QuestionHRMG 5920 Midterm

HRMG 5920 Midterm

1. The term “ sore thumbing” when applied to the job evaluation process relates to
a. A profile that is too high
b. A very low rating score
c. A rating that appears to be inappropriate
d. Physical problems related to the job
2. Which of the four are the four “universal compensable factors”?
Skill, effort, responsibility, working conditions
3. The measurement of the physical or mental exertion needed for performance of a job
a. Skill
b. Responsibility
c. Effort
d. Working conditions
4. This entails a series of judgments, under uncertainty, that companies direct toward achieving specific goals
a. Job analysis
b. Strategic management
c. Scientific management
d. Strategic planning
5. 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 summary
b. Job duties
c. Job title
d. Job status
6. Universal compensable factors are derived from which federal act?
a. Civil Rights Act of 1963
b. American with Disabilities Act
c. Fair Labor Standards Act
d. Equal Pay Act
7. Job evaluation is
a. Measuring an employee’s performance
b. The process of deciding the relative importance of one job as compared to another
c. The extent to which a job description fits the actual tasks of the job
d. Management’s evaluation of the effectiveness of the job
8. What describes the consolidation of a number of existing salary ranges into a single wider pay grade?
a. Pay structure
b. Job segregation
c. Market line
d. Broadbanding
9. 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 1963
b. Davis-Bacon Act of 1931
c. Fair Labor Standards Act of 1938
d. Civil Rights Act of 1964
10. A job evaluation program servers all but which of the following purposes for an organization?
a. Establishes grounds for firing
b. Assists in establishing an equitable and competitive pay structure
c. Identifies promotional opportunities
d. Orders jobs based on worth
11. A step by step description of how to perform work activities
a. Performance Standards
b. Job analysis
c. Job description
d. Standard Operating Procedures
12. What are an employee’s skills, efforts, responsibilities, and the working conditions of a job site labeled?
a. Commendable factors
b. Compensable factors
c. Competency factors
d. Compensational factors
13. 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 treatment
b. Discriminatory treatment
c. Discriminatory impact
d. Disparate impact
14. One or more tasks performed to carry out a job responsibility.
a. Task
b. activity
c. Duty
d. Responsibility
15. Which of the following statements BEST describes compensable factors?
a. Statement that define the specific attributes of a particular job most precisely
b. Physical working conditions surrounding a job
c. Relatively abstract and complex qualities and features that relate to all kinds of jobs
d. Skills used in solving growth related problems in jobs
16. Passage of this Act requires compensation professionals to demonstrate that alleged discriminatory pay practices are a business necessity.
a. Fair Labor Standards Act of 1938
b. Equal Pay Act of 1938
c. Civil Rights Act of 1991
d. Davis-Bacon Act of 1931
17. The historical era in US History which created the need for the implementation of human resource strategies as we know today was the
Revolutionary War
Industrial Revolution
World War II
Civil War
18. 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. Responsibility
b. Effort
c. Working conditions
d. Skill
19. The Factor Evaluation System includes ________ compensable factors
a. 9
b. 11
c. 3
d. 7
20. Which of the following is the most commonly used method of job evaluation?
a. Market pricing
b. Factor comparison
c. Point factor
d. Classification
21. Which unit of analysis in the job analysis process is the smallest?
a. Task
b. Family
c. Element
d. Job
22. A major barrier facing the implementation of an effective job analysis program is
a. Cannot be kept current
b. Has limited usefulness
c. requires considerable time of all parties
d. Must meet rigid federal guidelines
23. One of the first documents an employee should be asked to complete in the job analysis process is
a. List of tasks
b. Working conditions
c. Knowledge and skill requirements to perform job assignments
d. Organization chart identifying supervisor they report to and their reporting subordinates
24. Which of the following are not covered under the Fair Labor Standards Act?
a. Minimum wage
b. Child labor provisions
c. Overtime wage rates
d. Fringe benefits

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