Compensation and Benefits Study Guide Questions
Course Introduction
This course provides a comprehensive overview of compensation and benefits management within organizations. Students will explore key concepts, theories, and legal issues surrounding the design and implementation of compensation systems, including job evaluation, market surveys, pay structures, and incentive plans. The course also delves into employee benefits such as health insurance, retirement plans, and wellness programs, emphasizing their strategic role in attracting, retaining, and motivating employees. Through case studies and practical exercises, students will develop the skills needed to analyze and create effective total rewards packages aligned with organizational goals and compliance requirements.
Recommended Textbook
Strategic Human Resources Planning 6th edition by Ken
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14 Chapters
1024 Verified Questions
1024 Flashcards
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Page 2
McBey
Chapter 1: Strategic Management
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75 Flashcards
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Sample Questions
Q1) A vision statement would answer the questions "Who are we?" and "Why are we here?"
A)True
B)False
Answer: False
Q2) An organization is influenced by a variety of elements from the external environment.On the other hand,which of the following appears to be derived from the internal environment of the organization?
A) technology
B) laws and regulations
C) HR diversity policy
D) demographic shifts
Answer: C
Q3) Examples of corporate strategy include decisions to compete internationally or to merge with other companies.
A)True
B)False
Answer: True
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Chapter 2: Aligning HR With Strategy
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Sample Questions
Q1) The aggregate of all employees' knowledge is an example of human capital.
A)True
B)False
Answer: True
Q2) According to concurrent strategy formulation,when does strategy development occur?
A) prior to when HRM issues are considered
B) simultaneously when HRM issues are considered
C) subsequent to when HRM issues are considered
D) mutually exclusive of when HR issues are considered
Answer: B
Q3) According to Google Inc. ,which of the following does NOT produce innovative behaviours from employees?
A) selecting people with high creativity
B) providing employees with time and freedom to innovate
C) motivating innovation through incentive programs
D) stimulating opportunities for job enlargement
Answer: D
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4
Chapter 3: Environmental Influences on HRM
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Sample Questions
Q1) Which of the following is a source of information that human resource professionals may rely on when developing strategies and determining their likely impact on the organization?
A) publications
B) professional designations
C) Delphi analysis
D) nominal group technique
Answer: A
Q2) What type of law is the Charter of Rights and Freedoms an example of?
A) contract law
B) constitutional law
C) common law
D) criminal law
Answer: B
Q3) Key issues for unions include job security,income security,working hours,and inflation protection.
A)True
B)False
Answer: True
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Page 5
Chapter 4: The HR Forecasting Process
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Sample Questions
Q1) HR demand requirements must be found from either internal or external supplies of personnel.
A)True
B)False
Q2) What data would contribute to a more successful HR forecasting process?
A) qualitative and quantitative data
B) qualitative data
C) quantitative data
D) financial and numerical data
Q3) What is the first element an organization needs to consider in deriving its external supply calculation for HR forecasting?
A) to meet its replacement needs
B) to consider the change component
C) to predict attrition and retirements
D) to forecast HR demand accurately
Q4) An advantage to internal recruitment is that the employee does not need extensive socialization within the organization.
A)True
B)False
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Chapter 5: Determining HR Demand
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Sample Questions
Q1) A staffing table forecasts the total HR demand required for operational or short-run time periods.
A)True
B)False
Q2) An organization wants to use a qualitative demand forecasting method.Which of the following is a qualitative method?
A) trend analysis
B) nominal group technique
C) HR budget
D) staffing table
Q3) What type of analysis reveals the historical relationship between the operational index and the demand for labour?
A) correlation
B) multivariate
C) trend
D) regression
Q4) Another name for the scenario forecast method is the projection forecast method.
A)True
B)False
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Chapter 6: Ascertaining HR Supply
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Sample Questions
Q1) Why is succession planning critical for effective HR planning?
A) It helps to develop employees with new experiences and jobs in case they are laid off.
B) It helps employees to stay motivated because it promotes them for their performance.
C) It helps an organization to stabilize its organizational structures and flexibility.
D) It saves time and money and helps employees to smooth their movement for external hiring.
Q2) Refer to Case Incident: "Pacific Health Care." Discuss the disadvantages of internal staffing and the advantages of external staffing.
Q3) If you wanted to use the best technique for tracking the number of individuals who move annually between various job levels in an organization,which of the following would you choose?
A) Markov model
B) Delphi technique
C) succession planning
D) ripple effect
Q4) What is succession planning,and what are three of its benefits to organizations?
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8
Chapter 7: Succession Management
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Sample Questions
Q1) The goals of succession management programs are to identify and prepare future leaders and to ensure business growth.
A)True
B)False
Q2) According to the textbook,one benchmarking organization suggests that effective organizations have 1.3 candidates for each key role.
A)True
B)False
Q3) What negative consequence might result if there is a delay in naming a successor when a key executive,such as a CEO,suddenly quits?
A) decreased operating performance for up to two years
B) increased recruitment and selection of middle managers
C) decreased opportunities for management development
D) increased likelihood that the successor will be a family member
Q4) What is the final step in the succession management process?
A) identify high-potential employees
B) identify the skills and competencies needed
C) monitor succession management
D) provide developmental opportunities and experiences
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Chapter 8: Information Technology for HR Planning
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Sample Questions
Q1) If an organization is interested in trying to link phenomena together in order to detect trends or predict behaviours,what type of reporting should management use?
A) financial
B) forensic
C) activity-based
D) scanning
Q2) Which concept refers to the fundamental rethinking and radical redesign of business processes in light of enabling technologies?
A) activity-based processing
B) process-based forecasting
C) business process re-engineering
D) continuous improvement process
Q3) Two typical self-service platforms used in HR technology include the ESS and ISS.
A)True
B)False
Q4) What are the differences between a human resources information system (HRIS)and an enterprise resource planning (ERP)solution?
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10
Chapter 9: Change Management New
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Sample Questions
Q1) Personal mastery allows knowledge from any individual in the organization to become incorporated into the firm's culture and processes.
A)True
B)False
Q2) Discuss the two uses of force-field analysis and their benefits to the change management process.
Q3) Organizational defensive routines can insulate an organization from examining its mental models.
A)True
B)False
Q4) "Freezing" is a stage in the change process that involves the development of a shared understanding among stakeholders that a particular change is necessary.
A)True
B)False
Q5) "Freezing" is a stage in the change process that involves a trial-and-error process of taking action to move the firm through the intended change.
A)True
B)False
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Chapter 10: Downsizing and Restructuring
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Sample Questions
Q1) Offshoring occurs when an organization moves work to foreign entities outside the company.
A)True
B)False
Q2) Downsizing is unlikely to disappear in the future because it helps to alleviate the huge financial burdens facing many organizations.
A)True
B)False
Q3) According to the textbook,what is the least commonly used restructuring and organizational change tactic?
A) across-the-board cuts
B) eliminating tasks
C) contracting out
D) use of part-time employees
Q4) Outplacement is providing a program of counselling and job search assistance for workers who have been terminated.
A)True
B)False
Q5) What are four of the reasons that organizations downsize?
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Chapter 11: Strategic International HRM
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Sample Questions
Q1) Which of the following is typically excluded from an expatriate's compensation package?
A) goods and services
B) shipment and storage
C) food and clothing
D) taxes and insurance
Q2) A key disadvantage of home-based compensation policies is that international staff may be paid different salaries than expatriate staff performing the same function.
A)True
B)False
Q3) What type of strategy deals with internationalization by exporting goods abroad as a means of seeking new markets?
A) multidomestic
B) domestic
C) multinational
D) global
Q4) Discuss three factors that enhance cross-cultural adjustment.
Q5) Define strategic international human resources planning and strategic international human resources management.
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Chapter 12: Mergers and Acquisitions
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Sample Questions
Q1) What is it called when two or more companies join together and form an entirely new company?
A) conglomerate
B) vertical merger
C) consolidation
D) horizontal merger
Q2) Assimilation is when two organizational cultures are fused together to create a new culture.
A)True
B)False
Q3) If a book publishing company decides to merge with a pulp and paper mill for its paper needs,what type of merger would result?
A) horizontal
B) vertical
C) conglomerate
D) takeover
Q4) Pension plans are often the root cause of failed merger deals.
A)True
B)False
Q5) What is a merger? Identify and describe three different types of mergers.
Page 14
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Chapter 13: Outsourcing
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Sample Questions
Q1) Why is it important to outsource transactional work?
A) It adds value to non-core activities.
B) It frees up management's time.
C) It reduces transaction time.
D) It is repetitive,predictable,and easily duplicated.
Q2) A core competency can be defined in four different ways.Three of those definitions are: (1)activities traditionally performed internally; (2)activities critical to business success; (3)activities creating current or potential competitive advantage.What is the fourth way that core competency can be defined?
A) activities that will influence future growth
B) activities that will increase profitability
C) activities that will result in innovation
D) activities that will reduce debt load
Q3) List and briefly explain three risks associated with outsourcing.
Q4) The two most frequent causes of outsourcing problems are poor service definition and cost overruns.
A)True
B)False
Q5) Why do organizations outsource? List three of the six primary reasons.
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Chapter 14: Hr Assessment and Analytics
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Sample Questions
Q1) What percentage is typically added to an HR budget in order to regularly evaluate HR practices?
A) 5 percent
B) 10 percent
C) 15 percent
D) 20 percent
Q2) Which of the following is NOT part of the 5C model of HRM impact?
A) contribution
B) cost control
C) compliance
D) commitment
Q3) The HR profession is like the accounting profession because they both rely on generic measures and principles.
A)True
B)False
Q4) A balanced scorecard is a measure that can enhance organizational performance by establishing standards against which processes,products,and performance can be compared and improved
A)True
B)False
Page 16
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