莲喇母透降贸多大号 人力资源管理 Chapter 8 Pay Structure Decisions True/False Questions 11-1.Job-structure decisions are concerned with individual pay equity. Ans:F Difficulty:M Page 389 L01 11-2.Pay-level decisions have their primary impact on attraction and retention of employees. Ans:T Difficulty:E Page 389 L01 11-3.Equity theory suggests that people often evaluate their situations by comparing them with those of other people. Ans:T Difficulty:M Page 389 L01 11-4.Labor-market competition places a lower bound on pay levels. Ans:T Difficulty:E Page 391 第1页共26页
人力资源管理 Chapter 8 Pay Structure Decisions True/False Questions 11-1. Job-structure decisions are concerned with individual pay equity. Ans: F Difficulty: M Page 389 LO1 11-2. Pay-level decisions have their primary impact on attraction and retention of employees. Ans: T Difficulty: E Page 389 LO1 11-3. Equity theory suggests that people often evaluate their situations by comparing them with those of other people. Ans: T Difficulty: M Page 389 LO1 11-4. Labor-market competition places a lower bound on pay levels. Ans: T Difficulty: E Page 391 第 1 页 共 26 页
链喇挂降餐多产导 人力资源管理 LO3 11-5.The two major components that determine an organization's labor costs are average cost per employee and the staffing level. Ans:T Difficulty:E Page 390 LO3 11-6.Essentially,labor-market competition is the amount an organization must pay to compete against other companies that hire similar types of employees. Ans:T Difficulty:M Page 391 LO3 11-7.Product-market comparisons that focus on labor costs deserve greater weight when labor costs represent a small share of total costs. Ans:F Difficulty:M Page 390 LO3 11-8.An organization should decide to give more relative weight to pay data gathered from its product-market competitors in setting pay when attracting qualified employees is difficult. Ans:F Difficulty:M Page 391 L03 第2页共26页
人力资源管理 LO3 11-5. The two major components that determine an organization’s labor costs are average cost per employee and the staffing level. Ans: T Difficulty: E Page 390 LO3 11-6. Essentially, labor-market competition is the amount an organization must pay to compete against other companies that hire similar types of employees. Ans: T Difficulty: M Page 391 LO3 11-7. Product-market comparisons that focus on labor costs deserve greater weight when labor costs represent a small share of total costs. Ans: F Difficulty: M Page 390 LO3 11-8. An organization should decide to give more relative weight to pay data gathered from its product-market competitors in setting pay when attracting qualified employees is difficult. Ans: F Difficulty: M Page 391 LO3 第 2 页 共 26 页
肖外径份氨多本是 人力资源管理 11-9.It is usually valid to compare return-on investment ratios such as revenues/labor cost among organizations in different industries. Ans:F Difficulty:M Page 392 L03 11-10.Key or benchmark jobs are defined as jobs that are common to many organizations. Ans:T Difficulty:E Page 392 LO2 11-11.Among blue-collar jobs covered by collective bargaining contracts,there is usually a single-- -rate of pay for all employees who do the same lob. Ans:T Difficulty:E Page 393 L02 11-12.A market pay policy line can be developed using job-evaluation data and market pay policy data based on an organization's key jobs. Ans:T Difficulty:M Page 396 LO2 11-13.Conceptually,a job structure can be defined as the relative worth of various jobs in the organization. 第3页共26页
人力资源管理 11-9. It is usually valid to compare return-on investment ratios such as revenues/labor cost among organizations in different industries. Ans: F Difficulty: M Page 392 LO3 11-10. Key or benchmark jobs are defined as jobs that are common to many organizations. Ans: T Difficulty: E Page 392 LO2 11-11. Among blue-collar jobs covered by collective bargaining contracts, there is usually a single- - -rate of pay for all employees who do the same lob. Ans: T Difficulty: E Page 393 LO2 11-12. A market pay policy line can be developed using job-evaluation data and market pay policy data based on an organization’s key jobs. Ans: T Difficulty: M Page 396 LO2 11-13. Conceptually, a job structure can be defined as the relative worth of various jobs in the organization. 第 3 页 共 26 页
链剥挂将发多大是 人力资源管理 Ans:T Difficulty:E Page 388 L02 11-14.The most common form of job-evaluation system used by organizations relies on single evaluators rating jobs. Ans:F Difficulty:E Page 394 L02 11-15.Experience,education,and complexity are all examples of compensable factors. Ans:T Difficulty:E Page 394 L02 11-16.Job-evaluation procedures are used for making external equity comparisons Ans:F Difficulty:E Page 394 L02 11-17.Pay ranges are typically larger at lower job levels than at higher job levels in most job-based pay systems. Ans:F Difficulty:E Page 396 L02 第4页共26页
人力资源管理 Ans: T Difficulty: E Page 388 LO2 11-14. The most common form of job-evaluation system used by organizations relies on single evaluators rating jobs. Ans: F Difficulty: E Page 394 LO2 11-15. Experience, education, and complexity are all examples of compensable factors. Ans: T Difficulty: E Page 394 LO2 11-16. Job-evaluation procedures are used for making external equity comparisons. Ans: F Difficulty: E Page 394 LO2 11-17. Pay ranges are typically larger at lower job levels than at higher job levels in most job-based pay systems. Ans: F Difficulty: E Page 396 LO2 第 4 页 共 26 页
肖外径份氨多本是 人力资源管理 11-18.A compa-ratio equivalent to 1 suggests that actual pay is consistent with the pay policy. Ans:T Difficulty:M Page 399 L02 11-19.Broadband pay programs can lead to weaker budgeting control and rising labor costs. Ans:T Difficulty:M Page 405 LO2 11-20.Skill-based pay systems fit well with the needs of hi-tech learning organizations. Ans:T Difficulty:M Page 406 LO2 11-21.The use of "banding.in organizations may mean fewer promotional opportunities for employees. Ans:T Difficulty:E Page 405 L02 11-22.Relative labor costs among the United States,Western European countries,and Japan have been stable over the past decade Ans:F 第5页共26页
人力资源管理 11-18. A compa-ratio equivalent to 1 suggests that actual pay is consistent with the pay policy. Ans: T Difficulty: M Page 399 LO2 11-19. Broadband pay programs can lead to weaker budgeting control and rising labor costs. Ans: T Difficulty: M Page 405 LO2 11-20. Skill-based pay systems fit well with the needs of hi-tech learning organizations. Ans: T Difficulty: M Page 406 LO2 11-21. The use of “banding. in organizations may mean fewer promotional opportunities for employees. Ans: T Difficulty: E Page 405 LO2 11-22. Relative labor costs among the United States, Western European countries, and Japan have been stable over the past decade. Ans: F 第 5 页 共 26 页