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HRA562 Midterm Exam New 2017
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Midterm Exam

Question 1

This group is directly involved in producing goods and delivering services for a company.

Staff employees

Line employees



Question 2

This term suggests that a loss is likely for the firm, and that the individual will be left with little control.

Reverse opportunity


Negative equity


Question 3

What is a systematic process for gathering, documenting, and analyzing information in order to describe jobs?

Internal consistency

Job analysis

Strategic analysis

Job evaluation

Question 4

A company’s ability to sustain market share and profitability for several years running is referred to by what term?

Compensation practices


Competitive advantage

Personnel administration

Question 5

Which of the following is NOT one of the three broad categories that discretionary benefits fall into?

Worker’s compensation laws

Paid time off


Protection programs

Question 6

These compensation systems go a long way in attracting and retaining the most qualified employees, and are based upon market surveys and compensation surveys.

Market-competitive pay systems

Externally consistent compensation systems

Internally consistent compensation systems

Job evaluation compensation systems

Question 7

What strategy describes the use of benefit and compensation packages in order to support both HR and competitive strategies?

Total compensation strategies

Total quality management strategies

Worker satisfaction strategies

Worker welfare strategies

Question 8

This is a way in which companies often trim their payroll responsibilities by encouraging higher paid workers with more seniority to voluntarily leave the company earlier than previously planned.

Severance plans

Employee expenditure plans

Early retirement programs

Resignation plans

Question 9

A company using this competitive strategy seeks to offer a product or service that is completely unique from other competitors in their market segment.

Differentiation strategy

Prospector strategy

Lowest-cost strategy

Defender strategy

Question 10

Which theory states that employees' knowledge and skills generate productive capital?

Equity theory

Human capital theory

Expectancy theory

Job characteristics theory


Question 11

These types of jobs are subject to the FLSA overtime provisions?





Question 12

What are the revised guidelines introduced in 2004 for determining whether jobs are exempt from FLSA overtime pay provisions called?

Bennett Amendment

Overtime Nonexempt Rules

Glass Ceiling Act

Fair Pay Rules

Question 13

Which of the following is NOT a branch of the federal government?

Executive branch

Service branch

Legislative branch

Judicial branch

Question 14

This provision mandates that federal government agencies take affirmative action in providing jobs for individuals with disabilities?

The Rehabilitation Act


The Government Employee Rights Act of 1991

Executive Order 11478

Question 15

Intentionally treating women less favorably than men solely based upon their gender would be what form of discrimination?

Situational discrimination

Disparate causality

Disparate treatment

Disparate impact

Question 16

What governmental agency enforces the Equal Pay Act of 1963 (in addition to enforcing many other employment discrimination laws)?





Question 17

Effective July of 2009, what is the federal minimum wage set by Congress?





Question 18

Which one of these issues is NOT addressed by the Fair Labor Standards Act of 1938?

Overtime pay

Executive compensation

Minimum wage

Child labor provisions

Question 19

As a result of this law enacted by Congress, employers must now show that employment practices that create disparate impact are a business necessity. This law also made it legal for US citizens working abroad for US companies to file suit.

The Civil Rights Act of 1991

The Older Workers Benefit Protection Act

Executive Order 11246

Americans with Disabilities Act of 1990

Question 20

Which of these was given as a reason why union influence has diminished?

Technological advances

Union companies demonstrating lower profits than non-union companies

Foreign automobile manufacturers producing higher quality vehicles

All of the above

Question 21

This performance appraisal system is based on employees and supervisors identifying on-the-job behaviors and behavioral outcomes that distinguish successful from unsuccessful performances.

Forced distribution system

Critical incident technique

Behaviorally anchored rating scales

Behavioral observation scales

Question 22

This type of behavioral performance appraisal system requires the review of past performance behaviors and outcomes in order to identify them as either successful or unsuccessful.

Behaviorally anchored rating scales (BARS)

Management by objectives (MBO)

Critical incident technique (CIT)

Behavioral observation scales (BOS)

Question 23

Management by objective is part of which type of performance appraisal system?

Trait system

Goal-oriented system

Behavioral observation scale

Behaviorally-anchored rating scale

Question 24

Which performance appraisal system displays illustrations only of positive behaviors shown by an employee in various job dimensions?

Behaviorally-anchored rating scales (BARS)

Critical incident technique (CIT)

Behavioral observation scales (BOS)

Management by objectives (MBO)

Question 25

This term refers to a difference between the output of a human judgment processes and that of an objective, accurate assessment. This difference could be due to bias, prejudice, or other subjective, extraneous influences.

Content validity

The performance appraisal process

A first-impression effect

Rating error

Question 26

Which performance appraisal error reflects the tendency to rate every employee at the low end of the rating scale, regardless of actual performance?

Errors of strictness

Error of central tendency

Negative halo error

Contrast errors

Question 27

With these errors, supervisors tend to rate employees' performances lower than they would be if compared against objective criteria.

Critical errors

Strictness errors

Leniency errors

Contrast errors

Question 28

For a merit pay system to work for a company using the lowest-cost competitive strategy which two conditions must be met?

Employees are creative risk takers & the company's competitive strategy has a long term focus.

Productivity levels are maintained over time & employees are creative risk takers.

Employees are creative risk takers & pay increases are tied to productivity.

Pay increases are tied to productivity & productivity levels are maintained over time.

Question 29

This term refers to the minimum pay increase that employees view as a significant change in their compensation amount?

Minimal pay incident

Satisfactory compensation payment

Just-meaningful pay increase

Halo effect increase

Question 30

This term is defined as added pay for employees who have reached the maximum of a pay grade and who are unlikely to move into higher grades.

Incentive pay

Merit pay

Longevity pay

Seniority-based pay


Question 31

On which teams is membership relatively permanent, with the members working full-time on the team?

Work (process)




Question 32

This formula for determining the amount available for profit sharing uses a specific percentage of annual profits contingent upon the successful attainment of a specified profit goal.

Graduated first-dollar-of-profits

Differed first-dollar-of-profits

Fixed first-dollar-of-profits

Fluctuating first-dollar-of-profits

Question 33

This formula for calculating profit sharing awards gives the employees a higher percentage of the profits as the profits increase.

Differed first-dollar-of-profits

Fluctuating first-dollar-of-profits

Fixed first-dollar-of-profits

Graduated first-dollar-of-profits

Question 34

What is the main objective of Scanlon plans?

To encourage unionization

To increase workforce competiveness

To increase employee involvement

To standardize the workforce

Question 35

This group incentive system was designed to provide employees with financial incentives for increasing customer satisfaction, increasing productivity, lowering costs, or improving safety.

Profit sharing

Team based

Small group

Gain Sharing

Question 36

Which type of individual incentive plan requires the achievement of multiple, complex objectives without compromising the quality and quantity of output that is generated by employees?

Behavior encouragement plans

Referral plans

Management incentive plans

Piecework plans

Question 37

This incentive plan uses a value-added formula to measure productivity.

Rucker Plan

Scanlon Plan


Piecework plan

Question 38

This method reinforces cooperation among team members except when team members perceive differences in other members' performances.

Small group incentive plans

Equal incentives payment approach

Differential payments by ratio of base pay

Differential incentive payments approach

Question 39

The concept that a hard working employee is likely to stay at an incentive pay position is better known as this.

Representative effect

Sorting effect

Output effect

Structural effect

Question 40

The general rule of thumb is that short-term company goals last less than how long?

6 months

1 year

5 years

1 month


Question 41

This term refers to the degree to which the job requires the person to do different tasks that involves the use of a number of different skills, abilities, and talents.

Job flexibility

Task flexibility

Task variety

Skill variety

Question 42

Skill variety, task identity, autonomy, and feedback are the elements that make up this theory.

Job characteristics

Position components

Position requisite

Job demands

Question 43

This term refers to the level of specialization or expertise an employee possesses in a particular job.

Depth of skills

Vertical skills

Breadth of skills

Horizontal skills

Question 44

Which of the following are the two main reasons given for adopting pay-for-knowledge programs?

Market monopolies and lower labor costs

Smaller labor markets and strategic outlines

Market monopolies and company turnover

Technological innovations and increased global competition

Question 45

Which pay plan generally rewards employees for acquiring job-related competencies, knowledge, or skills rather than for demonstrating successful job performance?





Question 46

Which pay-for-knowledge model links pay levels to increased knowledge and skills within the same general job category?

The job-point accrual model

The cross-departmental model

The stair-step model

The skill blocks model

Question 47

Which of the following is a main reason for the increased costs associated with pay-for-knowledge programs?

Increased overhead costs

Higher payroll costs

Higher training costs

All of the above

Question 48

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.



Skill blocks

Job-point accrual

Question 49

This type of pay program rewards employees for successfully learning specific criteria.





Question 50

This type of pay system is used by unions and contractors to reward their carpenters for increasing their carpentry abilities.






Question 51

What type of organizations use classification plans most prevalently?

Public sector organizations

Private sector organizations

Multi-national organizations

Non-profit organizations

Question 52

In the job analysis process this term represents a group of positions that are identical with respect to their major tasks.



Job family


Question 53

Abilities, interests and work styles are elements for which O*NET category?

Worker characteristics


Worker requirements


Question 54

A job analysis method is this if it yields the kind of information that it was designed to provide and accurately assesses each job's duties.





Question 55

This unit of analysis is a group of jobs, found at more than one business, in which a common set of tasks are performed.

Job family


Job group


Question 56

Universal compensable factors are derived from which federal Act?

Fair Labor Standards Act

Americans with Disabilities Act

Equal Pay Act

Civil Rights Act of 1963

Question 57

Which job evaluation method entails ordering jobs on the basis of extremes?

Alternation ranking

Paired comparison

Factor comparison


Question 58

What type of jobs provides reference points to judge against other jobs within a company?

Benchmark jobs

Hierarchical jobs

High-value jobs

Standardized jobs

Question 59

Which job evaluation plan is most widely used by companies due to its ability to balance internal and external market considerations?


Factor comparison


Point method

Question 60

Which job evaluation technique orders all jobs from lowest to highest according to a single criterion?

Paired comparison



Point method

Question 61

Explain the job characteristics theory.  How does it tie in with intrinsic compensation?

Question 62

Explain the compensation professional's role in serving each of the following stakeholders: Employees, executives, and the U.S. government.

Available solutions
  • HRA562 Midterm Exam New 2017

    Question Midterm Exam Question 1 This group is directly involved in producing goods and delivering services for a company. Staff employees Line employees Managers Executives Question 2 This term suggests that a loss is likely for the firm, and that the individual will be left with little control. Reverse opportunity Threat Negative equity Foreclosure Question 3 What is a systematic process for gathering, documenting, and analyzing information in order to describe jobs? Internal consistency Job analysis Strategic analysis Job evaluation Question 4 A company’s ability to sustain market share and profitability for several years running is referred to by what term?

    Submitted on: 27 Dec, 2017 03:30:00 This tutorial has not been purchased yet .