Hrmg 5920 midterm exam | Human Resource Management

HRMG 5920 Midterm
1. The term “ sore thumbing” when applied to the job evaluation process relates toa. A profile that is too highb. A very low rating scorec. A rating that appears to be inappropriated. Physical problems related to the job2. Which of the four are the four “universal compensable factors”?Skill, effort, responsibility, working conditions3. The measurement of the physical or mental exertion needed for performance of a joba. Skillb. Responsibilityc. Effortd. Working conditions4. This entails a series of judgments, under uncertainty, that companies direct toward achieving specific goalsa. Job analysisb. Strategic managementc. Scientific managementd. Strategic planning5. Which of the following sections of a job description permits quick and easy identification as to whether or not the job is exempt or nonexempt relative to the requirements established under FSLA.a. Job summaryb. Job dutiesc. Job titled. Job status6. Universal compensable factors are derived from which federal act?a. Civil Rights Act of 1963b. American with Disabilities Actc. Fair Labor Standards Actd. Equal Pay Act7. Job evaluation isa. Measuring an employee’s performanceb. The process of deciding the relative importance of one job as compared to anotherc. The extent to which a job description fits the actual tasks of the jobd. Management’s evaluation of the effectiveness of the job8. What describes the consolidation of a number of existing salary ranges into a single wider pay grade?a. Pay structureb. Job segregationc. Market lined. Broadbanding9.  Determine Compensation professionals are compensable factors to whether jobs are the same, in order to comply with which federal legislation?a. Equal Pay Act of 1963b. Davis-Bacon Act of 1931c. Fair Labor Standards Act of 1938d. Civil Rights Act of 196410. A job evaluation program servers all but which of the following purposes for an organization?a. Establishes grounds for firingb. Assists in establishing an equitable and competitive pay structurec. Identifies promotional opportunitiesd. Orders jobs based on worth11. A step by step description of how to perform work activitiesa. Performance Standardsb. Job analysisc. Job description d. Standard Operating Procedures12. What are an employee’s skills, efforts, responsibilities, and the working conditions of a job site labeled?a. Commendable factorsb. Compensable factorsc. Competency factorsd. Compensational factors13. This occurs whenever an employer applies an employment practice to all employees, but the practice leads to unequal treatment of protected employee groups.a. Disparate treatmentb. Discriminatory treatmentc. Discriminatory impactd. Disparate impact14. One or more tasks performed to carry out a job responsibility.a. Taskb. activityc. Dutyd. Responsibility15. Which of the following statements BEST describes compensable factors?a. Statement that define the specific attributes of a particular job most preciselyb. Physical working conditions surrounding a jobc. Relatively abstract and complex qualities and features that relate to all kinds of jobsd. Skills used in solving growth related problems in jobs16. Passage of this Act requires compensation professionals to demonstrate that alleged discriminatory pay practices are a business necessity.a. Fair Labor Standards Act of 1938b. Equal Pay Act of 1938c. Civil Rights Act of 1991d. Davis-Bacon Act of 193117. The historical era in US History which created the need for the implementation of human resource strategies as we know today was the Revolutionary WarIndustrial RevolutionWorld War IICivil War18. The extent to which an employer depends on the employee to perform the job as expected, with emphasis on the importance of the job obligation.a. Responsibilityb. Effortc. Working conditionsd. Skill19. The Factor Evaluation System includes ________ compensable factorsa. 9b. 11c. 3d. 720. Which of the following is the most commonly used method of job evaluation?a. Market pricingb. Factor comparisonc. Point factord. Classification21. Which unit of analysis in the job analysis process is the smallest?a. Taskb. Familyc. Elementd. Job22. A major barrier facing the implementation of an effective job analysis program is a. Cannot be kept currentb. Has limited usefulnessc. requires considerable time of all partiesd. Must meet rigid federal guidelines23. One of the first documents an employee should be asked to complete in the job analysis process isa. List of tasksb. Working conditionsc. Knowledge and skill requirements to perform job assignmentsd. Organization chart identifying supervisor they report to and their reporting subordinates24. Which of the following are not covered under the Fair Labor Standards Act?a. Minimum wageb. Child labor provisionsc. Overtime wage ratesd. Fringe benefits25. When performing a job analysis, one component of a job which should be thoroughly researched is essential job functions. This is important when determining an individual’s ability to perform the job under the a. Occupational Safety and Health Actb. Fair Labor Standards Actc. American with Disabilities Actd. Equal Pay Act26. In addition to the incumbent, the best individual (or party) to contact to clarify task statements is a. Human resource subject-matter analystb. Immediate Supervisorc. Manager of unitd. Grievance specialist27. Knowledge, responsibilities, and conditions within which a job is performed.a. Employment standardsb. Specificationsc. Performance standardsd. Duties28. Under the Fair Labor Standards Act (FLSA) the current federal minimum wage for covered exempt employee is a. $6.15b. $5.15c. $5.85d. $6.5529. The physical surroundings and hazards of a job, including dimenstions such as inside v. outside work, excessive heat or cold, fumes, and other factors relating to poor ventilationa. Responsibilityb. Effortc. Skilld. Working conditions30. Which of the following is a goal of a compensation department?a. To recognize individual contributionsb. Market competitivenessc. Internal equityd. All of the above31. This refers to the pay relationships among different jobs/ skills/ competencies within a single organizationa. Internal consistencyb. External; equityc. External competitivenessd. Internal equity32. Any kind of action, movement, or behavior required of an incumbent to perform job assignmentsa. Dutyb. Taskc. Activityd. Responsibility33. Broadbanding is characterized by all but which of the following?a. Teamwork over individual contributionsb. Increased number of targeted pay gradesc. Fewer, larger salary rangesd. Flatter, less hierarchical corporation structures34. The most heavily weighted factor in the Factor Evaluation System is a. Responsibilityb. Knowledge requiredc. Scoped. Problem solving35. Basic units of knowledge and skills employees must acquire or demonstrate in order to perform work assignments successfullya. Competitivenessb. Behaviorc. Attributed. Competency36. The four criteria used to determine exempt/nonexemopt status of an employee under FLSA are a. Professional, Administrative, Executive, Computer-Relatedb. Permanent, Administrative, Executive, Clericalc. Permanent, Administrative, Executive, Computer-Relatedd. Professional, Executive, Supervising, Clerical37. There are at least as many _______as there are incumbents.a. Occupationsb. Positionsc. Class-seriesd. Jobs38. A coordinated series of work activities used to produce an identifiable and definable output which can be consumed or used.a. Taskb. Dutyc. Activityd. Responsibility39. Which method is the most effective way to collect a wide array of job content data in a relatively short period of time?a. Diary/logsb. Questionnairec. Interviewd. Observation40. A critical component of both compensation and selections systems which define in writing the responsibilities, requirement, functions, duties, location, environment, conditions and other aspects of jobsa. Job evaluationsb. Job analysesc. Job structuresd. Job descriptions
41.It is stated “the safest definition of compensable factors is that of the US Department of Labor.” Defend this statement.
42. Describe some ways in which an organization can utilize a job description.
43. Why is it important for all employees to understand the meaning of compensation? 44. What is meant by internal equity? What is the relationship between internal equity and-job evaluation? 45. How can job analyses be use d to strengthen the legal standing of a company ?

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