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SAINT HRA562 MIDTERM EXAM 2017 (SCORE 100%)

QuestionQuestion 1 (1 point) Question 1 This type of pay is often given to employees upon involuntary termination, and in some cases also includes continued medical insurance under the company’s policy.Question 1 options:Sympathy payContinued employment payResignation paySeverance payQuestion 2 (1 point) Question 2 These describe the terms of employment that are set between management and union bargaining representatives.Question 2 options:Collective bargaining agreementsJoint employment agreementsEmployee relationship agreementsWorkplace requisite agreementsQuestion 3 (1 point) Question 3 This strategic human resource concept allows employees to work the hours that are most suitable to them in order to meet both their personal and business needs.Question 3 options:FlextimeReward timeFree timePersonal timeQuestion 4 (1 point) Question 4 What is type of pay system rewards employees for partially or completely attaining a predetermined work objective?Question 4 options:Incentive paySeniority payMerit paySkill-based payQuestion 5 (1 point) Question 5 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?Question 5 options:The Civil Rights Act of 1964The Equal Pay Act of 1963The Family and Medical Leave Act of 1993The Fair Labor Standards Act of 1938Question 6 (1 point) Question 6 What are responsible for guiding the activities of a particular company in the market?Question 6 options:Tactical decisionsStrategic decisionsInformative decisionsWorker majority decisionsQuestion 7 (1 point) Question 7 Which of the following would be an example of a non-monetary reward?Question 7 options:VacationsMedical insuranceDay care assistanceAll of the aboveQuestion 8 (1 point) Question 8 What is the primary factor that will prevent companies from growing in the next decade?Question 8 options:Caps on executive pay in some organizationsIncreased government regulationsThe inability to attract and retain employeesIncreased global competitionQuestion 9 (1 point) Question 9 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.Question 9 options:Early retirement programsResignation plansEmployee expenditure plansSeverance plansQuestion 10 (1 point) Question 10 This group is directly involved in producing goods and delivering services for a company.Question 10 options:ExecutivesLine employeesManagersStaff employeeQuestion 11 (1 point) Question 11 What governmental agency enforces the Equal Pay Act of 1963 (in addition to enforcing many other employment discrimination laws)?Question 11 options:EEOCATFWWENAACPQuestion 12 (1 point) Question 12 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.Question 12 options:Americans with Disabilities Act of 1990Executive Order 11246The Older Workers Benefit Protection ActThe Civil Rights Act of 1991Question 13 (1 point) Question 13 This amendment to the US Constitution gives Congress the power to regulate commerce with foreign nations, individual states, and Indian Tribes.Question 13 options:The Fifth AmendmentThe First AmendmentThe Fourteenth Amendment, Section 1Article I, Section 8Question 14 (1 point) Question 14 A policy that applies to all company employees, but unintentionally hurts a protected group disproportionately would be what form of discrimination?Question 14 options:Disparate impactDisparate treatmentSituational discriminationDisparate causalityQuestion 15 (1 point) Question 15 This act strengthened the Equal Pay Act of 1963 by now requiring employers to show that pay disparities are job related rather than sex-based.This act also prohibits employers from retaliating against employees  who share their salary information.Question 15 options:The Davis ActThe Age Discrimination in Employment Act of 1967The Civil Rights Act of 1964The Paycheck Fairness ActQuestion 16 (1 point) Question 16 What are the revised guidelines introduced in 2004 for determining whether jobs are exempt from FLSA overtime pay provisions called?Question 16 options:Overtime Nonexempt RulesFair Pay RulesGlass Ceiling ActBennett AmendmentQuestion 17 (1 point) Question 17 Which of these was given as a reason why union influence has diminished?Question 17 options:Technological advancesForeign automobile manufacturers producing higher quality vehiclesUnion companies demonstrating lower profits than non-union companiesAll of the aboveQuestion 18 (1 point) Question 18 These types of jobs are subject to the FLSA overtime provisions?Question 18 options:EqualNonexemptNonequalExemptQuestion 19 (1 point) Question 19 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.Question 19 options:The Americans with Disabilities Act of 1990 (ADA)The Older Workers Benefit Protection Act (OWBPA)The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)The Civil Rights Act of 1991Question 20 (1 point) Question 20 Construction contractors, working on government contracts valued at more than $2,000, must pay their laborers and mechanics what type of local area based wage according to the Davis-Bacon Act of 1931?Question 20 options:Prevailing wageMinimum wagePrevalent wageDiscretionary wageQuestion 21 (1 point) Question 21 For a merit pay system to work for a company using the lowest-cost competitive strategy which two conditions must be met?Question 21 options:Employees are creative risk takers & the company's competitive strategy has a long term focus.Employees are creative risk takers & pay increases are tied to productivity.Pay increases are tied to productivity & productivity levels are maintained over time.Productivity levels are maintained over time & employees are creative risk takers.Question 22 (1 point) Question 22 This ratings error term refers to managers who have a tendency to allow their initial judgment about an employee to ignore or distort their appraisal of that employee's actual performance?Question 22 options:Critical incident errorThe first-impression effectBias errorThe similar-to-me effectQuestion 23 (1 point) Question 23 Which evaluation system requires that supervisors compare each employee to every other employee, identifying the better performer in each pair?Question 23 options:The critical incident techniquePaired comparisonForced distributionHierarchicalQuestion 24 (1 point) Question 24 Which of the following is an advantage of seniority pay systems?Question 24 options:They encourage employees to continue to increase their skill setsThey reward exemplary performanceThey reward employees on an objective basisThey help to promote product qualityQuestion 25 (1 point) Question 25 Among the various performance appraisal techniques, this appraisal system is the most defensible in court because it is based on actual observable job performance behaviors.Question 25 options:Forced distributionPaired comparison360 degree performance appraisalsBehaviorally-anchored rating scalesQuestion 26 (1 point) Question 26 This type of performance rater's error occurs when the rater generalizes bad behavior on one aspect of the employee's job performance to the employee's over-all performance.Question 26 options:Negative leniency errorNegative halo effectError of strictnessNegative impression errorsQuestion 27 (1 point) Question 27 Which performance appraisal tool is most often used with managers and professional employees?Question 27 options:Comparison systemsManagement by objectivesBehavioral systemsTrait systemsQuestion 28 (1 point) Question 28 Which performance appraisal error reflects the tendency to rate every employee at the low end of the rating scale, regardless of actual performance?Question 28 options:Negative halo errorContrast errorsErrors of strictnessError of central tendencyQuestion 29 (1 point) Question 29 This term refers to the minimum pay increase that employees view as a significant change in their compensation amount?Question 29 options:Minimal pay incidentJust-meaningful pay increaseSatisfactory compensation paymentHalo effect increaseQuestion 30 (1 point) Question 30 Which performance appraisal system displays illustrations only of positive behaviors shown by an employee in various job dimensions?Question 30 options:Behavioral observation scales (BOS)Management by objectives (MBO)Behaviorally-anchored rating scales (BARS)Critical incident technique (CIT)Question 31 (1 point) Question 31 This incentive plan has a buy-back provision.Question 31 options:ESOPsRuckerScanlonImproshareQuestion 32 (1 point) Question 32 Behavioral encouragement plans work best as an incentive for which type of competitive strategy?Question 32 options:CyclicalDifferentiationLowest-costHighest qualityQuestion 33 (1 point) Question 33 Which of the following is true concerning incentive pay?Question 33 options:Motivates employees to be more productive, but does little to control payroll costs.Awards are granted in one-time payouts.Incentive levels are generally subjective in nature.The award is earned only when the predetermined work objective is totally completed.Question 34 (1 point) Question 34 Which of the following is true about the level of risk involved with incentive pay?Question 34 options:The level of risk is lower for higher-level employees than those who are lower in the job structure.The level of risk decreases as incentive pay represents a greater proportion of total core compensation.The level of risk depends on the extent to which employees control the attainment of a desired goal.The level of risk is dependent on subjective performance appraisals.Question 35 (1 point) Question 35 Which of the following is true of most general stock compensation plans?Question 35 options:Company stock represents partial equity in the company.The company stock shares represent equity segments of equal value.Stock options refer to what an employee can do with the stock once they purchase it.Employees own the stock upon purchase.Question 36 (1 point) Question 36 Which gain sharing program measures productivity physically rather than in terms of dollar savings, and emphasizes the rapid completion of products by employees?Question 36 options:RuckerManagement incentive planImproshareThe Scanlon PlanQuestion 37 (1 point) Question 37 The general rule of thumb is that short-term company goals last less than how long?Question 37 options:1 month5 years6 months1 yearQuestion 38 (1 point) Question 38 Gunther Rohn was rewarded for making a suggestion that saved Ewe and Eye Electronics thousands of dollars. Which type of incentive compensation approach might have worked best?Question 38 options:Group incentive programsGanagement incentive plansEmployee stock ownership planGain sharing planQuestion 39 (1 point) Question 39 Which gain sharing plan focuses on lowering the percentage of labor costs using a value-added formula?Question 39 options:Behavior encouragement planImproshareScanlon PlanRucker PlanQuestion 40 (1 point) Question 40 This group incentive system was designed to provide employees with financial incentives for increasing customer satisfaction, increasing productivity, lowering costs, or improving safety.Question 40 options:Gain SharingTeam basedSmall groupProfit sharingQuestion 41 (1 point) Question 41 Skill variety, task identity, autonomy, and feedback are the elements that make up this theory.Question 41 options:Position requisiteJob characteristicsPosition componentsJob demandsQuestion 42 (1 point) Question 42 Teams that have members learn scheduling, coordinating, training, and leading others are emphasized in what type of work team?Question 42 options:Supervisory work teamsManagement teamsNon-supervised work teamsSelf-regulating work groupsQuestion 43 (1 point) Question 43 Pay-for-knowledge and skill-based pay are two types of person-focused pay programs that fall under this pay category.Question 43 options:Service basedCompetency-basedInnovation-basedStair-stepQuestion 44 (1 point) Question 44 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 pay program?Question 44 options:The stair-step modelThe skill blocks modelThe job-point accrual modelThe cross-departmental modelQuestion 45 (1 point) Question 45 Which of the following are the two main reasons given for adopting pay-for-knowledge programs?Question 45 options:Smaller labor markets and strategic outlinesMarket monopolies and company turnoverTechnological innovations and increased global competitionMarket monopolies and lower labor costsQuestion 46 (1 point) Question 46 Which of the following is a characteristic of job-based pay?Question 46 options:It rewards employees on their promise to make positive contributions to the work place.It compensates employees for the number of jobs in which they possess the skills to perform.It compensates employees for the jobs they are currently performing.A reward is based on the successful acquisition of work-related skills or knowledge.Question 47 (1 point) Question 47 This is considered "at the heart" of person-focused pay programs.Question 47 options:ManagementInnovationTrainingDataQuestion 48 (1 point) 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.Question 48 options:Cross-departmentalStair-stepJob-point accrualSkill blocksQuestion 49 (1 point) Question 49 This term refers to the degree to which the job enables the employee to work on it from start to finish.Question 49 options:Skill varietyTask significanceTask identityFeedbackQuestion 50 (1 point) Question 50 What is one of the main differences between a skill blocks model and a stair-step model?Question 50 options:The skill blocks model only emphasizes horizontal skills.The stair-step model addresses depth, while the skill blocks model emphasizes both horizontal and vertical skills.Stair-step models do not apply to jobs within the same family.Employees do not progress to more complex jobs in the stair-step model.Question 51 (1 point) Question 51 The federal GS classification system is divided into how many classifications?Question 51 options:2161015Question 52 (1 point) Question 52 Developing internally consistent job structures affects the competitive strategy of a company. Which of the following is a potential constraint on competitive strategy?Question 52 options:Internally consistent job structures lead to less routinization.Internally consistent job structures potentially create far more bureaucratization within an organization.Internally consistent structures potentially reduce a company's rigidity to respond to moves by the competition.Internally consistent job structures potentially cause the definition of jobs to become less fluid.Question 53 (1 point) Question 53 This replaced the Dictionary of Occupational Titles, and identifies 23 major occupational groups.Question 53 options:American Occupational Classification NetworkO*NETStandard Occupational Classification SystemOccupational Information NetworkQuestion 54 (1 point) Question 54 Which job evaluation method entails ordering jobs on the basis of extremes?Question 54 options:ClassificationPaired comparisonFactor comparisonAlternation rankingQuestion 55 (1 point) Question 55 What was the main effect created by the revisions to the ADA regulations passed in 2008?Question 55 options:It is now easier for an individual seeking protection under the ADA to establish that he or she has a disability within the meaning of the ADA.Costs will be contained much more than in the past.Companies may no longer perform job analyses to see if they comply with the Americans with Disabilities Act.There are more hurdles for individuals seeking protection under the ADA to pass through in order to weed out false claims.Question 56 (1 point) Question 56 In the job analysis process this term represents a group of positions that are identical with respect to their major tasks.Question 56 options:Job familyOccupationJobElementQuestion 57 (1 point) Question 57 These two are job evaluation techniques.Question 57 options:Market-based & job contentMarket-based & appeals-basedCompensable content & job-basedCompensable content & job contentQuestion 58 (1 point) Question 58 Which job evaluation plan is most widely used by companies due to its ability to balance internal and external market considerations?Question 58 options:RankingFactor comparisonPoint methodClassificationQuestion 59 (1 point) Question 59 Universal compensable factors are derived from which federal Act?Question 59 options:Fair Labor Standards ActCivil Rights Act of 1963Equal Pay ActAmericans with Disabilities ActQuestion 60 (1 point) Question 60 Which job evaluation technique orders all jobs from lowest to highest according to a single criterion?Question 60 options:Point methodPaired comparisonSimple-rankingAlternationQuestion 61 (45 points) Question 61 Explain the job characteristics theory. How does it tie in with intrinsic compensation?Question 61 options:Question 62 (45 points) Question 62 Explain the compensation professional's role in serving each of the following stakeholders: Employees, executives, and the U.S. Government.Question 62 options:

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**************** * ** ****** ******** 1This type of pay is ***** ***** ** ********* upon *********** termination and ** some cases **** includes ********* ******* insurance ***** *** company’s policyQuestion 1 **************** ************ ********** ************** ************ *********** * ** ****** ******** ****** describe *** ***** ** employment **** are set between management *** union ********** *********************** 2 ****************** ********** agreementsJoint ********** agreementsEmployee ************ agreementsWorkplace requisite agreementsQuestion * ** point) ******** 3This strategic human ******** ******* ****** ********* to **** *** ***** **** *** **** ******** to them ** ***** to meet both their ******** *** ******** ************* * ********************** ******** ************ ************ * ** ****** ******** ***** is type ** *** ****** rewards ********* *** ********* or ********** attaining * ************* **** ****************** * options:Incentive ************ ******** ************** *********** 5 ** ****** ******** ***** US ******* *** *********** a ******** ******* **** for employees ******** ** ******** ******* **** **** ***** ******** ** ********* ******* for the ** *********** ** well ** ******** **** ********** of ****** ** oppressive ***** labor?Question * options:The Civil ****** Act ** ******* ***** Pay Act of 1963The Family and ******* ***** *** ** 1993The **** ***** ********* Act ** ************ * ** ****** ******** ***** *** responsible *** ******* *** activities of * ********** ******* ** *** market?Question * **************** ****************** decisionsInformative decisionsWorker ******** ***************** * ** ****** ******** 7Which ** *** ********* ***** be ** ******* ** * ************ *************** * ************************ insuranceDay care ************* of the aboveQuestion 8 ** ****** ******** ***** ** *** ******* factor **** will ******* ********* **** ******* in *** next decade?Question * ************ ** executive 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********** ******** including ****** transportation ****** accommodations and ****************** ** options:Americans **** ************ Act ** ************* ***** ******** ***** ******* ******* ********** ****** Civil Rights Act of ************ 13 ** ****** ******** 13This ********* ** *** US Constitution ***** Congress the ***** ** ******** ******** **** ******* ******* ********** ****** and Indian TribesQuestion 13 options:The ***** ************ ***** ************ ********** ********* ******* 1Article I ******* 8Question ** ** ****** ******** *** ****** **** applies to *** company ********* *** unintentionally ***** * ********* group ****************** ***** ** **** **** ** *********************** ** ***************** *************** treatmentSituational *********************** ***************** ** ** point) ******** 15This *** strengthened the ***** *** Act of **** ** *** requiring employers ** show **** *** *********** *** *** ******* rather than ************* *** **** ********* ********* **** *********** ******* ********* *** ***** their ****** ******************* ** options:The ***** ActThe *** ************** ** ********** *** ** ******* ***** ****** *** ** ******* Paycheck Fairness ActQuestion 16 (1 ****** Question ****** *** the ******* ********** ********** in **** *** *********** ******* **** *** exempt **** **** ******** *** ********** *************** ** **************** ********* ********* *** ********** Ceiling ********** AmendmentQuestion ** ** ****** ******** ******* of ***** *** ***** ** a ****** why ***** ********* *** ******************* ** ********************* *************** ********** ************* ********* ****** quality ************* ********* ************* lower ******* **** non-union ************ ** *** ************* ** ** ****** ******** ******* types ** **** *** ******* to *** FLSA overtime ******************* ** ******************************************** 19 ** ****** ******** 19This was enacted ** order ** allow employees *** are ********** laid *** ** **** * change ** their ********** ****** ** *********** ****** ** the ****************** ******* insurance planQuestion ** options:The ********* **** ************ *** ** **** ******** ***** ******* Benefit ********** *** ********** Consolidated ******* ****** Reconciliation *** of **** ********** ***** ****** *** ** 1991Question 20 (1 ****** ******** ************** *********** working ** government contracts ****** ** more **** ***** must *** their ******** *** mechanics what **** ** ***** **** ***** wage ********* ** *** *********** Act ** ************* ** ****************** *********** wagePrevalent wageDiscretionary wageQuestion ** (1 point) ******** ***** * merit pay ****** ** **** for a ******* ***** *** *********** competitive ******** ***** *** conditions must ** met?Question ** ***************** *** creative **** ****** ***** *** ********* *********** ******** *** a **** **** ************** *** ******** **** ****** ***** *** ********* *** **** ** *************** increases *** **** to productivity & ************ levels *** maintained over **************** ****** *** ********** **** **** ***** ********* *** ******** **** takersQuestion ** (1 point) Question ****** ******* ***** **** refers ** managers *** have * tendency ** ***** ***** ******* ******** ***** an ******** ** ****** ** ******* ***** ********* ** **** ********** ****** ******************** ** **************** incident ******** first-impression effectBias ******** similar-to-me effectQuestion ** ** ****** ******** ******* ********** ****** requires **** *********** compare each ******** to ***** ***** ******** *********** the better performer ** **** ************* 23 options:The ******** ******** techniquePaired **************** ******************************** ** ** point) ******** ******* of *** ********* ** ** advantage ** ********* *** **************** ** options:They ********* employees ** ******** ** ******** their ***** ******** ****** ********* *************** ****** employees ** ** ********* ********* help ** ******* product *************** 25 ** ****** ******** ******* the ******* performance ********* ********** **** appraisal ****** ** the **** ********** in ***** because it is based ** ****** ********** *** *********** behaviorsQuestion 25 options:Forced ****************** comparison360 ****** *********** ******************************* ****** ************** ** ** point) ******** ****** type ** performance ******* error ****** **** *** ***** generalizes *** behavior ** one ****** ** the ********** *** *********** ** *** ********** over-all ******************* ** options:Negative ******** errorNegative halo *********** ** ****************** ********** ************** 27 ** ****** ******** 27Which *********** appraisal **** ** **** ***** used **** ******** *** ************ ****************** ** options:Comparison ***************** ** ******************** ************ *************** ** (1 point) ******** 28Which *********** ********* ***** reflects the ******** to **** every employee ** *** low *** ** *** ****** ***** ********** ** ****** ******************** 28 **************** **** ************* errorsErrors ** *************** of ******* **************** ** ** ****** ******** ****** **** ****** ** the ******* *** increase **** employees **** ** * significant ****** ** ***** compensation amount?Question ** *************** *** *********************** *** increaseSatisfactory ************ *********** ****** **************** ** (1 ****** ******** ******* performance appraisal system ******** ************* only ** positive ********* shown ** ** employee in various job ******************* ** ****************** observation ****** (BOS)Management by ********** ************************** ****** ****** ************** ******** ********* ************* ** (1 ****** ******** 31This ********* **** has * buy-back ***************** ** options:ESOPsRuckerScanlonImproshareQuestion ** ** ****** ******** 32Behavioral encouragement ***** **** **** ** ** ********* *** which type ** competitive ***************** ** options:CyclicalDifferentiationLowest-costHighest *************** 33 ** point) ******** 33Which ** *** following ** true concerning ********* pay?Question 33 ***************** ********* ** be more ********** *** does ****** to ******* ******* costsAwards *** ******* ** ******** **************** ****** *** generally ********** ** ********* award ** ****** **** **** the ************* work ********* ** ******* completedQuestion 34 ** ****** ******** ******* ** *** ********* is **** about *** ***** ** **** ******** **** ********* ************ ** *********** level ** **** is lower for ************ ********* **** those *** *** ***** ** the job ************ ***** ** risk ********* ** ********* *** ********** * greater ********** ** ***** core *************** level ** risk ******* ** *** extent to which ********* control *** ********** ** a ******* ******* ***** ** risk is ********* ** ********** performance ****************** ** ** ****** ******** ******* of the following ** **** of **** general ***** ************ ************** 35 options:Company ***** ********** partial ****** ** *** companyThe ******* ***** ****** represent equity ******** ** ***** ********** ******* ***** ** **** ** employee *** ** **** *** ***** **** **** ******** itEmployees *** *** ***** **** **************** 36 (1 point) Question ******* gain ******* program ******** ************ physically ****** **** ** ***** of ****** ******* and ********** *** ***** ********** of ******** ** ****************** ** options:RuckerManagement incentive planImproshareThe Scanlon PlanQuestion ** ** point) ******** ***** general rule ** ***** ** **** ********** company goals last **** **** how ************* ** options:1 ****** ****** ******* ************ ** ** ****** ******** 38Gunther **** *** ******** for ****** * ********** **** ***** Ewe *** *** *********** thousands ** ******* ***** **** of ********* compensation ******** ***** have ****** ************* ** ************* ********* ****************** incentive ************* ***** ********* ******** ******* ************ ** ** point) Question 39Which **** ******* **** ******* ** ******** *** percentage ** ***** costs ***** * *********** **************** ** options:Behavior encouragement ********************* ********** ************ ** ** ****** ******** ****** ***** ********* ****** *** ******** ** ******* ********* **** ********* incentives *** increasing ******** ************ ********** ************ ******** ***** ** improving ************** 40 ************ SharingTeam ********** *********** *************** ** ** ****** ******** 41Skill variety **** ******** autonomy and ******** *** *** ******** **** **** ** this theoryQuestion 41 options:Position ************ *********************** componentsJob *************** 42 ** point) ******** ******* **** **** ******* learn ********** ************ ******** *** ******* others *** ********** ** **** **** ** **** ************* ** options:Supervisory work *************** ******************* **** teamsSelf-regulating **** ************** ** ** point) Question ******************* *** skill-based *** *** *** types ** person-focused *** ******** that fall ***** **** *** **************** ** options:Service basedCompetency-basedInnovation-basedStair-stepQuestion ** ** ****** ******** ******* ****** * raise in pay **** ** finished *** training for *** ********** * ******** He **** receive ******* ***** **** ** ******** the ******** for *** Technician * position *** company is ******** using ***** **** ** *** **************** ** options:The ********** ******** skill ****** ******** ********* accrual ******** ****************** ************* ** ** ****** Question ******* ** the ********* are *** two **** ******* ***** *** ******** pay-for-knowledge ***************** ** *************** ***** ******* *** ********* ************** ********** *** company ********************* *********** *** ********* global competitionMarket ********** and lower ***** costsQuestion 46 ** ****** Question ******* of *** following is * ************** ** ********* ************ ** options:It ******* ********* on their ******* ** **** ******** ************* ** *** **** placeIt *********** ********* *** the number ** jobs ** ***** **** ******* the ****** ** ********* compensates employees *** *** **** they *** ********* *********** reward ** ***** ** *** ********** acquisition of ************ ****** ** ***************** ** ** ****** ******** ****** is ********** *** *** ****** of person-focused *** programsQuestion ** ************************************************ 48 (1 ****** ******** **** **** ***************** ***** ********* *** ******** *** ********** ***** ****** ****** * ****** job ****** **** ** the ****** do *** ***** on each ************* ** ********************************************* ************ ************** ** ** ****** ******** ****** **** refers ** *** degree to ***** *** *** enables the ******** to **** ** it from ***** ** finishQuestion ** ************* *********** **************** ************************ ** (1 point) ******** ****** ** *** ** *** main differences ******* a ***** blocks ***** *** a ********** ************** ** options:The ***** ****** ***** **** ********** ********** ********* ********** ***** addresses ***** ***** *** ***** ****** ***** ********** both horizontal *** ******** skillsStair-step models ** *** ***** ** jobs within the **** familyEmployees ** *** ******** ** more ******* **** ** *** ********** ************* 51 ** ****** ******** 51The ******* ** ************** system ** ******* **** *** **** ************************ 51 options:2161015Question ** ** point) Question ************ ********** ********** *** ********** ******* *** *********** strategy of * company Which ** the ********* ** a ********* constraint on competitive ***************** ** ****************** ********** *** ********** **** ** **** *********************** ********** job ********** *********** ****** *** **** ***************** within ** organizationInternally consistent structures potentially ****** * ********* ******** ** ******* ** ***** ** *** ********************* ********** *** structures *********** ***** the ********** of **** ** become **** ************* ** ** ****** Question ****** ******** *** ********** ** Occupational Titles *** ********** ** ***** occupational groupsQuestion ** **************** ************ Classification ******************** ************ ************** SystemOccupational Information NetworkQuestion ** ** ****** Question ******* *** ********** ****** ******* ******** **** ** *** ***** of ***************** ** **************************** **************** ********************* *************** ** ** ****** Question ****** *** *** main ****** created ** *** ********* ** the *** regulations passed ** 2008?Question ** options:It ** *** ****** for an ********** ******* ********** ***** *** *** ** ********* **** he ** *** has a ********** within the ******* ** *** ******** **** ** ********* **** more **** ** *** ************* may ** ****** ******* *** ******** ** see ** they ****** with *** Americans with ************ ******** *** more ******* for *********** ******* protection ***** *** *** ** **** ******* in order ** **** *** ***** ************** ** ** ****** Question 56In *** *** analysis process **** **** ********** a ***** ** ********* **** *** ********* **** respect to their ***** ************* ** options:Job ********************************** 57 ** ****** Question 57These *** are *** evaluation ****************** 57 options:Market-based ***** *** contentMarket-based ***** appeals-basedCompensable content ***** ******************** ******* ***** *** *************** ** (1 ****** ******** ******* job ********** **** ** most ****** **** ** ********* *** to its ability ** ******* ******** and ******** market considerations?Question ** options:RankingFactor *************** methodClassificationQuestion ** ** ****** ******** *********** *********** ******* are ******* **** which ******* ************ ** options:Fair Labor Standards ActCivil ****** *** ** 1963Equal Pay ************ with ************ *********** 60 (1 ****** ******** ******* *** ********** technique ****** *** jobs **** lowest to ******* according to a single ****************** ** ************* ************ ******************************************* ** (45 ******* Question 61Explain *** *** characteristics ****** *** **** it *** ** **** ********* compensation?Question 61 **************** 62 *** ******* Question 62Explain *** ************ ************** **** ** serving **** ** the following stakeholders: ********* ********** and the ** ****************** ** ********

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