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50 terms

HR final part 3

STUDY
PLAY
True
Conceptually, a job structure can be defined as the relative pay of various jobs in the organization.
True
The equity theory suggests that people often evaluate their situations by comparing them with those of other people.
False
Internal equity pay comparisons focus on what employees in other organizations are paid for doing the same general job.
True
Benchmarking is a procedure in which a company compares its own practices against those of the competition.
True
The most widely used job evaluation technique is the point-factor system.
True
A disadvantage of using pay grades is the increased administrative burden and costs.
True
Pay plans are typically used to energize, direct, or control employee behavior.
False
Organizations have a very low degree of discretion in deciding how to pay employees.
False
Incentive pay refers to linking annual pay increases to performance appraisal ratings.
False
Deming argues for the use of merit pay in increasing organization performance levels.
True
Employee Stock Ownership Plans (ESOPs) can carry significant investment risks for employees.
False
Group incentive pay plans tend to use a broader range of performance measures than do individual-oriented plans
True
The four performance measures of a balanced scorecard include financial measures, customer measures, internal measures, and learning and growth measures.
True
One of the reasons for giving more responsibility to employees for retirement planning and other benefit decisions is to increase their awareness and understanding of such benefits.
True
There is no legal obligation for employers to offer private retirement plans, but most do.
True
The two types of disability insurance are short-term disability plans and long-term disability plans.
True
Unlike a cash balance plan, with a 401(k), all the contributions come from the employer.
True
Despite passage of the Family and Medical Leave Act, the United States still offers significantly less unpaid leave than most Western European countries.
True
To control health-care costs, employers have been increasingly shifting costs to employees through the use of deductibles, coinsurance, exclusions and limitations, and maximum benefits.
True
Flexible benefit plans (also known as cafeteria-style plans) permit employees to choose the types and amounts of benefits they want for themselves.
True
Management's adoption of union avoidance strategies has increased significantly during the last 20 or 30 years.
True
The AFL-CIO is not a labor union but rather an association that seeks to advance the shared interests of its member unions at the national level, much like the Chamber of Commerce or the National Association of Manufacturers.
True
All members of a bargaining unit, whether union members or not, must be represented by the union.
False
Since the 1950s, union membership has remained relatively stable as a percentage of employment.
False
Managers and supervisors cannot be unionized.
Labor market
_ pay comparisons may be more important when attracting and retaining qualified employees is difficult, and when the costs of recruiting replacements is high.
In developing a job-evaluation system, compensable factors
are the characteristics of jobs that a firm values and chooses to pay for.
Job analysis
Which one of the following HR activities provides basic descriptive information on job attributes and the job itself?
Internal equity
_____ pay comparisons focus on what employees within the same organization, but in different jobs, are paid.
Health insurance
Which of the following is an example of an indirect payment?
A capital-intensive business
What type of business is most likely to have a high revenue-to-labor-cost ratio?
Pay rate range spreads
represent a measure of the range of pay rates paid across an entire organization.
attract individualistic employees
Organizations that link pay to individual performance are more likely to
feedback comes primarily from the supervisor
A characteristic of most merit pay programs is
They tend to increase labor costs over the long run
Criticisms of traditional merit pay programs include all but one of the following. Name the exception
Individual incentive pay programs are quite common in organizations
Which of the following is not true of individual incentive pay programs?
ESOPs.
The pay-for-performance program that does not use a bonus payment as a payment method is
stock options
A(n) _____ plan gives employees the opportunity to buy the company's stock at a previously fixed price.
Tracking financial results while monitoring progress
In recognition of the fact that every pay plan has its advantages and disadvantages, companies are generally taking all but one of the following actions. Name the exception.
marginal
The _____ tax rate is the percentage of additional earnings that goes to taxes.
Public group insurance
Which of the following is not a category of benefits programs?
To offset lost income during a labor dispute
Which one of the following is not a major objective of the unemployment insurance program?
the employer's profitability.
The workers' compensation cost to an employer is based on all of the following except
Social Security
From which source do most retirees receive most of their retirement income?
COBRA
_____ requires employers to permit employees to extend their health insurance coverage at group rates for up to 36 months following a qualifying event, such as a layoff.
Number of dependents
Which of the following is not typically a factor used to determine retirement benefit levels of employees under a defined benefit retirement plan?
arbitration
Collective bargaining resolves disputes through .
Carpenter
Which of the following is an example of a craft union employee?
right-to-work law
The type of union security provision that makes mandatory union membership illegal is the
diversity issues
Unions have hurt their own cause in all of the following ways except