Compensation and Benefits Management Practice Exam
Course Introduction
Compensation and Benefits Management explores the strategic role of employee compensation and benefits within organizations. The course covers fundamental concepts such as job evaluation, pay structures, wage and salary administration, and variable pay systems. Students learn how to design, implement, and evaluate compensation packages that align with organizational goals, motivate employees, ensure legal compliance, and support employee retention. Additional topics include incentive systems, health and retirement benefits, performance-based pay, equity and fairness, and current trends and challenges in the field. Through case studies and practical exercises, the course equips students with the skills to develop effective and equitable compensation and benefits programs.
Recommended Textbook
Human Resource Management 10th Edition by Raymond Noe
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16 Chapters
1602 Verified Questions
1602 Flashcards
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Page 2
Chapter 1: Human Resource Management: Gaining a Competitive Advantage
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) Which of the following statements is true about the composition of the U.S. labor force in the next decade?
A)Immigration will cease to affect the size and diversity of the workforce.
B)The largest proportion of the labor force is expected to be in the age group of 16-24 years.
C)The percentage of highly skilled immigrants will continue to remain lower than the percentage of low skilled immigrants.
D)The median age of the labor force will increase to the highest number ever.
E)The high cost of health insurance and decrease in health benefits will cause many employees to quit working.
Answer: D
Q2) Exporting jobs from developed to less developed countries is known as _____.
A)insourcing
B)offshoring
C)reshoring
D)onshoring
E)homesourcing
Answer: B
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Chapter 2: Strategic Human Resource Management
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Sample Questions
Q1) Which of the following is true regarding the differentiation strategy?
A)Differentiation strategy cannot protect a company from price sensitivity.
B)Brand images play a negligible role in differentiation strategies.
C)Companies using the differentiation strategy have to build large-scale facilities.
D)Companies have to control their overhead costs to use the differentiation strategy.
E)Companies achieve above-average returns if they succeed in their differentiation strategy.
Answer: E
Q2) A company employing a differentiation strategy requires employees who:
A)are highly creative and cooperative.
B)have high concern for quantity.
C)tend to be risk averse.
D)have a short-term focus.
E)have less tolerance for ambiguity.
Answer: A
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Chapter 3: The Legal Environment: Equal Employment
Opportunity and Safety
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Sample Questions
Q1) A job qualification based on race, sex, religion, and so on, that an employer asserts is a necessary qualification for the job is known as a bona fide occupational qualification.
A)True
B)False
Answer: True
Q2) Which of the following is a disability under the Americans with Disabilities Act?
A)Lefthandedness
B)Substance abuse
C)Eye and hair color
D)Heart disease
E)Obesity
Answer: D
Q3) Each branch of the U.S. government (legislature, executive, and judiciary)has its own area of authority, and these areas do not overlap.
A)True
B)False
Answer: False
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Page 5
Chapter 4: The Analysis and Design of Work
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Sample Questions
Q1) According to the "Job Characteristics Model,"_____ is the extent to which the job has an important impact on the lives of other people.
A)task identity
B)skill variety
C)autonomy
D)task significance
E)task discretion
Q2) The final stage in work-flow analysis is to identify the work _____ in the development of the work unit's product.
A)results
B)relationships
C)processes
D)inputs
E)ethics
Q3) Divisional structures are most appropriate in stable and predictable environments.
A)True
B)False
Q4) Discuss the standardized frameworks used to assess the nature of teams.
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Chapter 5: Human Resource Planning and Recruitment
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Sample Questions
Q1) _____ are people who are prompted to apply for a job by someone within the organization.
A)Direct applicants
B)Internal employees
C)Boomerang employees
D)Referrals
E)Virtual employees
Q2) Which of the following is true about transitional matrices?
A)Transitional matrices can be read across rows but cannot be read from top to bottom.
B)Transitional matrices provide a comparison of the proportion of workers in protected subgroups with the proportion that each subgroup represents in the relevant labor market.
C)Transitional matrices provide an objective measure of the effectiveness of an organization's human resource recruitment policy.
D)Transitional matrices are extremely useful for charting historical trends in a company's supply of labor.
E)Transitional matrices show the increase in productivity of employees over a period of time.
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Chapter 6: Selection and Placement
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Sample Questions
Q1) As per the Age Discrimination in Employment Act, if any neutral-appearing practice happens to have adverse impact on those over 40, the employer must _____.
A)show business necessity to avoid a guilty verdict
B)make accommodations despite facing hardships
C)facilitate pre-mature retirement for the employees
D)compensate the employee prior to court trials
E)provide special incentives to the suffering employees
Q2) The Polygraph Act in 1988 permitted the use of polygraphs in employment screening.
A)True
B)False
Q3) Reliability refers to the measuring instrument rather than to the characteristic itself.
A)True
B)False
Q4) Much of the work in personnel selection involves measuring characteristics of people to determine who will be accepted for job openings.
A)True
B)False
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8
Chapter 7: Training
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Sample Questions
Q1) Which of the following is true of a support network in training?
A)It is the support that managers from different teams offer to trainees.
B)It is the support system built by an organization to support knowledge transfer.
C)It is the support that trainers offer to employees within the training program.
D)It is the support that trainers offer to employees to transfer training to the job.
E)It is the support that trainees give one another to discuss their progress.
Q2) Which of the following is the last step in a return on investment (ROI)analysis?
A)Determining the training costs
B)Calculating the total savings
C)Identifying the outcomes
D)Dividing benefits by costs
E)Placing a value on the outcomes
Q3) The first step in choosing a training method is to consider the extent to which the method facilitates learning and transfer of training.
A)True
B)False
Q4) Describe the three elements in the needs assessment process.
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Chapter 8: Performance Management
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Sample
Questions
Q1) Teknikal Inc. decides to implement a new performance management system. It consists of a list of five traits used to evaluate all the employees. The manager considers one employee at a time; and on a continuum with different points, circles the number that signifies how much of a particular trait the individual has. Which type of performance management system is Teknikal Inc. using?
A)Probability distribution
B)Simple ranking
C)Forced distribution
D)Paired comparison
E)Graphics rating scale
Q2) A measure that results in drastically different ratings over time lacks _____ reliability.
A)internal consistency
B)interrater
C)parallel-forms
D)test-retest
E)inter-method
Q3) Discuss the strategic purposes of performance management.
Q4) What is upward feedback?
Q5) What are competencies? Explain a competency model.
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Chapter 9: Employee Development
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Sample Questions
Q1) _____ refers to participants taking the part of a manager or other employee.
A)Focus group discussion
B)Role-play
C)Interview
D)Job enlargement
E)Leaderless group discussion
Q2) Despite no gender differences in access to job experiences involving transitions or creating change, male managers receive significantly more assignments involving high levels of responsibility than female managers of similar ability and managerial level.
A)True
B)False
Q3) Which of the following happens during goal-setting in the career management process?
A)Employees identify the steps and timetable to reach their goals.
B)Companies identify the resources that employees need to reach their goals.
C)Companies provide assessment information to identify interests and values of the employees.
D)Companies ensure that employees' goals are specific and measurable.
E)Employees identify opportunities and needs to improve.
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Page 11
Chapter 10: Employee Separation and Retention
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101 Flashcards
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Sample Questions
Q1) Which of the following statements is accurate about voluntary turnover?
A)It is initiated by the employer.
B)It involves employees an organization would like to discharge.
C)It typically involves legal aspects that have repercussions for the organization.
D)It gives the employee no choice in deciding his or her stay in the organization.
E)It can lead to the loss of highly valued employees to competitors.
Q2) Which of the following should be the first step to take as a progressive discipline measure?
A)Temporary suspension
B)Unofficial verbal warning
C)Last chance notification
D)Threat of suspension
E)Termination
Q3) Discuss the concept of negative affectivity and its relation to job satisfaction.
Q4) Explain job withdrawal and its three levels of progression.
Q5) Define the employment-at-will doctrine and a wrongful discharge suit.
Q6) Define job satisfaction and describe the three aspects of job satisfaction.
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Page 12
Chapter 11: Pay Structure Decisions
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Sample Questions
Q1) Differentiate between pay level and job structure with an example.
Q2) Labor market comparisons are more important than product market comparisons when:
A)product demand is elastic.
B)the costs of recruiting replacements are low.
C)attracting and retaining qualified employees is difficult.
D)the supply of labor is inelastic.
E)employee skills are specific to the product market.
Q3) Compensable factors are employee's job characteristics that:
A)are immeasurable.
B)go unrecognized by the company.
C)do not motivate employees to work better.
D)primarily lead to intrinsic motivation.
E)the company is willing to pay for.
Q4) For blue-collar jobs, particularly those covered by collective bargaining contracts, there may be a single rate of pay for all employees within the job.
A)True
B)False
Q5) Describe key jobs and nonkey jobs.
Q6) What is skill-based pay and what are its advantages?
Page 13
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Chapter 12: Recognizing Employee Contributions With Pay
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Sample Questions
Q1) Which of the following compensation programs uses a management style that gives importance to control?
A)Gainsharing plan
B)Incentive pay
C)Ownership
D)Merit pay
E)Profit sharing
Q2) By law, what percent of assets must an employee stock ownership plan (ESOP)invest in its company's stock?
A)26 percent
B)51 percent
C)80 percent
D)75 percent
E)76 percent
Q3) The flow of feedback tends to be multi-directional in merit pay programs.
A)True
B)False
Q4) Differentiate between outcome-oriented contracts and behavior-based contracts.
Q5) Discuss the organization strategies of concentration and growth and how they influence pay dimensions.
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Chapter 13: Employee Benefits
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Sample Questions
Q1) An organization introduces active employee wellness programs. Which of the following is likely to happen as a result of this?
A)More focus on physical exercise rather than on awareness issues
B)More health education programs designed to inform employees on health-related topics
C)Decrease in the number of counselors who handle one-on-one outreach programs
D)Increased focus on awareness and opportunity as well as support and reinforcement
E)Introduction of a center for physical fitness for employees to use anytime
Q2) The _____ requires defined contribution plans holding publicly traded securities to provide employees with at least three investment options other than employer securities.
A)Pensions Act of 2008
B)Health Insurance Portability and Accountability Act of 1996
C)Consolidated Omnibus Budget Reconciliation Act of 1985
D)Employee Retirement Income Security Act of 1974
E)Pension Protection Act of 2006
Q3) U.S. companies increasingly provide some form of child care support to their employees. Discuss.
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Chapter 14: Collective Bargaining and Labor Relations
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Sample Questions
Q1) Corporate campaigns seek to bring public, financial, or political pressure on employers during the organizing (and negotiating)process.
A)True
B)False
Q2) Discuss nonunion representation systems.
Q3) The National Labor Relations Act (NLRA)is also known as the _____.
A)Landrum-Griffin Act
B)Davis-Bacon Act
C)Healey Act
D)Wagner Act
E)Hartley Act
Q4) What are the seven areas in which the management of a company has to prepare itself before entering contract negotiations with a union?
Q5) Which of the following is likely to be a part of an industrial union?
A)A carpenter
B)An electrical worker
C)A painter
D)A shoemaker
E)A steelworker
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Chapter 15: Managing Human Resources Globally
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Sample Questions
Q1) The North American Free Trade Agreement (NAFTA)is an agreement among Canada, the United States, and Mexico.
A)True
B)False
Q2) China is a _____ country for Grazia S.p.A.
A)parent
B)host
C)home
D)third
E)domestic
Q3) Which of the following is likely to be valued most in a feminine culture?
A)Showing off
B)Solidarity
C)Success
D)Performance
E)Assertiveness
Q4) Cultures with weak uncertainty avoidance tend to be rather easygoing and flexible regarding different views.
A)True
B)False
Page 17
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Chapter 16: Strategically Managing the HRM Function
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Sample Questions
Q1) _____ involves contracting with an outside domestic vendor to provide a product or service to a firm, as opposed to producing the product using employees within the firm.
A)Offshoring
B)Importing
C)Outsourcing
D)Reshoring
E)Exporting
Q2) The _____ approach attempts to place a dollar value on human resources as if they were physical resources.
A)performance management
B)human resource accounting
C)knowledge management
D)utility analysis
E)audit
Q3) Discuss the four competencies that HR professionals require to become partners in the strategic management process.
Q4) The variety of ways in which HR strategies can be generated results in various levels of linkage with the business. Discuss the four categories of this relationship.
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