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MHR 523 (321)
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Chapter 9

MHR 523 Chapter 9 Test Bank

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Human Resources
MHR 523
Ted Mock

c9Student 1 Compensation systems are intended to do all the following except A satisfy employeesB tie rewards to the achievement of company objectivesC reimburse employees for their workD motivate employeesE replace performance appraisals 2 With compensation programs dissatisfaction can arise because employee needs are affected by A absolute rates of pay onlyB corporate cultureC relative rates of pay onlyD job analysisE both absolute and relative rates of pay 3 Absolute pay levels primarily serve such employee needs as A esteem needsB physiological needs onlyC security needs onlyD both physiological and security needsE belonging needs 4 Relative pay levels serve such employee needs as A physiological and security needsB social and esteem needsC basic survival needsD health needsE love and affection needs 5 Among the objectives of effective compensation management are all the following except A ensure equityB control costsC reward desired behaviourD set performance appraisal systemsE retain present employees 6 Two major objectives of compensation management are to reward desired behaviour and control costs Human resource specialists often find that A these two goals are always mutually exclusiveB these two objectives can often be in conflictC these two objectives are seldom in conflictD the two objectives are one and the sameE it is usually impossible to reward desired behaviour 7 Effective compensation management has the all following objectives except A to reward desired behaviourB to encourage unproductive employees to leaveC to ensure internal equityD to attract qualified applicantsE to ensure external equity 8 Regardless of all the tradeoffs involved in compensation management an overriding objective is A to maintain internal equityB to further administrative efficiencyC to maintain legal complianceD control costsE develop satisfied employees 9 All of the below are steps that compensation specialists go through to set wagessalaries for each job except for A job analysis informationB wage and salary surveysC demographic lifestyle analysisD job evaluationE pricing jobs 10 A systematic procedure to determine the relative worth or value of jobs is called A job evaluationB job analysisC job standard measurementD performance evaluationE job intrinsic valuation determination 11 Job evaluation methods can include all the below except A job rankingB job gradingC job classificationD point systemE job analysis 12 The most commonly used job evaluation method today is by far the A job ranking methodB point systemC the job grading methodD the job analysis systemE job description method 13 The reason that the point system has become the major job evaluation method is because of A the fact that it provides the best information regarding job valuesB the Charter of Rights and FreedomsC the Human Rights ActD the ease with which it can be developed and appliedE its relative inexpensiveness when compared to other systems 14 The point system for job evaluation is the most widely used system in Canada due to A the need to conform to pay equity legislationB the fact that it is the simplest and most cost effective to developC its being a far more simple system than either job ranking or job gradingD the need to conform to pay equity legislation and the provision relatively of the best information about job valuesE the fact that generic computerized plans can be purchased 15 The job ranking method of job evaluation is A the simplest method but the least preciseB a complex and yet imprecise methodC a complex but very precise methodD a simple and relatively precise methodE the only method that relies on the allocation of points for every job
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