the end of 2010 due to the perceived pay inequity

27

in a 2010 survey of more than 1000 entrepreneurs, 35% of all small businesses in the united states had to make pay cuts

35%

the fair labor standards act permits employers to pay a training wage of __ per hour for employees younger than the age of twenty during their first ninety days of employment, provided their employment does not displace other workers

6.16

in certain manufacturing environments, compensation is as high as ____% of total costs and even higher for many service organizations

60

research shows that a merit increases in the range of ____ % is necessary to serve as a pay motivator

7-9

a bloomberg national poll showed that more than ____% of americans though big bonuses should be banned for wall street companies that took taxpayers bailouts

70

more than ___% of companies globally are offering variable pay programs

80

a survey by mercer found that more than ____% of private sector companies nationwide were awarding pay increases in 2011

98

the performance threshold in incentive pay programs is

a minimum level

contemporary reasons given by organizations for implementing incentive plans are

all of the above

an employees relative worth can be determined by

an effective performance appraisal system

for real wages to increase, which of the following must be true

an employees wage increase must be greater than the increase in the cpi

rate busting refers to

an increase in output that results in the disapproval of fellow employees

under the fair labor standards act, exempt employees

are those employees not covered by the overtime provisions of the act

which of the following is not a component of the cpi

automobiles

the term pay for performance can encompass all of the following except

base salary

jobs that are grouped into the same pay grade should

be paid within a range that may overlap

wages gained through collective bargaining extend

beyond the segment of the labor force that is unionized

__ helps eliminate the obsession with grades and instead encourages employees to move to jobs they can develop in their careers and add value to the organization

broadbanding

collapsing many salary grades into a few wide salary bands is known as

broadbanding

which of the following is not a form of pay equity

collective equity

using the point method of job evaluation requires that managers

compare job requirements

elements of the job such as skills, effort, responsibilities, and working conditions are referred to as

compensable factors

the ___ collects and displays the results for all the measures that a company uses to monitor and compare compensation among internal departments or units

compensation scorecard

compensation programs that compensate employees for the knowledge they possess are known as

competence based pay plans

one word _____ describes the design of individual incentive plans

comprehensiveness

which of the following is an external factor that can influence the rates at which employees are paid

cost of living

which of the following is not an internal factor internal factor affecting the pay mix

cost of living

the federal wage law that is criticized for a rule that allows minimum pay to be based on the prevailing rate, which often includes higher union wages is

davis bacon act

the biggest challenge with competence based pay is

developing appropriate measures of skills and competencies

when employees receive a higher rate of pay for all of their work if production exceeds a standard level of output they are working under which incentive place

differential piece rate

_____ encompasses employee wages and salaries, incentives, bonuses and commissiond

direct compensation

equity theory is also known as

distributive justice

which of the following is an example of non financial compensation

employee recognition programs

red circle rates above the maximum for the range can result because

employees have high seniority

when cost of living pay increases are given routinely, employees may view them as

entitlements

the fact that people make comparisons to others is central to

equity theory

clauses found in the labor agreements that periodically adjust compensation rates upward to help employees maintain their purchasing power are known as

escalator clauses

because of its focus the hay profile method is most useful for evaluating which type of job

executive and managerial

the concept that employee should exert greater work effort if they have reason to expect it will result in a valued reward forms the basis of

expectancy theory

when the organization pays wages that are relatively equal to that of other employers for similar work this is the basis of

external equity

another basis for compensation centers on whether employees are classified as nonexempt or exempt under the

fair labor standards act

the major provisions of which act are concerned with minimum wage rates and overtime payments, child labor, and equal rights

fair labor standards act

the equal pay act prohibits wage discrimination based on

gender

there is reason to believe that pay secrecy can do all of the following except

generate feelings of commitment

group incentive plans include

improshare

which of the following is not an advantage of an incentive pay program

incentives are a means to reward

employers wishing to encourage employees to accept a promotion to a job in a higher grade would

increase the size of successive rate ranges

____ comprises the many benefits supplied by employers

indirect compensation

elements of the compensation package are said to have _______ when an employees high performance leads to monetary rewards that are valued

instrumentality

job evaluation helps to establish

internal equity

____ may create problems for managers who wish to maintain pay secrecy among employees

internet salary survey data

the predominant approach to employees compensation is

job based pay

a system of job evaluation in which jobs are classified and grouped according to a series of predetermined wage grades

job classification

which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades

job classification

the federal civil service job classification system uses which type of job evaluation system

job classification system

the simplest and oldest system of job evaluation is the ____ which arrays jobs on the basis of their relative worth

job ranking

which system of job evaluation is being used when cards that list the duties and responsibilities of the job are arranged by raters in order of the importance of the job

job ranking

which is the simplest and the oldest method of job evaluation

job ranking system

wage survey data will normally be collected with the use of

key jobs

the hay profile method uses which three factors for evaluating jobs

knowledge, accountability and mental ability

the area from which employers obtain certain types of workers is known as the

labor market

in conducting a wage and salary survey for office personnel, the relevant labor market to be surveyed is most likely

local

in conducting a wage and salary survey for the job of engineer, the relevant labor market to be surveyed is most likely

national

______ includes employee recognition programs, rewarding jobs, organizational support, work environment and flexible work hours to accommodate personal needs

non financial compensation

employees covered by the overtime provisions of the fair labor standards act are labeled

nonexempt employees

according to sammer which of the following is not a characteristic of a successful incentive plan

payout formulas

____ is a pay system in which employees are paid according to the number of units

piecework

in ____ employees are paid according to the number of units they produce

piecework

when setting performance measures for incentive systems, we can say that the best measures are

quantitative simple to understand and show clear relationship to improved performance

which of the following is a common major compensable factor

responsibility

instrumentality refers to

rewards that are valued and motivate employees

employees whose compensation is calculated on the basis of weekly biweekly or monthly periods are classified as

salaried employees

with respect to pay equity theory which of the following is not considered an input

salary

most pay increases may lack motivational value to employees when

salary budgets are low

employers may ____ their workforce to help them identify the most valuable contributors

segment

which of the following compensation options would not qualify under the term pay for performance

seniority base pay

enterprise incentive plans include

stock options

when employees receive a certain rate for each unit produced, they are working under which incentive plan

straight piecework

studies have shown that variable pay plans may not achieve their proposed objectives or lead to organizational improvements due to each of the following except

taces

the measure of the average change in prices over time in a fixed market basket of goods and services is known as

the consumer price index

which of the following is an internal factor that can influence the rates at which employees are paid

the employers ability to pay

piecework is appropriate when

the job is fairly standardized

pay levels are limited in part by

the organizations profits

a quantitative job evaluation that determines a job's relative value on the basis of quantitative assessments of specific job elements is known as

the point system

the relative worth of a job evaluated using the point manual is determined by

the total points that have been assigned to the job

the exempt or nonexempt status of employees is determined by

the us department of labor

pay for performance programs

tie rewards to employee effort

which of the following is not a common goal of a strategic compensation policy

to mesh

the relationship between the relative worth of jobs and their wage rates can be represented by means of a

wage curve

the federal wage law that may require government contractors to pay overtime for more work than 8 hours a day is

walsh healy act

a job evaluation system that seeks to measure a jobs worth through its value to the organization is known as

work valuation

the job evaluation system that seeks to measure a jobs worth through its value to the organization is known as

work valuation

which job evaluation system serves to direct compensation dollars to the type of work pivotal organizational goals

work valuation