Strategic Compensation: A Human Resource Management Approach – 11th Edition (Martocchio) | Complete Test Bank All Chapters

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Strategic Compensation
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A Human Resources
Management Approach
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11th Edition

Joseph J. Martocchio
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Carol Ann Samhaber
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Test Bank for Strategic Compensation: A Human Resources Management Approach, 11th
Edition

Chapter 1 Strategic Compensation: A Component of Human Resources Management

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.
A) Extrinsic compensation
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B) Strategic compensation
C) Strategic analysis
D) Intrinsic compensation
Answer: B
Difficulty: Moderate
Skill: Concept
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LO: 1.1: Define strategic compensation.

2) refers to multiple HRM practices to reinforce competitive business strategy.
A) Human resources management industry practices
B) Human resources management legislation
C) Human resources management strategies
D) Human resources management theories
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Answer: C
Difficulty: Moderate
Skill: Concept
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LO: 1.1: Define strategic compensation.

3) Which of the following describes a human resources management or compensation strategic
business partner?
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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.
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D) An HRM practitioner is not a strategic business partner.
Answer: C
Difficulty: Moderate
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Skill: Concept
LO: 1.1: Define strategic compensation.
4) Protection or benefits programs are what type of compensation benefits?
A) external
B) non-monetary rewards
C) internal
D) monetary
Answer: B
Difficulty: Moderate
Skill: Concept
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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
C) are a form of taxation
D) are a form of social insurance
Answer: D
Difficulty: Moderate
Skill: Concept
LO: 1.1: Define strategic compensation.
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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
describe jobs.
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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
Difficulty: Moderate
Skill: Concept
LO: 1.1: Define strategic compensation.
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7) Which of the following is an example of a core compensation?
A) medical insurance
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B) vacations
C) day care assistance
D) monetary compensation
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Answer: D
Difficulty: Easy
Skill: Concept
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LO: 1.1: Define strategic compensation.

8) This concept describes an organization's success when the organization acquires or develops
capabilities that facilitate outperforming the competition.
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A) differentiation
B) capital
C) compensation practices
D) competitive advantage
Answer: D
Difficulty: Easy
Skill: Concept
LO: 1.1: Define strategic compensation.



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9) Which of the following refers to the planned use of organizational resources-financial capital,
equipment capital, and human capital to promote and sustain competitive advantage?
A) strategic analysis
B) comparative analysis
C) 360 degree analysis
D) competitive business strategy
Answer: D
Difficulty: Moderate
Skill: Concept
LO: 1.1: Define strategic compensation.
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10) Which of following enables organizations to generate income, higher organization stock
prices, economic value, strong positive brand identity, and reputation?
A) capital
B) assets
C) competency
D) human capital
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Answer: A
Difficulty: Moderate
Skill: Concept
LO: 1.2: Summarize the role of compensation as a strategic business partner.

11) As a strategic business partner, HRM and compensation professionals today need to think
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most like whom?
A) vice president operations
B) chief financial officer (CFO)
C) chief executive officer (CEO)
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D) controller
Answer: C
Difficulty: Moderate
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Skill: Concept
LO: 1.2: Summarize the role of compensation as a strategic business partner.
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12) In General Electric's human resource leadership program (HRLP), successful participants
will achieve which of the following?
A) gain an understanding of the depth of specialization for each (HRM) function
B) gain an understanding of HRM competencies, global leadership skills, and business acumen
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C) gain an understanding of the depth of specialization for each HRM function
D) gain an understanding of HRM from a generalist's perspective
Answer: B
Difficulty: Easy
Skill: Application of Knowledge
LO: 1.2: Summarize the role of compensation as a strategic business partner.




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