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Instructions: Choose an answer for each question.
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1. What implications would a company in the growth phase of the business life-cycle find in its compensation strategy? 谷逸人力资源专业博客 j?y} w
A. Base pay is low, indirect compensation is increasing, short-term incentives are low 谷逸人力资源专业博客6kZ(F1F-kt!X z_
B. Base pay is low, indirect compensation is high, short-term incentives are very high 谷逸人力资源专业博客
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C. Base pay is increasing, indirect compensation is increasing, short-term incentives are high谷逸人力资源专业博客 w5}Q^ P
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2. If you use a 5% difference between midpoints of adjacent grades within the pay structure, what is the likely result? 谷逸人力资源专业博客 \m*y z n0F
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A. There will be too many grades.
8p!L_0h U8Cp u0B. You will not be able to use a job content job evaluation plan. 谷逸人力资源专业博客K;Cn
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C. There will be more job grades than a 10% difference.
Td V6Z!Zx:BM:S;Z0D. There will be an increase in the accuracy of ranges relative to market pay levels. 谷逸人力资源专业博客2J+BDKM2a9JR
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3. In a traditional pay range structure, which of the following best describes a midpoint progression of 30%? 谷逸人力资源专业博客5n
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A. Best suited for hourly production jobs
\(V'z`F0B. Suitable for a clerical job family
l R2QPI;SO n0C. Workable for executive/upper management jobs
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4. If a company bases pay on the duties an employee is capable of performing, rather than on current job duties, how is that best described? 谷逸人力资源专业博客,b1bLe`
A. Costly and inefficient
$WK\-X8kf0B. A characteristic of skill-based pay 谷逸人力资源专业博客)sJ e3oU:CD
C. A form of merit pay based on potential
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^D]!^/y1L u `0D. A characteristic of effective performance management 谷逸人力资源专业博客9`8T a)~*n |G&mP b { o
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5. Skill- and competency-based pay are both examples of what pay delivery approach?
4uQ_x5ha e0A. Job-based pay 谷逸人力资源专业博客$Ib i4KJ4I h
B. Merit-based pay
8EBtrg0C. Person-based pay
A8DIL:U0D. Results-oriented or performance-dependent pay
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6. An employee with a pay rate of $22,000 assigned to a pay range of $20,000-$24,000-$28,000 has which of the following? 谷逸人力资源专业博客 ZHR#W+[ b
A. A compa-ratio of 92 谷逸人力资源专业博客 yZp/` P
B. A compa-ratio of 100 谷逸人力资源专业博客1l9\sbM s ]?mV
C. Penetrated 15% of the range
M;bD iFy0D. Penetrated 50% of the range 谷逸人力资源专业博客L:I0T#z&M2h3vE X'Z
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7. When calculating the costs of merit increase guidelines, which of the following will you need to take into account? 谷逸人力资源专业博客)h/e*`C,M Z&S
A. The distribution of managers to employees 谷逸人力资源专业博客(@Jc| c ^E;\
B. The distribution of performance ratings
u bf%]-QW0C. The distribution of employee total annual compensation or earnings 谷逸人力资源专业博客 W p}
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(i.e., base salary plus incentives plus overtime earnings) 谷逸人力资源专业博客-X&lK S9Jx ~
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8. Which of the following is a typical approach used to correct red circle rates?
2}F-S#\)j0vz G0A. Reduce pay to the range midpoint 谷逸人力资源专业博客)|.l4ES;q5?e+l
B. Give two increases a year rather than one 谷逸人力资源专业博客 S+` ?'f {'Fi
C. Freeze pay until the range catches up
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9. What is an approach to reducing supervisor and subordinate pay compression? 谷逸人力资源专业博客)nY$Q ~ M
A. Ensure that supervisor and subordinate midpoints are 5% apart
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M-](Y'L.B1g'?0B. Include supervisors in an incentive plan 谷逸人力资源专业博客R p*t0nG
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C. Eliminate overtime opportunities for nonexempt employees 谷逸人力资源专业博客5m9_?lG Ea%}
D. Offer spot bonuses to top performing nonexempt employees 谷逸人力资源专业博客P t|:P%z
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10. What is the first step in developing an evaluation model?
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$G&W5KD L6XY)Q.P0C. Choosing the evaluators 谷逸人力资源专业博客a\`dC
D. Reviewing the compensation strategy
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The Test Your Knowledge questions are intended to provide a small sample of the information covered in a particular course. Passing this test should not be considered an indicator that you also will pass the related certification exam.No portion of this document may be reproduced in any form without express written permission from WorldatWork. Copyright 2005 WorldatWork.谷逸人力资源专业博客/{5xc%x8dC^t ]M2z
