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HRM Classes > HRM 485 Exam #1 > Flashcards

HRM 485 Exam #1 Flashcards

1
Q

This type of individual incentive plan
rewards employees who recruit new
customers or new
employees.

A

A referral

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2
Q

This is part of _________
___________: To Increase
Commitment, competitive pay-
Attracts qualified job
candidates.
Equitable exchange-Signals
commitment
reciprocity.
Flexible benefits and perquisities.

A

Strategic Compensation

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3
Q

Another name for incentive pay
is____________pay.

A

Variable pay

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4
Q

Individual incentive plans help
to promote the relationship
between pay and___________.

A

performance

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5
Q

Metrics, analytics,
skills and competencies compared
with other companies make up the
__________________.

A

valid scorecard

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6
Q

Stock ______________
describe an employee’s right
to purchase company stock.

A

options

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7
Q

Some organizations promote
a caring protective feeling
and want employees to feel
As if they are part of the
family. What theory is this?

A

Entitlement theory

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8
Q

One-half (50%) of employees
do not believe they are paid fairly
compared with other people in
similar positions in their companies.
This affects
____________.

A

equity

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9
Q

Employees are rewarded for
these________________, furthering their
education, knowledge, skills after or near
the end of their degree.

A

certifications

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10
Q

Name a position/job that
would focus on the person vs
the job itself

A

Learned professionals (teachers, scientists, etc.)

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11
Q

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

A

person-based pay

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12
Q

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

A

Skill-based pay

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13
Q

All forms of financial
returns an employee receives
from their employer.

A

Total Rewards

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14
Q

Using the job characteristics
theory, this core
characteristic refers to the
amount of freedom and
independence used by the
employee_____________.

A

autonomy

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15
Q

What is PEST?

A

P - Political
E - Economical
S - Social
T - Technological

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16
Q

This is considered at the
heart of person focused pay
programs.

A

Training

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17
Q

Effective ___________is
crucial in the employees
understanding of HR
terminology and rewards.

A

communication

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18
Q

Core_________are often
derived from the overall
strategic statements of
companies and are very
general knowledge and skills.

A

competencies

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19
Q

Hourly employees receive ____________ pay for
time spent traveling to work assignments even if the
travel time is outside of working hours.

A

travel pay

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20
Q

Employees become more valuable over time is the basis for __________ pay.

A

seniority pay

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21
Q

The process for recognizing
differences in the relative
worth among a set of jobs
and for establishing pay
differentials is____________.

A

job evaluation

22
Q

Universal compensable
factors are derived from
which federal act?

A

FLSA

23
Q

Market based job evaluation
uses which method to collect
data to determine prevailing
pay rates__________.

A

surveys

24
Q

Reviewing jobs descriptions,
conducting position analysis
questionnaires is part of ____.

A

job analysis

25
Q

[SHORT ANSWER QUESTION] Can you reward HR managers with bonus/incentives? How?

A

Yes, you can reward HR managers with bonus/incentives! Here are some ways you can do:

> Occupancy: Give managers a bonus for getting sites occupied to a certain percentage
EX: A manager gets a $1000 bonus for having a 90% occupancy rate for their large work site, and an $800 bonus for a small site.

> Training stipend: Give managers a training stipend for leading initiatives such as rewriting the training guide or documenting instructions for system software.

> Rate increases: Give managers a bonus for participating in the rate increase process (i.e. preparing and sending letters, answering questions and concerns from tenants).
EX: A 5$ bonus for every unit received with a cap of 800$/year.

26
Q

These describe the terms of employment
that are set between management and
union bargaining representatives.

A

collective bargaining agreements

27
Q

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

A

competitive advantage

28
Q

Name the 4 universal
compensable factors.

A
  1. Skill
  2. Effort
  3. Responsibility
  4. Working Conditions
29
Q

Not subject to overtime
provisions,
Salaried supervisors, managers,
professionals, and executives.

A

Exempt employees

30
Q

What US federal law established
a national minimum wage for
employees involved in
commerce (rather than just
those employed by companies
working for the US government),
as well as prohibit most
employment of minors in
oppressive child labor.

A

FLSA

31
Q

This law makes it illegal to
discriminate against people
with physical and mental
disabilities both within and
outside employment settings,
including public
transportation, public
accommodations, and
employment.

A

ADA

32
Q

A policy that applies to all
company employees, but
unintentionally hurts a
protected group
disproportionately would be
what form of discrimination?

A

Disparate Impact

33
Q

Income granted to workers for an
occupational injury or illness and a state insurance
program.

A

Workers’ compensation

34
Q

This was enacted in order to allow
employees who are terminated, laid off, or
have a change in their employment status
to temporarily remain on the employer-
sponsored medical insurance plan.

A

COBRA

35
Q

This governmental agency
enforces the Equal Pay Act
along with many others
related to discrimination.

A

EEOC

36
Q

This appraisal system is the
most defensible in court
because it is based on actual
observable job performance
behaviors.

A

BARS

37
Q

Employee receive a base
wage rate and is awarded
additional compensation
for the amount of output
produced. Minimum wage
plus .10 per item produced.

A

Productivity-based pay

38
Q

Pay increases on a
predetermined schedule and
at an automatic step rate.

A

Time-based step rate (e.g. service jobs, teachers, etc.)

39
Q

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.

A

Longevity pay

40
Q

Name 2 categories of exemptions

A
  1. Learned professionals
  2. Executive professionals
  3. (BONUS) Technical professionals
41
Q

Shared values, goal orientation
and inspirational leadership are a part of what type of_____________culture?

A

performance culture

42
Q

Overturned the 2007 Supreme Court Ruling.
Helps close the pay gap between men and women. Pay discrimination charge must simply be filed within 180 days of a discriminatory paycheck.

A

Lily Ledbetter Act (Ledbetter v. Goodyear Tires)

43
Q

Executive, managerial, professional, technical, clerical, and craft represent distinct ____________ in pay structures.

A

job families

44
Q

Bonus targets are based on grade level and
the position in the company and the company’s operating income percentage.

A

profit sharing

45
Q

Guarantees ready access to coverage
under a subsequent employer’s health plan,
regardless of their health or claims experience.

Sets limits on the length of time that health plans and health insurance issuers may impose preexisting conditions.

A

HIPAA

46
Q

Investing in people rather
than considering HR a big
expense.

A

Human capital

47
Q

Profit sharing plans and
employee stock option plans
are incentives on what level.

A

Company-wide

48
Q

Most important factor after
reviewing salary surveys and
internal pay.

A

Market

49
Q

Consolidates pay grades and
ranges.
Flattens corporate hierarchies.
Emphasizes teamwork.

A

Broadbanding

49
Q

Shift pay and emergency pay are examples of
____________________.

A

Differential pay

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