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WGU C236 COMPENSATION AND BENEFITS
OBJECTIVE ASSESSMENT EXAM TEST BANK 2024
ALL 500+ QUESTIONS AND ANSWERS ALREADY
GRADE A+
A human resources professional at a large firm needs to fill an accountant position. The job description provides information about the compensation range, firm location, number of employees in the company, minimal qualifications, and company values. Which part of the job description did the human resources professional fail to included?
- The job design
- The job content
- The job evaluation standards
- The job performance standards
The job content To what does internal reward alignment refer?
- It refers to a compensation analysis to gauge the organization's competitiveness
- It refers to the efficacy of the organization's retention program relative to the industry
- It refers to how an employee's rewards compare to rewards received by others in the
- It refers to the situation that exists when an organization's rewards are at least equal to
organization
market rates It refers to how an employee's rewards compare to rewards received by others in the organization 1 / 4
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2 Workers in a small manufacturing company are currently paid whatever the CEO feels is appropriate. The company's new compensation specialist intends to determine the relative worth or value of each job in the company as part of setting a new salary scale. Which human resource activity will this compensation specialist be conducting?
- A pay survey
- A job structure
- A job evaluation
- A performance appraisal
A job evaluation An employee is assigned the task of designing the job-value structure at his company. The employee has.......
- Recruiting employees
- Writing job descriptions
- Performing a job analysis
- Determining job importance
Determining job importance Several jobs have been grouped into job families based on their functions of the organization.Compensation levels must now be determined to establish internal award alignment. Which part of the job structure describes this human resources activity?
- Job analysis
- Job evaluation
- Job description
- Job benchmarking 2 / 4
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3 Job evaluation Which type of market gives job seekers more negotiation power than employers?
- Labor-driven
- Product-driven
- Employer-driven
- Geographically-driven
Labor-driven A company that produces poker chips intends to benchmark its rewards system. Which method should be used to select the benchmark in this scenario?
- Benchmark metrics
- Benchmark analysis
- Benchmark competitors
- Benchmark custom data
Benchmark competitors Which type of market gives job seekers more power in negotiating terms of employment?
- labor-driven
- Product-driven
- Employer-driven
- Geographically-driven
Labor-driven A manager is confronted by an employee who says she is thinking about a job offer from another company. Subsequently, the manager wants to collect verifiable data on what 3 / 4
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4 competing organizations are paying so the organization can match up with the market. From where can the manager collect this data?
- Public media
- Internal Revenue Service
- Bureau of Labor Statistics
- Self-reports on the internet
Bureau of Labor Statistics Which challenge to market analysis is present if a company expands into an international market that has marginally trained workers?
- Inaccurate data
- Lack of technology
- Cultural norms for compensations
- Failure to define relative labor market
Inaccurate data How can central tendency in compensation be used to improve a market analysis?
- By justifying the discrepancies between pay levels
- By determining the pay range for a specific job position
- By aligning the single number that represents a current pay trend
- By finding the single number that represents how many people are paid
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By finding the single number that represents how many people are paid What is the foundation of external reward positioning in an organization's overall compensation program?