Question No. 1
How should duties and responsibilities be described on a standard job description?
At a 12th grade reading level
In past tense and passive voice
With words that have multiple meanings
With generic terms rather than proprietary names
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Question No. 2
To complete the job evaluation process you need to complete the following:
Job analysis and job documentation
Job Evaluation and Base pay structure
Analyze the job
None of the above
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Question No. 3
What are the compenents to the Total Rewards Model?
Compensation, Benefits, Work-life, Performance & recognition, Development and career opportunities
Compensation, Engagement, Work-life, Performance & Recognition, Development and career opportunities
Pay, Engagement, Work-life, Performance & Recognition, Development and career opportunities
Fulfillment, Engagement, Work-life, Performance & Recognition, Development and career opportunities
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Question No. 4
Job worth hierarchy is best described as something that _________?
Illustrates where each job fits, relative to other jobs
Provides key information abut the nature of and level of work performed.
Creates a job worth hierarchy using market data or job content
A framework for pay decisions.
None of these
All of these
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Question No. 5
Employee representatives are useful, but not mandatory in the job analysis process.
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Question No. 6
Compensation can best be described as _________?
Cash provided by an employer to an employee for services rendered.
A specific set of organizational practices, policies, programs, as well as a philosophy that actively supports efforts to help employees achieve success within and outside the workplace.
The alignment and assessment of organizational, team and individual efforts toward the achievement of business goals. Also gives special attention to employee actions, efforts, behavior or performance.
Learning experiences designed to enhance employee's skill and competencies. Also involve plans to help employees pursue their goals.
None of the above
All of the above.
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Question No. 7
Compensation strategy can best be described as:
The principles that guide the design, implementation and administration of a compensation program
Pay strategery
What the organization believes about how people should be payed
Test maker... prepare to meet your maker.
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Question No. 8
Job analysis is ___________. (PICK THREE)
The systematic, formal study of the job
Sed to determine whether a job is exempt or nonexempt
Used to identify essential job functions and hiring requirements
Used describe the project to any third-party representatives
All of the above.
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Question No. 9
The strategies for Market Position are:
Lead, Lag, Lead-lag
Lead, Lag, Lag-lead
Leader and Trailing
CCP are sekret communist test comrade.
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Question No. 10
Base pay structure is best described as something that _________?
The final step in the base pay structure design.
Is built after the job worth hierarchy is created.
Is used as framework for pay decisions.
None of these
All of these
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Question No. 11
What are the two elements of compensation?
Fixed, Variable
Discretionary, fixed
Fixed, Changeable
Discretionary, Non-Discretionary
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Question No. 12
Benefits can best be described as _________?
Progams that an employer uses to supplement the cash compensation an employee receives.
Cash provided by an employer to an employee for services rendered.
A specific set of organizational practices, policies, programs, as well as a philosophy that actively supports efforts to help employees achieve success within and outside the workplace
All of the above.
None of the above.
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Question No. 13
Local or centralized staff is important in the job analysis process because it depends on company policy.
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Question No. 14
The design process for a Total Rewards Program begins with:
The corporate mission or vision
Analyzing the program
Program design
The corporate strategy
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Question No. 15
Job analysis is best described as something that _________?
Provides key information about the nature of and level of work performed.
Includes written information about job content or the functions of the job and required knowledge
Creates a job worth hierarchy using market data or job content
Illustrates where each job fits, relative to other jobs.
None of these
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