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MBA - HRM Human Resource Management 2017 - Strategic Compensation, 9e (Martocchio) - Quiz 05

HRM Human Resource Management

MBA - Human Resource Management 2017

Strategic Compensation, 9e (Martocchio)

Chapter 5   Person-Focused Pay 

 

1) Which pay plan generally rewards employees for meeting work objectives?

  1. A) knowledge-based
  2. B) seniority
  3. C) longevity
  4. D) job-based

Answer:  D

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

 

2) This type of pay system rewards employees for successfully acquiring new job-related knowledge.

  1. A) person-focused pay
  2. B) competency-based pay
  3. C) merit pay
  4. D) incentive pay

Answer:  A

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

 

3) Which compensation approach refers to three types of person-focused pay programs?

  1. A) competency-based
  2. B) innovation-based
  3. C) service based
  4. D) stair-step

Answer:  A

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

 

4) This type of pay program rewards employees for successfully learning specific curricula.

  1. A) skill-based
  2. B) person-based
  3. C) pay-for-knowledge
  4. D) incentive

Answer:  C

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

5) Which of the following pay systems is used by unions and contractors to reward their carpenters for increasing carpentry abilities?

  1. A) knowledge-based
  2. B) incentive
  3. C) skill-based
  4. D) merit-based

Answer:  C

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

 

6) When a filing clerk is trained to maintain employee attendance records, it is an example of acquiring which type of skills?

  1. A) horizontal
  2. B) vertical
  3. C) depth
  4. D) breadth

Answer:  A

Difficulty:  Easy

Skill:  Application of Knowledge

AACSB:  Application of Knowledge

LO:  5.1: Define person-focused pay.

 

7) Employees would need to learn these types of skills in order to develop self-managed work teams.

  1. A) horizontal
  2. B) vertical
  3. C) depth
  4. D) breadth

Answer:  B

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

 

 

8) In this team, members learn scheduling, coordinating, training, leadership. Which of the following describes this type of work team?

  1. A) self-regulating
  2. B) supervisory
  3. C) management
  4. D) non-supervised

Answer:  A

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

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

  1. A) vertical skills
  2. B) depth of skills
  3. C) breadth of skills
  4. D) horizontal skills

Answer:  B

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

 

10) James, who is a clerical employee of a university, has been trained to perform several kinds of record-keeping tasks. He maintains employee attendance records, schedules salespeople's work shifts, and monitors the use of office supplies for reordering. Which type of knowledge is necessary to perform all three of these tasks?

  1. A) work-team
  2. B) horizontal
  3. C) breadth
  4. D) depth

Answer:  D

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

 

11) Both unions and contractors, who employ carpenters, use ________ pay plans.

Answer:  skill-based

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

 

12) ________ skills refer to similar skills or knowledge.

Answer:  Horizontal

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

 

13) ________ skills are those skills typically considered supervisory.

Answer:  Vertical

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

 

14) ________ of skills is the level of expertise or specialization an employee brings to a job.

Answer:  Depth

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

15) Describe the concept of competencies.

Answer:  The term competency has become increasingly important in HR practice because of the changing nature of work. Competencies build upon the use of knowledge, skills, and abilities, which we describe with job analysis. A competency refers to an individual's capability to orchestrate and apply combinations of knowledge and skills consistently over time and to perform work successfully in required work situations. Traditionally, work has been described by many dimensions including knowledge, skills, and abilities. Although this is largely still the case, HR and compensation professionals have embraced the ideas of competencies as the field has increasingly taken on strategic importance.

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.1: Define person-focused pay.

 

16) Person-focused pay programs that emphasize vertical skills work well at manufacturing companies that organize work flow around which type of organization?

  1. A) departments
  2. B) high performance work teams
  3. C) task forces
  4. D) business units

Answer:  B

Difficulty:  Easy

Skill:  Application of Knowledge

AACSB:  Application of Knowledge

LO:  5.2: Describe the usage of person-focused pay.

 

17) Manufacturing companies that use assembly lines where one employee's job depends on the work of at least one other employee can be described as which of the following settings?

  1. A) ad hoc work team
  2. B) semi-autonomous work team
  3. C) continuous process
  4. D) bureaucratized

Answer:  C

Difficulty:  Easy

Skill:  Application of Knowledge

AACSB:  Application of Knowledge

LO:  5.2: Describe the usage of person-focused pay.

 

 

18) A ________ model specifies and defines all the knowledge and skills necessary for success in a group of jobs that are set within an industry context.

Answer:  competency

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.2: Describe the usage of person-focused pay.

19) Many of the companies known to be using person-focused pay systems generally employ no fewer than ________ employees.

Answer:  150

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.2: Describe the usage of person-focused pay.

 

20) Summarize the findings of studies and anecdotal information about the characteristics of employers that use person-focused pay programs as well as the effectiveness of these programs.

Answer:  A wide variety of employers have established person-focused pay programs. Some targeted studies and anecdotal information suggest that companies of various sizes use person-focused pay programs. Many companies which use this kind of pay system employ between approximately 150 and 2,000 employees, the majority of whom operate in the manufacturing industry. The average company age is approximately 10 years. This study also conjectures that hundreds of Fortune 1000 firms use skill-based pay for manufacturing or production workers. There is limited published evidence regarding the effectiveness of person-focused pay plans. One study found that a skill-based pay plan in a manufacturing setting increased plant productivity by 58 percent, lowered labor cost per part by 16 percent, and showed favorable quality outcomes (82 percent scrap reduction). Another study demonstrated that participants in a skill-based pay program increased their skills, and maintained increased skill levels. A more recent study examined attitudes among participants in a skill-based pay plan. The researchers found that these plans are perceived to produce superior work outcomes.

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.2: Describe the usage of person-focused pay.

 

21) Which of the following are the two main reasons given for adopting person-focused programs?

  1. A) smaller labor markets and strategic outlines
  2. B) market monopolies and lower labor costs
  3. C) technological innovations and increased global competition
  4. D) market monopolies and company turnover

Answer:  C

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.3: Name and explain the reasons companies adopt person-focused pay programs.

22) Which of the following is a reason many European and Pacific Rim employees are better skilled and able to work more productively than American workers?

  1. A) Both European and Pacific Rim economies provide a higher quality of academic preparation and workplace learning for the non-college portions of their work forces.
  2. B) Partnerships between public educators and employers are much stronger in the United States.
  3. C) Learning is accorded a higher standing in the operations of the U.S. economy than in the European and Pacific Rim economies.
  4. D) Americans do not have equal access to educational opportunities.

Answer:  A

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.3: Name and explain the reasons companies adopt person-focused pay programs.

 

23) This is considered "at the heart" of person-focused pay programs.

  1. A) innovation
  2. B) management
  3. C) training
  4. D) data

Answer:  C

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.3: Name and explain the reasons companies adopt person-focused pay programs.

 

24) What are the two most important reasons for adopting person-focused pay?

Answer:  Person-focused pay programs represent important innovations in the compensation field. Person-focused pay systems imply that employees must move away from viewing pay as an entitlement. Instead, these systems treat compensation as a reward earned for acquiring and implementing job-relevant knowledge and skills. Advocates of person-focused pay programs offer two key reasons that firms seeking competitive advantage should adopt this form of compensation: technological innovation and increased global competition.

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.3: Name and explain the reasons companies adopt person-focused pay programs.

 

 

25) Jamie earned a raise in pay when he finished the training for the Technician 2 position. He will receive another raise when he finishes the training for the Technician 3 position. The company is probably using which type of model?

  1. A) stair-step
  2. B) skill blocks
  3. C) job-point accrual
  4. D) cross-departmental

Answer:  A

Difficulty:  Moderate

Skill:  Application of Knowledge

AACSB:  Application of Knowledge

LO:  5.4: Summarize the varieties of person-focused pay programs.

26) Which person-focused model links pay levels to increased knowledge and skills within the same general job category?

  1. A) cross-departmental
  2. B) skill blocks
  3. C) job-point accrual
  4. D) stair-step

Answer:  B

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.4: Summarize the varieties of person-focused pay programs.

 

27) This type of person-focused pay plan can result in lending an employee from one area in the company to other areas.

  1. A) stair-step
  2. B) cross-departmental
  3. C) job-point accrual
  4. D) skill blocks

Answer:  B

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.4: Summarize the varieties of person-focused pay programs.

 

 

28) Which one of the following would be correct regarding person-focused pay programs?

  1. A) the skill blocks model only emphasizes horizontal skills
  2. B) the stair-step model addresses depth, while the skill blocks model emphasizes both horizontal and vertical skills
  3. C) employees do not progress to more complex jobs in the stair-step model
  4. D) competency models do not apply to jobs within the same family

Answer:  B

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.4: Summarize the varieties of person-focused pay programs.

 

29) Which pay model promotes learning and skills development for a wide variety of jobs from different job families?

  1. A) cross-departmental
  2. B) job-point accrual
  3. C) stair-step
  4. D) skill blocks

Answer:  B

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.4: Summarize the varieties of person-focused pay programs.

30) This model is geared to promoting staffing flexibility in a company by training employees in one area of the company with some of the critical skills that are needed to perform effectively in another area of the company.

  1. A) the skill blocks
  2. B) the stair-step
  3. C) the job-point accrual
  4. D) the cross-departmental

Answer:  D

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.4: Summarize the varieties of person-focused pay programs.

 

 

31) A company that designs, manufactures, and sells only Halloween costumes would probably benefit most from this model.

  1. A) cross-departmental
  2. B) skill blocks
  3. C) job-point accrual
  4. D) stair-step

Answer:  A

Difficulty:  Difficult

Skill:  Application of Knowledge

AACSB:  Application of Knowledge

LO:  5.4: Summarize the varieties of person-focused pay programs.

 

32) A ________ plan encourages employees to develop skills and learn to perform jobs from different job families.

Answer:  job-point accrual

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.4: Summarize the varieties of person-focused pay programs.

 

33) Which of the following is a characteristic of job-based pay?

  1. A) It compensates employees for the number of jobs in which they possess the skills to perform.
  2. B) It rewards employees on their promise to make positive contributions to the work place.
  3. C) It compensates employees for the jobs they currently perform.
  4. D) A reward is based on the successful acquisition of work-related skills or knowledge.

Answer:  C

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.5: Contrast person-focused pay with job-based pay.

34) Which type of pay program applies to an organization-wide context because employees earn base pay rates for the jobs they perform?

  1. A) person-focused
  2. B) competency-based
  3. C) company-based
  4. D) job-based

Answer:  D

Difficulty:  Easy

Skill:  Application of Knowledge

AACSB:  Application of Knowledge

LO:  5.5: Contrast person-focused pay with job-based pay.

 

 

35) ________ pay compensates employees for the work they currently perform.

Answer:  Job-based

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.5: Contrast person-focused pay with job-based pay.

 

36) Compare and contrast the concepts of job-based pay and person-focused pay.

Answer:  Job-based pay compensates employees for jobs they currently perform, which include seniority pay, merit pay, and incentive pay. Human resource professionals establish a minimum and maximum acceptable amount of pay for each job. Under seniority plans, employees receive automatic increases over time based on the assumption that they further develop their capabilities, which translate into higher job performance. In the case of merit pay, managers evaluate employees based on how well they fulfilled their designated roles as specified by their job descriptions and periodic objectives. Managers then award a permanent merit addition to base pay, based on employee performance.

Person-focused pay compensates employees for developing the flexibility and skills to perform a number of jobs effectively. Moreover, these programs reward employees on their potential to make positive contributions to the workplace based on their successful acquisition of work-related skills or knowledge. Job-based pay plans reward employees for the work they have done as specified in their job descriptions or periodic goals (i.e., how well they have fulfilled their potential to make positive contributions in the workplace).

Finally, job-based pay programs apply to an organization-wide context because employees earn base pay rates for the jobs they perform. Person-focused pay plans apply in more limited contexts because not all jobs require complex skill or knowledge.

Difficulty:  Difficult

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.5: Contrast person-focused pay with job-based pay.

37) This term reflects an approach to job design that results in the development of more intrinsically motivating and interesting work.

  1. A) job security
  2. B) job enrichment
  3. C) job variety
  4. D) job identity

Answer:  B

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.6: Explain the advantages and disadvantages of person-focused pay plans.

 

 

38) In the garment factory of the XYZ Co., line workers are trained to work at different manufacturing steps such as grading, cutting, sewing and assembling, pressing, etc. XYZ Co.'s strategy of training is an example of which of the following?

  1. A) task identity
  2. B) skill variety
  3. C) autonomy
  4. D) feedback

Answer:  B

Difficulty:  Easy

Skill:  Application of Knowledge

AACSB:  Application of Knowledge

LO:  5.6: Explain the advantages and disadvantages of person-focused pay plans.

 

39) Evidence suggests that person-focused pay programs lead to which of the following?

  1. A) diminished employee commitment
  2. B) no significant change in employee satisfaction
  3. C) increased employee commitment
  4. D) higher competitive advantage

Answer:  C

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.6: Explain the advantages and disadvantages of person-focused pay plans.

 

40) Employees who take advantage of person-focused pay program opportunities may experience which of the following?

  1. A) difficulty in finding employment elsewhere because person-focused pay programs are always firm specific
  2. B) higher likelihood of being laid off during periods of business slowdown
  3. C) higher likelihood of remaining employed during periods of business slowdown
  4. D) feelings of inequity

Answer:  C

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.6: Explain the advantages and disadvantages of person-focused pay plans.

 

41) Which of the following costs is NOT associated with the use of person-focused pay programs?

  1. A) payroll
  2. B) overhead
  3. C) training
  4. D) recruitment

Answer:  D

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.6: Explain the advantages and disadvantages of person-focused pay plans.

 

42) Wei is the HR manager of a manufacturing facility that has used the cross-departmental system and has noticed that absenteeism rates have been significantly lower since implementing this system. As a result, Wei may tell the managers that the company is able to do which of the following?

  1. A) award pay increases to those whose absenteeism is low
  2. B) increase the size of the workforce
  3. C) increase the size of the training budget
  4. D) reduce the size of the workforce

Answer:  D

Difficulty:  Moderate

Skill:  Application of Knowledge

AACSB:  Application of Knowledge

LO:  5.6: Explain the advantages and disadvantages of person-focused pay plans.

 

43) ________ refers to a job design approach that creates more intrinsically motivating and interesting work environments.

Answer:  Job enrichment

Difficulty:  Easy

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.6: Explain the advantages and disadvantages of person-focused pay plans.

 

44) Person-focused pay programs depend, in large part, on well-designed ________ programs.

Answer:  training

Difficulty:  Moderate

Skill:  Concept

AACSB:  Analytical Thinking

LO:  5.6: Explain the advantages and disadvantages of person-focused pay plans.

 

 

 

 

 

 

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Human Resource Management
Human Resource Management, 15th Edition, 2017, Gary Dessler,
Strategic Compensation: A Human Resource Management Approach, 9th Edition, 2017, Joseph J. Martocchio
Fundamentals of Human Resource Management, 4th Edition, 2016, Gary Dessler
Human Resource Management, 14th Edition, 2016, R. Wayne Dean Mondy, Retired, Joseph J. Martocchio
Mastering Project Human Resource Management: Effectively Organize and Communicate with All Project Stakeholders, 2015, Harjit Singh
Managing Human Resources, 8th Edition, 2016, Luis R. Gomez-Mejia, David B. Balkin, Robert L. Cardy

-----

PART 1: Setting the Stage for Strategic Compensation
1. Strategic Compensation: A Component of Human Resource Systems
2. Contextual Influences on Compensation Practice
PART 2: Bases for Pay
3. Seniority Pay and Merit Pay
4. Incentive Pay
5. Person-Focused Pay
PART 3: Designing Compensation Systems
6. Building Internally Consistent Compensation Systems
7. Market-Competitive Compensation Systems
8. Building Pay Structures that Recognize Employee Contributions
PART 4: Employee Benefits
9. Discretionary Benefits
10. Legally-Required Benefits
PART 5: Contemporary Strategic Compensation Challenges
11. Compensating Executives
12. Compensating the Flexible Workforce
PART 6: Compensation Around the World
13. Compensating Expatriates
14. Pay and Benefits outside the United States
Epilogue
15. Challenges Facing Compensation Professionals
------
Managing Human Resources Today
Managing Equal Opportunity and Diversity
Human Resource Strategy and Analysis
STAFFING: WORKFORCE PLANNING AND ENFORCEMENT
Job Analysis and Talent Management
Personnel Planning and Recruiting
Selecting Employees
TRAINING AND HUMAN RESOURCE DEVELOPMENT
Training and Developing Employees
Performance Management and Appraisal
Managing Careers
COMPENSATION AND TOTAL REWARDS
Developing Compensation Plans
Pay for Performance and Employee Benefits
EMPLOYEE AND LABOR RELATIONS
Maintaining Positive Employee Relations
Labor Relations and Collective Bargaining
Improving Occupational Safety, Health, and Risk Management
SPECIAL ISSUES IN HUMAN RESOURCE MANAGEMENT
Managing HR Globally
Managing Human Resources in Small and Entrepreneurial Firms
PHR and SPHR Knowledge Base
Comprehensive Cases
------
Human Resource Management: An Overview
Business Ethics and Corporate Social Responsibility
Equal Employment Opportunity, Affirmative Action, and Workforce Diversity
Staffing
Strategic Planning, Human Resource Planning, and Job Analysis
Recruitment
Selection
Performance Management and Training
Performance Management and Appraisal
Training and Development
Compensation
Direct Financial Compensation (Core Compensation)
Indirect Financial Compensation (Employee Benefits)
Labor Relations, Employee Relations, Safety, and Health
Labor Unions and Collective Bargaining
Internal Employee Relations
Employee Safety, Health, and Wellness
Operating in a Global Environment
Global Human Resource Management
------
Lectures, Test Bank, Case Study, Video Guides
Equal Opportunity,
Recruitment, Placement, Talent Management,
Job Analysis, Talent Management Process,
Personnel Planning, Recruiting,
Employee Testing, Selection,
Training, Development,
Developing Employees,
Performance Management, Appraisal,
Managing Careers, Retention,
Compensation,
Establishing Strategic Pay Plans,
Pay for Performance, Financial Incentives,
Benefits, Services,
Labor Relations,
Safety,
Health,
Human Resource Management Lectures

 

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HRM Human Resource Management - New Collection 2017

1. Youtube Playlist: See the collection of HRM Videos - link

2. Download the Selected HRM Human Resource Management E-books for Free

3. HRM Human Resource Management PPT slides - Free Download

Human Resource Management, 15th Edition, 2017, Gary Dessler - LINK Free PPT Download

Strategic Compensation: A Human Resource Management Approach, 9th Edition, 2017, Joseph J. Martocchio - LINK 

Fundamentals of Human Resource Management, 4th Edition, 2016, Gary Dessler - Link Free PPT Download

Managing Human Resources, 8th Edition, 2016, Luis R. Gomez-Mejia, David B. Balkin - Link Free PPT download

4. HRM Cases and Answers  - buy

5. Instructor Manualbuy

6. Test Bank  - Free Download

Managing Human Resources, 8e (Gomez-Mejia et al.) - link free download

Strategic Compensation: A Human Resource Management Approach, 9th Edition, 2017, Martocchio   - link free download

Human Resource Management, 15th Edition, 2017, Gary Dessler   - Link free Download

 

 

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