Part A-

Question 1. Which type of compensation program is based, in part, on the human capital theory?
Merit pay
Seniority pay
Incentive pay
Skill-based pay

Question 2. What is a cooperative effort between employees and their employers to promote rewarding work experiences throughout employees' work lives called?
Employment termination
Career development
Labor-management relations
Training

Question 3. What is a systematic process for gathering, documenting, and analyzing information in order to describe jobs?
Job evaluation
Internal consistency
Job analysis
Strategic analysis

Question 4. These practices were designed to control labor costs and gave rise to individual incentive pay systems.
Time and motion studies
Welfare
Scientific management
Job analysis

Question 5. The Age Discrimination in Employment Act protects employees from what age on?
40
35
42
45

Question 6. Which one of these issues is not addressed by the Fair Labor Standards Act of 1938?
Overtime pay
Child labor provisions
Executive compensation
Minimum wage

Question 7. Which of the following is an advantage of seniority pay systems?
They reward exemplary performance.
They reward employees on an objective basis.
They help to promote product quality.
They encourage employees to continue to increase their skill sets.

Question 8. Gunther Rohn was rewarded for making a suggestion that saved Ewe and Eye Electronics thousands of dollars. Which type of incentive compensation approach might have worked best?
Gain-sharing plan
Group incentive programs
Employee stock ownership plan
Management incentive plans

Question 9. This is considered to be at the heart of person-focused pay programs.
Training
Data
Innovation
Management

Question 10. The Americans with Disabilities Act of 1990 (ADA) applies to companies that employ at least how many workers?
20
15
10
Five

Question 11. The term trainee is defined by which act?
FMLA
FLSA
Equal Pay Act
ADEA

Question 12. Compensation differentials between men and women performing substantially similar work fall under the purview of which piece of legislation?
Equal Pay Act of 1963
Age Discrimination in Employment Act of 1967
Americans with Disabilities Act of 1990
Civil Rights Act of 1964

Question 13. This term refers to a difference between the output of a human judgment process and that of an objective, accurate  assessment uncolored by bias, prejudice, or other subjective and extraneous influences.
Content validity
Rating error
The performance appraisal process
A first-impression effect

Question 14. Which comparison system requires the rater to place a specific number of employees into groups that represent the entire range of performances?
Forced distribution
Hierarchical
Paired comparison
The critical incident technique

Question 15. This performance appraisal system is highly defensible in court because it is based on actual observable job performance behaviors.
Behaviorally anchored rating scales
Behavioral observation scales
Behavior assessment rating scales
Behavior incident scales

Part B-

Question 1. This type of behavioral performance appraisal system requires the employee and the supervisor to identify past performance behaviors and outcomes as either successful or unsuccessful.
Management by objective
Behavioral observation scales
Behaviorally anchored rating scales
Critical incident technique

Question 2. These are the four core characteristics of the job characteristics theory.
Feedback, task variety, skill variety, autonomy
Knowledge, skill identity, autonomy, feedback
Skill variety, task identity, autonomy, feedback
Skill identity, autonomy, task variety, feedback

Question 3. In this pay-for-knowledge model, employees are rewarded for increasing their skills within a single job family, even if the skills do not build on each other.
Stair step
Skill blocks
Job-point accrual
Cross departmental

Question 4. Which of the following are the main reasons for the increased costs associated with pay-for-knowledge programs?
Increased compensation benefits, higher training costs, increased overhead costs
Higher payroll costs, increased overhead costs, higher training costs
Increased overhead costs, increased compensation benefits, higher payroll costs
Increased compensation benefits, higher training costs, and higher payroll costs

Question 5. Which of the following are the two main reasons given for adopting pay-for-knowledge programs?
Smaller labor market, technological innovation
Technological innovations, lower labor costs
Technological innovations, increased global competition
Increased global competition, lower labor costs

Question 6. Which person-focused model links pay levels to increased knowledge and skills within the same general job category?
Stair-step model
Skill blocks model
job-point accrual model
cross-departmental model

Question 7. These profit-sharing plans award cash to employees on a quarterly or annual basis as part of their regular compensation.
Current profit-sharing plans
Anticipated profit-sharing plans
Deferred profit-sharing plans
Recent profit-sharing plans

Question 8. Customer satisfaction, labor cost savings, materials cost savings, and reductions in accidents were listed as typical performance measures for which type of incentive plan?
Individual
Group
Companywide
Executive

Question 9. These two are job evaluation techniques.
Market based and job context
Market context and job based
Market based and job content
Market context and job content

Question 10. Which unit in the job analysis process is the smallest?
Task
Element
Job
Family

Question 11. What does quartile 3 represent?
The number of figures that are above 25%
The number of figures that fall below 25%
The number of figures that are above 75%
The number of figures that fall below 75%

Question 12. When examining competitors' compensation offerings, this term is used to describe the percentage of employer compensation costs that are applied to compensation and benefits.
Mix
Quartile
Standard percentile
Nominal dollars

Question 13. What are below-minimum pay range rates referred to as?
Red circle rates
Pay compression
Market lag rates
Green circle rates

Question 14. For which situation is a commission-only plan best suited?
The salesperson has little influence over the sales.
The company is following a lowest-cost strategy.
Extensive training or expertise is required.
The sales cycle is long.

Question 15. Which type of individual incentive plan requires the achievement of multiple complex objectives without compromising the quality and quantity of output generated by employees?
Piecework plans
Referral plans
Management incentive plans
Behavior encouragement plans