HRIR 3021 EXAM GUIDE QUESTIONS
WITH COMPLETE ANSWERS
Implied Contract Example - Answer-- handbook says employee will receive disciplinary
steps 1-4 and the employee is terminated w/o following these steps
- managers promise lifetime employment & employee is subsequently fired
Public Policy Example - Answer-- employee terminated after getting injured
- employee reports company for dumping toxic waste in nearby lake & is terminated
Job Structure - Answer-the relative pay for different jobs within the org
Pay Level - Answer-the avg amt (including wages, salaries & bonuses) the org pays for
a particular job
Pay Structure - Answer-job structure + pay level which helps the org achieve goals
related to employee motivation, cost control & the ability to attract & retain talented
human resources
Legal Requirements - Answer-- equal pay for equal work
- minimum wage
- overtime pay
- restrictions on child labor
Market Forces - Answer-- product markets
- labor markets
Organization's Goals - Answer-- high-quality workforce
- cost control
- equity & fairness
- legal compliance
Fair Labor Standards Act of 1938 - Answer-- establishes a min wage
- employers must pay higher wage for working beyond 40 hours a week (1.5x)
Exempt Employees - Answer-- executive, professional, administrative & highly
compensated white-collar employees
- need not pay them 1.5x their regular pay for working overtime
Nonexempt Employees - Answer-most employees paid on an hourly basis & subject to
the laws governing overtime pay
Benchmarking - Answer-- a procedure in which an org compares its own practices
against those of successful competitors
, - in terms of compensation, involves use of pay surveys
Equity Theory - Answer-ppl measure outcomes such as pay in terms of their inputs
External Equity - Answer-describes fairness of one's pay relative to what employees in
other orgs earn for doing the same job
Internal Equity - Answer-describes fairness of one's pay relative to other employees in
the same org
Paycheck - Answer-details about the individual employee's pay
Market Data - Answer-description of the data used for decision making
Pay Planning - Answer-data about pay ranges & potential for future earnings
Pay Strategy - Answer-data about pay ranges & potential for future earnings
Pay Strategy - Answer-explanation of how pay decisions relate to the org's objectives
Open Salary - Answer-full disclosure of the org's pay ranges & salaries paid
Job Evaluation - Answer-an administrative procedure for measuring the relative worth of
the org's jobs
job involvement - Answer-the degree to which ppl identify themselves w their job
organizational commitment - Answer-the degree to which an employee identifies w the
org & is willing to put forth effort on its behalf
job satisfaction - Answer-a pleasant feeling resulting from the perception that one's job
fulfills/allows for the fulfillment of one's important job values
role analysis technique - Answer-a process of formally identifying expectations
associated w a role
1) members of role set write expectations for role
2) members of role set discuss expectations
3) preliminary list of role's duties & behaviors
4) role occupant lists expectations for others in role set
5) members of role set discuss expectations & reach consensus on occupant's role
- modified list of role's duties & behavior
exit interview - Answer-a meeting of departing employee w the employee's supervisor
&/or a HR specialist to discuss the employee's reasons for leaving
WITH COMPLETE ANSWERS
Implied Contract Example - Answer-- handbook says employee will receive disciplinary
steps 1-4 and the employee is terminated w/o following these steps
- managers promise lifetime employment & employee is subsequently fired
Public Policy Example - Answer-- employee terminated after getting injured
- employee reports company for dumping toxic waste in nearby lake & is terminated
Job Structure - Answer-the relative pay for different jobs within the org
Pay Level - Answer-the avg amt (including wages, salaries & bonuses) the org pays for
a particular job
Pay Structure - Answer-job structure + pay level which helps the org achieve goals
related to employee motivation, cost control & the ability to attract & retain talented
human resources
Legal Requirements - Answer-- equal pay for equal work
- minimum wage
- overtime pay
- restrictions on child labor
Market Forces - Answer-- product markets
- labor markets
Organization's Goals - Answer-- high-quality workforce
- cost control
- equity & fairness
- legal compliance
Fair Labor Standards Act of 1938 - Answer-- establishes a min wage
- employers must pay higher wage for working beyond 40 hours a week (1.5x)
Exempt Employees - Answer-- executive, professional, administrative & highly
compensated white-collar employees
- need not pay them 1.5x their regular pay for working overtime
Nonexempt Employees - Answer-most employees paid on an hourly basis & subject to
the laws governing overtime pay
Benchmarking - Answer-- a procedure in which an org compares its own practices
against those of successful competitors
, - in terms of compensation, involves use of pay surveys
Equity Theory - Answer-ppl measure outcomes such as pay in terms of their inputs
External Equity - Answer-describes fairness of one's pay relative to what employees in
other orgs earn for doing the same job
Internal Equity - Answer-describes fairness of one's pay relative to other employees in
the same org
Paycheck - Answer-details about the individual employee's pay
Market Data - Answer-description of the data used for decision making
Pay Planning - Answer-data about pay ranges & potential for future earnings
Pay Strategy - Answer-data about pay ranges & potential for future earnings
Pay Strategy - Answer-explanation of how pay decisions relate to the org's objectives
Open Salary - Answer-full disclosure of the org's pay ranges & salaries paid
Job Evaluation - Answer-an administrative procedure for measuring the relative worth of
the org's jobs
job involvement - Answer-the degree to which ppl identify themselves w their job
organizational commitment - Answer-the degree to which an employee identifies w the
org & is willing to put forth effort on its behalf
job satisfaction - Answer-a pleasant feeling resulting from the perception that one's job
fulfills/allows for the fulfillment of one's important job values
role analysis technique - Answer-a process of formally identifying expectations
associated w a role
1) members of role set write expectations for role
2) members of role set discuss expectations
3) preliminary list of role's duties & behaviors
4) role occupant lists expectations for others in role set
5) members of role set discuss expectations & reach consensus on occupant's role
- modified list of role's duties & behavior
exit interview - Answer-a meeting of departing employee w the employee's supervisor
&/or a HR specialist to discuss the employee's reasons for leaving
