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Reviewer Flashcards

1
Q

It is the minimum compensation received by an employee excluding benefits, allowances, incentives and bonuses. It is purely financial and can be expressed as an hourly rate, monthly or annual salary.

A. Base pay
B. Pay compression
C. Wages
D. Job Evaluation

A

Base pay

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2
Q

It is the process of analyzing and assessing various jobs systematically to ascertain their relative worth in an organization. It is an assessment of the relative worth of various jobs on the basis of a consistent set of job and personal factors, such required qualifications and skills required

A. Base pay
B. Pay compression
C. Wages
D. Job Evaluation

A
  • Job evaluation
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3
Q

It is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure

A. Base pay
B. Pay compression
C. Wages
D. Job Evaluation

A
  • Job evaluation
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4
Q

Also known as wage or salary compression, is pay differential that results from various causes, but that is often deemed as unfair or unequal by members of a workforce. It is an issue that many recruiters and human resources professionals deal with on a regular basis

A. Base pay
B. Pay compression
C. Wages
D. Job Evaluation

A
  • Pay compression
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5
Q

It can be simply understood as the criteria used to evaluate a job and on the basis of which salary/wages of the employee is computed. It is like the organization is willing to pay based on certain must have competencies or other eligibility factors.

A. Compensable Factors
B. Pay compression
C. Wages
D. Job Evaluation

A
  • Compensable factors
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6
Q

It refers to a defined amount of money given to an individual for work or services which is given on a daily or weekly basis

A. Base pay
B. Pay compression
C. Wages
D. Job Evaluation

A

Wages

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7
Q

the wages paid according to the work done by the worker. The number of units produced by the worker are taken into consideration

A. Piece Wages
B. Cash Wages
C. Wages in kind
D. Time wages

A

Piece Wages

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8
Q

It refer to the wages paid to the labour in terms of money. The salary paid to a worker

A. Piece Wages
B. Cash Wages
C. Wages in kind
D. Time wages

A

Cash Wages

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9
Q

When the labourer is paid in terms of goods rather than cash. These types of wages are popular in rural areas.

A. Piece Wages
B. Cash Wages
C. Wages in kind
D. Time wages

A

Wages in Kind

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10
Q

Under this type, the wages are fixed in the beginning for complete work. For instance, if a contractor is told that he will be paid Rs. 25,000 for the construction of building

A. Piece Wages
B. Cash Wages
C. Wages in kind
D. Contract wages

A

Contract Wages

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11
Q

It is the portion of sales compensation determined by employee performance. When employees hit their goals (aka quota), is provided as a type of bonus, incentive pay, or commission

A. Direct Compensation
B. Variable Pay
C. Extrinsic motivation
D. Indirect Compensation

A

Variable pay

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12
Q

It refers to the compensation that an employee receives directly from his or her place of work. This includes the base salary and any incentive pay. The form of wages, salaries, commissions and bonuses that an employer provides regularly and consistently.

A. Direct Compensation
B. Variable Pay
C. Extrinsic motivation
D. Indirect Compensation

A
  • Direct compensation
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13
Q

It refers to the non monetary benefits provided to the employees by the organization they serve. It is calculated as an additional component to the base salary figure such as non-monetary benefits provided to workers, such as pension funds, mobile phones, company cars, health and life insurance, overtime pay, and annual leave.

A. Direct Compensation
B. Variable Pay
C. Extrinsic motivation
D. Indirect Compensation

A

Indirect compensation

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14
Q

____ rewards include things such as: personal achievement, professional growth, sense of pleasure and accomplishment

A. Direct Compensation
B. Intrinsic rewards
C. Extrinsic motivation
D. Indirect Compensation

A

Intrinsic rewards

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15
Q

It is a tangible and visible reward given to an individual or an employee for achieving something. They usually have monetary value such as a salary hike, bonus, award, or public recognition.

A. Direct Compensation
B. Intrinsic rewards
C. Extrinsic motivation
D. Indirect Compensation

A

Extrinsic motivation

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16
Q

It is defined as the decided monetary amount that an employer offers an employee in lieu of the services offered by the employee. This amount of money is revised on periodic intervals on the basis of the employee’s performance

A. Salaries
B. Job Design
C. Job rotation
D. Job specification

A

Salaries

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17
Q

It is a psychological theory of motivation that is defined as the systematic and purposeful allocation of task to groups and individuals within an organization.
The five core characteristics are skill variety, task identity, task significance, autonomy, and job feedback

A. Salaries
B. Job Design
C. Job rotation
D. Job specification

A

Job design

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18
Q

It is the process of organizing work as group of tasks, arranging and defining the job process and structure at the workplace depending on the job analysis performed. It takes into account the organizational objectives to be achieved along with trying to minimize on–the-job fatigue, stress and human error.

A. Salaries
B. Job Design
C. Job rotation
D. Job specification

A
  • Job design
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19
Q

It is a management approach in which employees are shifted between two or more assignments or jobs in a planned manner so that the employee can be motivated as well as can learn and hone skills.

A. Salaries
B. Job Design
C. Job rotation
D. Job specification

A

Job rotation

20
Q

It defines the knowledge, skills and abilities that are required to perform a job in an organization. It is covers aspects like education, work-experience, managerial experience etc which can help accomplish the goals related to the job.

A. Salaries
B. Job Design
C. Job rotation
D. Job specification

A

Job specifications

21
Q

The set in order to provide a benchmark against which the actual performances of the employees are evaluated during a review process. It is an indicator of how well a job has to be performed

A. On the Job Training
B. Reinforcement
C. Hiring Cost
D. Performance Standards

A

Performance standards

22
Q

It is a hands-on method of teaching the skills, knowledge, and competencies needed for employees to perform a specific job within the workplace.

A. On the Job Training
B. Reinforcement
C. Hiring Cost
D. Performance Standards

A

On the job training

23
Q

It refers to the application or addition of a stimulus that increases or maintains the probability of some behaviour.

A. On the Job Training
B. Reinforcement
C. Hiring Cost
D. Performance Standards

A

Reinforcement

24
Q

It measures how much it costs a company to fill an open job position. It includes all the cost associated with filling a position, such as advertising expenses, recruiting events costs, recruitment software fees, relocation expenses, etc.

A. On the Job Training
B. Reinforcement
C. Hiring Cost
D. Performance Standards

A

Hiring Cost

25
Q

It is a process that is used in order to compare similar characteristics across organizations in order to identify milestones. It’s sort of a compare and contrast system of determining success and best practices. When HR professionals have data for comparison purposes, they are better able to set goals and objectives for their own company.

A. Turn-over
B. Onboarding
C. Outsourcing
D. Benchmarking

A

Benchmarking

26
Q

also known as organizational socialization, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders.

A. Turn-over
B. Onboarding
C. Outsourcing
D. Benchmarking

A

Onboarding

27
Q

The practice of having certain job functions done outside a company instead of having an in-house department or employee handle them; functions can be outsourced to either a company or an individual.

A. Turn-over
B. Onboarding
C. Outsourcing
D. Benchmarking

A

Outsourcing

28
Q

It refers to the number or percentage of workers who leave an organization and are replaced by new employees. It can be helpful to employers that want to examine reasons for turnover or estimate the cost-to-hire for budget purposes.

A. Turn-over
B. Onboarding
C. Outsourcing
D. Benchmarking

A

Turn-over

29
Q

It is a method which helps employees of an organization to balance their personal and professional lives.

A. Labor Standards
B. Labor only contracting
C. Work life Balance
D. Employer- employee relationship

A

Work-life balance

30
Q

refers to the standard conventions with respect to the workers, in matters of basic worker rights, working conditions, wages to be paid & also related to job security. Basically it is done in order to improve labor employment on a global scale.

A. Labor Standards
B. Labor only contracting
C. Work life Balance
D. Employer- employee relationship

A

Labor standards

31
Q

The employment relationship is the legal link between employers and employees. It exists when a person performs work or services under certain conditions in return for remuneration.

A. Labor Standards
B. Labor only contracting
C. Work life Balance
D. Employer- employee relationship

A

Employer-employee relationships

32
Q

It is one which presents itself as an employer even if it does not have capital to run a business or capacity to ensure that its workers are paid their wages and other benefits as prescribed by law. As such, it cannot independently undertake to perform a subcontracted job or service.

A. Labor Standards
B. Labor only contracting
C. Work life Balance
D. Employer- employee relationship

A

Labor-only Contracting

33
Q

The contractor or subcontractor does not have substantial capital or investment to actually perform the job, work or service under its own account and responsibility

A. labor contracting
B. Regular or Permanent employment
C. Seasonal employment
D. Probationary employment

A

Job Contracting

34
Q

The employees recruited, supplied or placed by such contractor or subcontractor are performing activities which are directly related to the main business of the principal.”

A. Job contracting
B. Regular or Permanent employment
C. Seasonal employment
D. Probationary employment

A

Job Contracting

35
Q

It is when an employee performs activities that are usually necessary or desirable in the usual business or trade of the employer. They enjoy the benefit of security of tenure provided by the Philippine Constitution and cannot be terminated for causes other than those provided by law and only after due process is given to them.

A. Job contracting
B. Regular or Permanent employment
C. Seasonal employment
D. Probationary employment

A

Regular or Permanent Employment

36
Q

Under Article____ of the Labor Code of the Philippines, the maximum length of probationary employment shall be six (6) months, and is counted from the date an employee started working

A. Article 382
B. Article 282
C. Article 442
D. Article 281

A
  • Article 281
37
Q

It is when the work to be performed is only for a certain time or season of the year and the employment is only for that duration. This type is common practice to Retail, Food and Beverage, Hospitality and other related industries as augmentation to their workforce to cover for the demand during peak seasons.

A. Job contracting
B. Regular or Permanent employment
C. Seasonal employment
D. Probationary employment

A

Seasonal employment

38
Q

It is a process of negotiating between management and workers represented by their representatives for determining mutually agreed terms and conditions of work which protect the interest of both workers and the management.

A. Collective Bargaining
B. Certification election
C. Labor Arbiter
D. Collective Agreement

A

Collective bargaining

39
Q

is a process of determining through secret ballot the sole and exclusive bargaining agent (SEBA) of all the employees in an appropriate bargaining unit for the purpose of collective bargaining.

A. Collective Bargaining
B. Certification election
C. Labor Arbiter
D. Collective Agreement

A

Certification election

40
Q

It is an official in the Arbitration Branch of the National Labor Relations Commission. (NLRC) who hears and decides cases falling under his original and exclusive jurisdiction as provided by law.

A. Collective Bargaining
B. Certification election
C. Labor Arbiter
D. Collective Agreement

A

Labor arbiter

41
Q

If the employee has rendered service for at least one year in the same company, whether the _____ employment is continuous or not, they shall be considered a regular employee with respect to the activity they are employed and will continue rendering service while such activity exists.

A. Private recruitment agency
B. Job contracting
C. Temporary/Casual Employment
D. Regular employment

A

C

42
Q

This means any person or association engaged in the recruitment and placement of workers, locally, or overseas, without charging, directly or indirectly any fee from the workers or employees.

A. Private recruitment agency
B. Job contracting
C. Temporary/Casual Employment
D. Regular employment

A

A

43
Q

It is an arrangement whereby a principal outsources a job, work or service to the contractor who performs these through its deployed personnel.

A. Private recruitment agency
B. Job contracting
C. Temporary/Casual Employment
D. Regular employment

A

B.

44
Q

The primary standard that determines_______ employment is the reasonable connection between the particular activity performed by the employee and the usual business or trade of the employer, the emphasis is on the necessity or desirability of the employees activity.

A. Private recruitment agency
B. Job contracting
C. Temporary/Casual Employment
D. Regular employment

A

D.

45
Q

Any individual, partnership, corporations or entity licensed by the DOLE to engage in the recruitment and placement of workers for local employment

A. Private recruitment agency
B. Public employment agency
C. Labor only contracting
D. Probationary employment

A

B.

46
Q

A type of employment that shall not exceed 6 months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period

A. Private recruitment agency
B. Public employment agency
C. Labor only contracting
D. Probationary employment

A

D.

47
Q

A person is deemed to be engaged in ____ when the person supplying workers to an employer does not have substantial capital or investment in the form of tools, equipment, machineries, work premises, among others and the activities which are directly related to the principal business of such employer.

A. Private recruitment agency
B. Public employment agency
C. Labor only contracting
D. Probationary employment

A

C

REVIEWER (4 decks)

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