100+ câu trắc nghiệm Quản trị thù lao lao động có đáp án

internally consistent compensation system

market comparison standards

generalized work activities

intra-organizational job markers

pay grades

pay ranges

pay levels

pay structures

There is not enough information to make this determination.

The midpoint will be lower than the market average.

The midpoint will be the same as the market average.

The midpoint will be higher than the market average.

multiple-tier pay system

pay compression

broadbanding

two-tier pay system

uses a trust to hold stock in individual employee accounts and distributes it to employees upon retirement

contributes company shares of its own stock or cash to be used to purchase company stock to a trust established to purchase shares of the firm's stock for employees

involves the firm regularly distributing a percentage of profits as profit shares to employees

provides tax advantages for employees by deferring income taxes, often until the employee retires

engages employees in a common effort to achieve a company's productivity objectives with any resulting cost-savings gains shared among employees and the company

incentive pay

merit pay

pay-for-knowledge

seniority pay

internally consistent compensation systems

market-competitive pay systems

job evaluation compensation systems

externally consistent compensation systems

market monopolies and lower labor costs

market monopolies and company turnover

smaller labor markets and strategic outlines

technological innovations and increased global competition

It rewards employees on their promise to make positive contributions to the work place.

A reward is based on the successful acquisition of work-related skills or knowledge.

It compensates employees for the number of jobs in which they possess the skills to perform.

It compensates employees for the jobs they currently perform.

merit pay

retention pay

incentive pay

pay structures

It is lower for higher-level employees than for lower-level employees.

It is dependent on subjective performance appraisals.

It depends on the extent to which employees control the attainment of a desired goal.

It decreases as incentive pay represents a greater proportion of total core compensation

job summary

job context

job content

job structure

piecework

management incentive

referral

behavior encouragement

Pay rates should mirror pay rate differences among the competition.

Jobs that require higher qualifications should be paid more than jobs that require lower qualifications.

All jobs should be valued according to neeD.

All jobs should be valued equally because every job directly contributes to competitive advantage

compensation plan

regression analysis

compensation survey

strategic analysis

changes in employee benefits over time

pay rates that reflect both the company's and the external market's valuations of jobs

changes in wages and salaries over time

changes in labor costs between geographic locations

benchmark jobs

median pay

mean pay

market-competitive pay

internal pay scales

internal pay benchmarks

nominal pay rates

internal job structures

market match

market lead

market pay line

market lag

pay ranges

pay grades

market lines

market-competitive pay structures