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Strategic Compensation: A
Component of Human
ST
Resources Management, 2nd
UV
Canadian Edition
TEST BANK
IA
_A
Joseph J. Martocchio, Carol Ann Samhaber
PP
Comprehensive Test Bank for Instructors and
RO
Students
||| ||| || ||| || | || ||| | || ||| |
VE
9780138041045
© Joseph J. Martocchio & Carol Ann Samhaber. All rights
D?
reserved. Reproduction or distribution without permission is
prohibited.
© MEDCONNOISSEUR
, TABLE OF CONTENTS
Test Bank – Strategic Compensation: A Component of Human Resources Management (2nd Canadian
Ed.)
Authors: Joseph J. Martocchio and Carol Ann Samhaber
ST
ISBN: 9780138041045
PART I: SETTING THE STAGE FOR STRATEGIC COMPENSATION
Chapter 1: Strategic Compensation: A Component of Human Resources Management
UV
Chapter 2: Influences on Compensation Practice
PART II: BASES FOR PAY
Chapter 3: Traditional Bases for Pay: Seniority and Merit
Chapter 4: Incentive Pay
IA
Chapter 5: Person-Focused Pay
PART III: DESIGNING COMPENSATION SYSTEMS
_A
Chapter 6: Building Internally Consistent Compensation Systems
Chapter 7: Building Market-Competitive Compensation Systems
Chapter 8: Building Pay Structures that Recognize Employee Contributions
PART IV: EMPLOYEE BENEFITS AND CONTEMPORARY TOPICS
PP
Chapter 9: Employee Benefits
Chapter 10: Compensating Executives
Chapter 11: Compensating the Flexible Workforce: Contingent Employees and Flexible Work
Schedules
RO
PART V: GLOBAL COMPENSATION
Chapter 12: Compensating Expatriates
Chapter 13: International Compensation
VE
D?
, Test Bank for Strategic Compensation: A Human Resources Management Approach,
Second Edition
Chapter 1 Strategic Compensation: A Component of Human Resources Management
ST
Multiple Choice Questions
1) ________ refers to the design and implementation of compensation systems to reinforce the
objectives of both HRM strategies and competitive business strategies.
UV
A) Extrinsic compensation
B) Strategic compensation
C) Strategic analysis
D) Intrinsic compensation
Answer: B
Difficulty: Moderate
IA
Skill: Concept
LO: 1.1: Define strategic compensation.
2)____ refers to multiple HRM practices to reinforce competitive business strategy.
_A
A) Human resources management industry practices
B) Human resources management legislation
C) Human resources management strategies
D) Human resources management theories
Answer: C
PP
Difficulty: Moderate
Skill: Concept
LO: 1.1: Define strategic compensation.
3) Which of the following describes a human resources management or compensation strategic
RO
business partner?
A) An HRM practitioner that works within the relevant HRM legislation.
B) An HRM practitioner that works within the relevant HRM best practices.
C) An HRM practitioner that works within the relevant organizational strategies.
D) An HRM practitioner is not a strategic business partner.
VE
Answer: C
Difficulty: Moderate
Skill: Concept
LO: 1.1: Define strategic compensation.
4) Protection or benefits programs are what type of compensation benefits?
D?
A) external
B) non-monetary rewards
C) internal
D) monetary
Answer: B
Difficulty: Moderate
Skill: Concept
1
, LO: 1.1: Define strategic compensation.
5) Government sponsored benefits ________________.
A) are not applicable in all provinces and territories
B) only applies to government employees
ST
C) are a form of taxation
D) are a form of social insurance
Answer: D
Difficulty: Moderate
Skill: Concept
UV
LO: 1.1: Define strategic compensation.
6) Job analysis is ________________.
A) an elective process for gathering, documenting, and analyzing information in order to
describe jobs.
B) is a systematic process for gathering, documenting, and analyzing information in order to
IA
describe jobs.
C) is a systematic process for gathering and analyzing information in order to pay jobs.
D) is a systematic process for analyzing information in order to describe jobs.
Answer: B
_A
Difficulty: Moderate
Skill: Concept
LO: 1.1: Define strategic compensation.
PP
7) Which of the following is an example of a core compensation?
A) medical insurance
B) vacations
C) day care assistance
D) monetary compensation
RO
Answer: D
Difficulty: Easy
Skill: Concept
LO: 1.1: Define strategic compensation.
VE
8) This concept describes an organization's success when the organization acquires or develops
capabilities that facilitate outperforming the competition.
A) differentiation
B) capital
C) compensation practices
D?
D) competitive advantage
Answer: D
Difficulty: Easy
Skill: Concept
LO: 1.1: Define strategic compensation.
2
Strategic Compensation: A
Component of Human
ST
Resources Management, 2nd
UV
Canadian Edition
TEST BANK
IA
_A
Joseph J. Martocchio, Carol Ann Samhaber
PP
Comprehensive Test Bank for Instructors and
RO
Students
||| ||| || ||| || | || ||| | || ||| |
VE
9780138041045
© Joseph J. Martocchio & Carol Ann Samhaber. All rights
D?
reserved. Reproduction or distribution without permission is
prohibited.
© MEDCONNOISSEUR
, TABLE OF CONTENTS
Test Bank – Strategic Compensation: A Component of Human Resources Management (2nd Canadian
Ed.)
Authors: Joseph J. Martocchio and Carol Ann Samhaber
ST
ISBN: 9780138041045
PART I: SETTING THE STAGE FOR STRATEGIC COMPENSATION
Chapter 1: Strategic Compensation: A Component of Human Resources Management
UV
Chapter 2: Influences on Compensation Practice
PART II: BASES FOR PAY
Chapter 3: Traditional Bases for Pay: Seniority and Merit
Chapter 4: Incentive Pay
IA
Chapter 5: Person-Focused Pay
PART III: DESIGNING COMPENSATION SYSTEMS
_A
Chapter 6: Building Internally Consistent Compensation Systems
Chapter 7: Building Market-Competitive Compensation Systems
Chapter 8: Building Pay Structures that Recognize Employee Contributions
PART IV: EMPLOYEE BENEFITS AND CONTEMPORARY TOPICS
PP
Chapter 9: Employee Benefits
Chapter 10: Compensating Executives
Chapter 11: Compensating the Flexible Workforce: Contingent Employees and Flexible Work
Schedules
RO
PART V: GLOBAL COMPENSATION
Chapter 12: Compensating Expatriates
Chapter 13: International Compensation
VE
D?
, Test Bank for Strategic Compensation: A Human Resources Management Approach,
Second Edition
Chapter 1 Strategic Compensation: A Component of Human Resources Management
ST
Multiple Choice Questions
1) ________ refers to the design and implementation of compensation systems to reinforce the
objectives of both HRM strategies and competitive business strategies.
UV
A) Extrinsic compensation
B) Strategic compensation
C) Strategic analysis
D) Intrinsic compensation
Answer: B
Difficulty: Moderate
IA
Skill: Concept
LO: 1.1: Define strategic compensation.
2)____ refers to multiple HRM practices to reinforce competitive business strategy.
_A
A) Human resources management industry practices
B) Human resources management legislation
C) Human resources management strategies
D) Human resources management theories
Answer: C
PP
Difficulty: Moderate
Skill: Concept
LO: 1.1: Define strategic compensation.
3) Which of the following describes a human resources management or compensation strategic
RO
business partner?
A) An HRM practitioner that works within the relevant HRM legislation.
B) An HRM practitioner that works within the relevant HRM best practices.
C) An HRM practitioner that works within the relevant organizational strategies.
D) An HRM practitioner is not a strategic business partner.
VE
Answer: C
Difficulty: Moderate
Skill: Concept
LO: 1.1: Define strategic compensation.
4) Protection or benefits programs are what type of compensation benefits?
D?
A) external
B) non-monetary rewards
C) internal
D) monetary
Answer: B
Difficulty: Moderate
Skill: Concept
1
, LO: 1.1: Define strategic compensation.
5) Government sponsored benefits ________________.
A) are not applicable in all provinces and territories
B) only applies to government employees
ST
C) are a form of taxation
D) are a form of social insurance
Answer: D
Difficulty: Moderate
Skill: Concept
UV
LO: 1.1: Define strategic compensation.
6) Job analysis is ________________.
A) an elective process for gathering, documenting, and analyzing information in order to
describe jobs.
B) is a systematic process for gathering, documenting, and analyzing information in order to
IA
describe jobs.
C) is a systematic process for gathering and analyzing information in order to pay jobs.
D) is a systematic process for analyzing information in order to describe jobs.
Answer: B
_A
Difficulty: Moderate
Skill: Concept
LO: 1.1: Define strategic compensation.
PP
7) Which of the following is an example of a core compensation?
A) medical insurance
B) vacations
C) day care assistance
D) monetary compensation
RO
Answer: D
Difficulty: Easy
Skill: Concept
LO: 1.1: Define strategic compensation.
VE
8) This concept describes an organization's success when the organization acquires or develops
capabilities that facilitate outperforming the competition.
A) differentiation
B) capital
C) compensation practices
D?
D) competitive advantage
Answer: D
Difficulty: Easy
Skill: Concept
LO: 1.1: Define strategic compensation.
2
