HRM531 Human Capital Management Week 2 Knowledge Check 100% CORRECT
· ___________bridge the gap between organizational objectives and individual expectations and aspirations.
- [removed]
Rewards
- [removed]
Employment practices
- [removed]
Financial systems
- [removed]
Corporate compensation systems
· 2
The Sarbanes–Oxley Act of 2002 requires that
- [removed]
companies can seek repayment for incentives paid that were later found to be materially inaccurate
- [removed]
executives cannot retain bonuses or profits from selling company stock if they mislead the public about the financial health of the company
- [removed]
the Securities and Exchange Commission meet annually to discuss bonuses
- [removed]
the minimum wage change each year
· 3
______________cover 128 million workers in the United States.
- [removed]
Defined-contribution programs
- [removed]
Defined-benefit programs
- [removed]
Workers’ compensation programs
- [removed]
Point-of-service programs
· 4
In the United States, salary discussions among employees are protected under
- [removed]
Salary.com
- [removed]
the Equal Pay Act (1963)
- [removed]
the National Labor Relations Act (1935)
- [removed]
the Fair Labor Standards Act (1938)
· 5
Which of the following is NOT another name for gain sharing?
- [removed]
The Scanlon plan
- [removed]
Control-based compensation
- [removed]
Improshare
- [removed]
The Rucker plan
· 6
Which of the following laws established the first national minimum wage?
- [removed]
Fair Labor Standards Act (1938)
- [removed]
Walsh–Healey Act (1936)
- [removed]
Davis–Bacon Act (1931)
- [removed]
McNamara–O’Hara Service Contract Act (1965)
· 7
The gatekeeper in a managed care health insurance plan is the
- [removed]
the HR representative
- [removed]
primary care physician
- [removed]
insurance cost monitor
- [removed]
the employee
· 8
In labor economics, __________________ theory holds that unless an employee can produce a value equal to the value received in wages, it will not be worthwhile to hire that worker.
- [removed]
the willingness to reduce the size of the workforce
- [removed]
the marginal productivity
- [removed]
the concern with pay for position
- [removed]
the percent of company offerings
· 9
The type of private pension plan in which an employer promises to pay a retiree a stated pension is a
- [removed]
defined-contribution plan
- [removed]
defined-performance plan
- [removed]
defined-benefit plan
- [removed]
defined-retirement plan
· 10
What is driving the increasing costs of healthcare?
- [removed]
Rising cost of childcare
- [removed]
Increasing numbers of legal immigrants
- [removed]
Passage of the health care exchanges
- [removed]
Aging population and an increase in obesity
· 11
Narrowing pay ratios between jobs or pay grades in a firm’s pay structure is
- [removed]
pay inequality
- [removed]
pay compression
- [removed]
pay secrecy
- [removed]
pay security
· 12
Gain sharing plans consist of all EXCEPT which of the following elements:
- [removed]
A philosophy of cooperation
- [removed]
An internal equity
- [removed]
An involvement system
- [removed]
A financial bonus
· 13
________________ provides a supplemental, one-time payment when death is accidental, and it provides a range of benefits when employees become disabled—that is, when they cannot perform the main functions of their occupations.
- [removed]
A point-of-service plan
- [removed]
Disability coverage
- [removed]
Medical underwriting
- [removed]
A preferred provider payment
· 14
One strategic issue that should influence the design of benefits is an organization’s
- [removed]
plan to pay panel
- [removed]
stage of development
- [removed]
value to employees
- [removed]
shareholder’s form
· 15
At a comprehensive point of view, a(n) _____ includes anything an employee values and desires that an employer is able and willing to offer in exchange for employee contributions.
- [removed]
competency-based pay system
- [removed]
organizational reward system
- [removed]
merit-pay method
- [removed]
employee stock ownership plan
· 16
One downside of team incentives is that
- [removed]
it does nothing to educate employees about the factors of business success and capitalism
- [removed]
it does not provide retirement income to employees
- [removed]
managers do not feel that incentives motivate employees equally
- [removed]
most employees do not feel that their jobs have a direct impact on profits
· 17
Open pay systems tend to work best when
- [removed]
job performance can be measured objectively
- [removed]
business strategy matches the organizational development stage
- [removed]
effort and performance are related closely over a long time span
- [removed]
there is a union to negotiate pay increases
· 18
__________ is not legally required, and, because of unemployment compensation, many firms do not offer it.
- [removed]
Cost shifting
- [removed]
Severance pay
- [removed]
Retirement pay
- [removed]
Short-term disability
· 19
Reviews of both laboratory and field tests of _____________ are quite consistent. Individuals tend to follow a norm of fairness and to use it as a basis for distributing rewards.
- [removed]
equity theory
- [removed]
the external labor market
- [removed]
the internal labor market
- [removed]
organizational needs
· 20
Evidence indicates that the perceived value of benefits rises when employers introduce
- [removed]
higher salaries
- [removed]
choice through a flexible benefits package
- [removed]
more jobs
- [removed]
flexible supervisors
· 21
Which act covers private-sector employees over age 21 enrolled in noncontributory (100% employer-paid) retirement plans that have 1-year service?
- [removed]
HIPAA (1996)
- [removed]
ADA (1990)
- [removed]
COBRA (1985)
- [removed]
ERISA (1974)
