Homework Help for Business

Many organizations use performance appraisals of employees to guide merit pay decisions. Using an organization that you are familiar with (by working there, reading about it, knowing someone who works there, etc.), describe how performance appraisals are linked with pay. Do they use a merit pay grid? See Ch. 10 in the text for an example of such a grid. What are the two pros and two cons of linking pay with performance appraisals?

Tips can be conceptualized as a pay-for-performance system. Take a look at this clip:

What are your thoughts on tipping as a compensation system? Do you agree? Disagree? is it cultural?

As a compensation manager, how would you design a performance-pay system for Marrriott using tips?

Many organizations use performance appraisals of employees to guide merit pay decisions. Using an organization that you are familiar with (by working there, reading about it, knowing someone who works there, etc.), describe how performance appraisals are linked with pay. Do they use a merit pay grid? See Ch. 10 in the text for an example of such a grid. What are two pros and two cons of linking pay with performance appraisals?

QUESTION 1

1. According to actuarial estimates, organizations with defined benefit plans pay a higher proportion of total compensation to their pension plans, whereas organizations with defined contribution plans pay a lower proportion.

    True

    False

QUESTION 2

1. What type of benefit is the Canada/Quebec Pension Plan (CPP/QPP)?

   a. service benefit
   b. mandatory benefit
   c. dental benefit
   d. nonmonetary benefit

QUESTION 3

1. Which of the following terms describes a benefit plan that offers a standard set of benefits to all employees?

   a. uniform benefit plan
   b. hybrid benefit plan
   c. cafeteria-type benefit plan
   d. fixed benefits plan

QUESTION 4

1. What is a source of significant costs for defined benefit pension plans?

   a. high interest rate environment
   b. large employee mobility
   c. increase in life expectancy
   d. increased federal corporate taxation

QUESTION 5

1. What type of company pension plan does not guarantee the amount of your annual retirement pension?

   a. defined benefit
   b. RRSP
   c. defined contribution
   d. Canada Pension

QUESTION 6

1. What kind of program allows an employee to "smooth out income" over a number of years, providing an employee with the opportunity to defer income taxes?

   a. registered sabbatical leave plan
   b. health care spending accounts or plans
   c. work–life balance plans
   d. defined contribution plans

QUESTION 7

1. Understanding the tax implication of benefits is important. If an employer pays the full amount of the Long Term Disability (LTD) premium, what is the tax implication?

   a. The employer must pay tax when the employee uses the benefit.
   b. Tax is deferred until the employee returns to work.
   c. The employee must pay tax when the benefit is taken.
   d. Neither employee nor employer pays tax when the benefit is used.

QUESTION 8

1. Which of the following would be considered an ongoing administrative task associated with the process of administering a benefits program?

   a. with fiduciary responsibilities
   b. choosing a benefit system
   c. a defined pension plan
   d. determining the role of indirect pay

QUESTION 9

1. Which of the following types of corporate pension plans shifts investment risk associated with pension income from the employer to the employee?

   a. Old Age Security
   b. Canada Pension
   c. defined benefit
   d. defined contribution

QUESTION 10

1. Which of the following is an advantage of offering a flexible benefit package to employees?

   a. The employer can address diversity concerns without increasing costs.
   b. There are fewer administrative issues.
   c. The plans are tax-favoured.
   d. There are greater economies of scale.

QUESTION 11

1. In the private sector, defined benefit pension plans are far more popular than in the public sector.

    True

    False

QUESTION 12

1. Which managerial strategy will likely look at flexible benefit plans as a cost savings exercise?

   a. hybrid
   b. human relations
   c. high involvement
   d. classical

QUESTION 13

1. Under the Canada Labour Code, all employers covered under federal jurisdictions must provide unpaid compassionate care leave.

    True

    False

QUESTION 14

1. Which of the following is used to evaluate a benefit system?

   a. point value analysis
   b. utility review
   c. competitive analysis
   d. structural plan review

QUESTION 15

1. Which of the following statements best describes a benefit of a defined contribution pension plan from the employee's point of view?

   a. They are more portable than defined benefit plans.
   b. They have less risk.
   c. They are in higher demand.
   d. They are very complex.

QUESTION 16

1. Research findings suggest that pensions have a negative impact in unionized firms.

    True

    False

QUESTION 17

1. Worker's Compensation is a mandatory benefit for most employees covered under provincial jurisdiction.

    True

    False

QUESTION 18

1. What have researchers identified as a benefit to organizations who have pension plans?

   a. lower productivity
   b. lower turnover
   c. higher turnover
   d. higher employee engagement

QUESTION 19

1. When deciding to provide benefits to employees, what needs to be addressed first?

   a. determining the structure of each benefit
   b. developing procedures for administering, communicating, and evaluating the system
   c. asking if the benefits plan helps achieve compensation objectives
   d. determining the role of indirect pay in the compensation strategy

QUESTION 20

1. There are six "major categories" of benefits that can be included in a compensation system's indirect pay component. Which one is mandatory?

   a. defined benefit plan
   b. employee services
   c. employment insurance
   d. health benefits

QUESTION 1

1. You have determined that the lowest-paying employer pays its accounting clerk a mean total compensation of $32,000 and that the highest-paying employer pays its accounting clerk a mean total compensation of $41,600. What is the dispersion in accounting clerks' compensation across firms?

   a. 23 percent
   b. 30 percent
   c. 77th percentile
   d. 25th percentile

QUESTION 2

1. What analytical approach provides a middle value in an ordered list of values?

   a. mean
   b. key job method
   c. compa-ratio
   d. median

QUESTION 3

1. What can you conclude from determining that your company has a very large interquartile range quotient?

   a. You may have a job matching issue.
   b. Your data set is "on market."
   c. You may need to increase wages
   d. Your compa-ratio is not appropriate.

QUESTION 4

1. What is the first step in analyzing compensation survey data?

   a. drawing inferences from the data
   b. aging the data
   c. inspecting the data
   d. assessing central tendency

QUESTION 5

1. Which source of compensation data tends to suffer from poor reliability?

   a. government agencies
   b. industry groups
   c. informal surveys
   d. compensation consultants

QUESTION 6

1. After reviewing your company's pay data, you determine the compa-ratio to be equal to one. What can you conclude from this?

   a. Employees, on average, are being paid above the midpoint at that firm.
   b. The majority of employees are in the fourth pay quartile.
   c. The firm is paying their employees in the bottom half of the pay range.
   d. Employees, on average, are being paid at the midpoint.

QUESTION 7

1. Which statement is an example of public sector wage compression?

   a. Public sector employees at the lower end of the job hierarchy usually earn less than comparable employees in the private sector, while public sector employees at the top of the job hierarchy usually earn more than they would in the private sector.
   b. Public sector employees at the lower end of the job hierarchy usually earn more than comparable employees in the private sector, while public sector employees at the top of the job hierarchy usually earn less than they would in the private sector.
   c. Private sector employees at the lower end of the job hierarchy usually earn more than comparable employees in the public sector, while public sector employees at the top of the job hierarchy usually earn less than they would in the private sector.
   d. Wage compression happens in the public sector when the organization introduces job evaluation and broad banding.

QUESTION 8

1. In the resource industry employers are able to pay more because labour is a small portion of total production costs.

    True

    False

QUESTION 9

1. At a basic level, what do employers need to know when attempting to gather information about a relevant labour market?

   a. what competitors are paying for labour
   b. future labour demand in the industry
   c. competitors' future labour plans
   d. the indirect benefits offered by competitors

QUESTION 10

1. If the economy was doing well and there was a shortage of labour, the HR department should consider compensation differentials to improve recruitment.

    True

    False

QUESTION 11

1. The recent extensive use of indirect pay and performance pay has complicated an organization's ability to analyze and compare compensation data.

    True

    False

QUESTION 12

1. Which of the following best explains a compa-ratio above 1?

   a. on average, employees are being paid below the midpoint at that firm.
   b. on average, employees are being paid above the midpoint at that firm.
   c. on average, employees are being paid at the midpoint at that firm.
   d. on average, employees are being paid above market rates at that firm.

QUESTION 13

1. One way of assessing where employees are actually being paid in the pay range is to ask respondents to report the number of employees in each quartile of the pay range for each job.

    True

    False

QUESTION 14

1. Which term refers to the division of an ordered list of values into either four groups or ten groups?

   a. interquartile groups
   b. percentiles
   c. quartiles or deciles
   d. mode groups

QUESTION 15

1. The first step in conducting a compensation survey is to ensure that employment data is accurate?

    True

    False

QUESTION 16

1. What final step must be completed before applying survey data?

   a. calculating compa-ratio
   b. determining dispersion rates
   c. aging the data

        d. adjusting job hierarchy to match market data

QUESTION 17

1. Assume that higher than average wages are being paid in the tobacco industry. What concept is this an example of?

   a. compensating differential
   b. labour market scarcity
   c. the industry's compa-ratio
   d. positive industry reputation

QUESTION 18

1. Your company has decided to use third-party surveys to help you determine labour market base wages. What is one advantage associated with third-party surveys?

   a. They may not collect important data.
   b. Data collection is easy and they cost little.
   c. They provide aggregate data.
   d. Not all compensation characteristics are collected.

QUESTION 19

1. What is the main advantage of conducting a formal in-house survey?

   a. Technical expertise is readily available.
   b. Most employers are willing to share information
   c. It is easy to design and costs little.
   d. Data quality and appropriateness are ensured.

QUESTION 20

1. In the resource industry employers are able to pay more because labour is a small portion of total production costs.

    True

    False

Event management is one of the startup businesses in the Maldives, where use of technology
is very limited due to unavailability of technology solutions. Your assignment task is to gain
an understanding of the need for technology solution in event Management in Male’ and to
propose an interactive system in which the need can be fulfilled. The aim of the assignment
is to evaluate how well your design of the system and user’s acceptance of the interface by
considering application of heuristics, standards, guidelines and rules.
Example solutions:
1. Design of a system to help manage Event Management expenses and the salary of the
staff.
2. Design a smart phone app to help available dates and the rates per day
3. You are free to propose your own system design
Guidelines for written report
The structure of the report is outlined below. Please note that you should not exceed more
than 3000 words for this report excluding table of content references, all tables and images
in the report.

with APA references

How can patents speed up the process of creative destruction? How can patents slow down the process of creative destruction?

QUESTION 1

1. What is the method to establish pay grade widths in which the point spreads are equal for all pay grades?

   a. pay grade bandwidth approach
   b. equal interval approach
   c. equal increase approach
   d. equal percentage approach

1 points   

QUESTION 2

1. Which variable may be considered an advantage associated with the "a priori" method in determining factor weights?

   a. It simple and easily understood.
   b. It assumes pay structures used for benchmarking are correct.
   c. It emphasizes current pay scales.
   d. It forces committee members to work together.

1 points   

QUESTION 3

1. The point method of job evaluation has many benefits, but it does have some drawbacks. From the list below, what would be considered a drawback of the point method?

   a. creates too large of a hierarchy of jobs
   b. creates a large number of appeals
   c. regression line is very rarely applied to the pay system
   d. appears scientifically objective but in reality it is very subjective

1 points   

QUESTION 4

1. You have been provided with the following information about a certain pay range: minimum $50,000; mid-point $55,000; and maximum $60,000. What is the range spread and the range spread percentage?

   a. $10,000 and 20%
   b. $5,000 and 83.33%
   c. $5,000 and 20%
   d. $10,000 and 8.33%

1 points   

QUESTION 5

1. Which step in developing a job evaluation system using the point method allows you to quantify the extent to which each factor is present in a job?

   a. defining the factors
   b. weighting the factors
   c. scaling the factors
   d. testing the system

1 points   

QUESTION 6

1. A company decides to include "customer contact" as a compensable factor in their job evaluation system. What conclusion can you draw from this?

   a. The organization does not value "customer contact" above all other compensable factors.
   b. The organization wants to avoid customer complaints.
   c. "Customer contact" would be explicitly linked to performance bonuses.
   d. "Customer contact" is central to the execution of the company's strategy.

1 points   

QUESTION 7

1. Which of the following should be avoided when using the point method of job evaluation?

   a. benchmarking
   b. factor overlap
   c. equal interval approach
   d. enlargement of pay grid

1 points   

QUESTION 8

1. A "match the market" pay strategy means all jobs in the organization will actually match the market.

    True

    False

1 points   

QUESTION 9

1. Considering the factor of "supervisory responsibility," which degree statement is an example of inconsistent construct formation?

   a. Degree 1: no supervisory responsibilities
   b. Degree 2: responsible for supervision of one to three subordinates
   c. Degree 3: responsible for supervision of four to nine subordinates
   d. Degree 4: responsible for development of annual operating budget

1 points   

QUESTION 10

1. In a point method of job evaluation, large pay range overlaps are preferred.

    True

    False

1 points   

QUESTION 11

1. Which term refers to the differences between the range midpoints of adjacent pay grades in a pay structure expressed by dollars?

   a. range spread
   b. broadbands
   c. split pay range
   d. intergrade differentials

1 points   

QUESTION 12

1. Which of the following best defines a benchmark job?

   a. It is a job in the firm's job evaluation system for which there is a good match in the labour market data.
   b. It is a job in the market data that matches a pay overlap.
   c. It is the job in the organization that has a regression line equal to (1) on the pay policy line.
   d. It is the job that is adjusted to the market line for the intended pay level.

1 points   

QUESTION 13

1. Mille, a human resource compensation specialist, determines that the correlation coefficient is nearly –1 (negative one) after calculating a straight regression line. What conclusion can Mille make based on this nearly perfect correlation coefficient?

   a. The lower the job evaluation points, the lower the pay
   b. The higher job evaluation points, the higher the pay.
   c. The higher the job evaluation points, the lower the pay.
   d. The nearly –1 (negative one) correlation coefficient implies that no change in the pay system is required.

1 points   

QUESTION 14

1. Your task is to persuade an executive to design a job evaluation system using the point method. What would be the focal point of your argument?

   a. The point method has a high degree of accuracy in measuring jobs.
   b. The point method includes performance management.
   c. The point method is simple to use.
   d. The point method is the only system recognized by employment equity legislation.

1 points   

QUESTION 15

1. The terms job evaluation and job analysis are interchangeable.

    True

    False

1 points   

QUESTION 16

1. One of the greatest benefits of using a point method of job evaluation is that it is statistically scientific.

    True

    False

1 points   

QUESTION 17

1. Which statement best defines range spread?

   a. It is the difference between the first and last pay broadband
   b. It is the difference between the range midpoints of adjacent pay grades in a pay structure, expressed in dollars.
   c. It is calculated by dividing the intergrade differential (expressed in dollars) of each pay grade by the midpoint (in dollars) of the previous pay grade
   d. It is the difference between the maximum and the minimum pay level, in dollars, for a given pay range.

1 points   

QUESTION 18

1. In order to establish a midpoint of the pay range you must first convert the market line into a pay line policy.

    True

    False

1 points   

QUESTION 19

1. Which of the following takes place once the job evaluation system has been finalized?

   a. compensable factors are weighed
   b. all jobs are scored
   c. factor degrees are analyzed
   d. factor weightings are measured

1 points   

QUESTION 20

1. What is a disadvantage of having very narrow pay grades?

   a. The only way for an employee to significantly increase their wages is through a promotion.
   b. It makes seniority systems redundant.
   c. The reliability of the pay grade is low.
   d. The internal stability of the pay grade is low.

3. From the management, result-driven, practical, and inspirational strategies implemented by Yuanqing at Lenovo, which struck you as something worth imitating? Explain your answer.

Examples of how marketers can use long term memory in communicating with consumers

• Explain the different legislative acts that apply to the occupational health and safety of the 
workforce
• Recommend different methods of assessing hazards and emergency readiness within the 
workplace
• Develop and deliver a team training program that increases the awareness of mental health and 
its impact on organizational effectiveness.
• Demonstrate professional attitudes and behaviours in interpersonal skills and writing.

1. How can HR professionals demonstrate that they provide value in terms of return on investment for an organization?
2. How do an organization’s vision, mission, and strategywork together to help organizations survive and thrive, and what is the role recruitment and selection plays in this? Clearly define each of the terms within your answer.
3. Discuss the impact of demographics and current socioeconomic conditions on organizational recruitment and selection practices for organizations.
4. Discuss the impact of demographics and current socioeconomic conditions on organizational recruitment and selection practices for organizations.
5. Can an invalid selection test be reliable? Can an unreliable selection test be valid? Explain, and provide examples of each instance to illustrate.
6. Compare and contrast content, construct, and criterion related validity strategies? Provide an example of each approach
7. Define, compare, contrast, and provide examples of fairness and bias as used in the context of HR selection
8. Would the Canadian Charter of Rights and Freedoms prohibit an employer from putting in place a selection system that favoured women over men in the hiring process? Could such discrimination ever be justified under the Charter?
9. What are the prohibited grounds of employment discrimination in Alberta, define prohibited grounds of employment discrimination?
10. What does it mean to accommodate someone to the point of undue hardship?
11. Why is basing hiring practices on a “gut feeling” risky business?
12. Why is a job analysis essential to the defence of any selection process or selection system?
13. What is the relationship of a “position” to a “job” and a “job” to a “job family”?
14. What are the major differences between a competency-based selection system, and one developed through job analysis?
15. What is a competency? Defend your answer
16. If you were limited in selecting employees based on only one of the four types of performance discussed in this chapter, which one would you choose? Why?
17. Why is it important to understand performance as part of the recruitment and selection process?
18. Define task performance, contextual performance, adaptive behaviour, and counterproductive behaviour. Discuss the role each of these plays in developing a recruitment and selection system.
19. List and explain each of the performances defined in Campbell’s performance taxonomy

QUESTION 1

1. Some workers are being paid above their pay range and then they get their wage rate frozen at their current rate of pay until salary scales catch up. What is this practice is called?

   a.

   green-circling

   b.

   red-circling

   c.

   merit pay reduction

   d.

   conservative pay reduction

1 points   

QUESTION 2

1. Functional job analysis was pioneered in the United States in the 1930s and is the precursor to the Canadian National Occupational Classification system.

    True

    False

1 points   

QUESTION 3

1. Which method of job analysis focuses on the behaviours that make up a job and uses job elements to describe work activities?

   a.

   Position Analysis Questionnaire

   b.

   Interviews

   c.

   Observation

   d.

   Functional Job Analysis

1 points   

QUESTION 4

1. A job specification is summary of the duties, responsibilities, and reporting relationships pertaining to a particular job.

    True

    False

1 points   

QUESTION 5

1. What is one problem with using the ranking/paired job evaluation method?

   a.

   It is time consuming.

   b.

   It is not acceptable to pay equity commissions.

   c.

   It is not acceptable to employment equity commissions.

   d.

   It cannot address external market equity.

1 points   

QUESTION 6

1. What are the three main reasons for conducting job evaluations?

   a.

   to decrease wage costs, to create job families, and to create pay equity

   b.

   to control wage costs, to create equitable pay structures, and to create employment equity

   c.

   to control wage costs, to create equitable pay structures, and to create the perception of an equitable pay system among participants

   d.

   to increase wage costs, to create equitable pay structures, and to create pay equity

1 points   

QUESTION 7

1. In 2018, Canada passed pay equity legislation that applies to all employers in Canada.

    True

    False

1 points   

QUESTION 8

1. A job description is a summary of the employee qualifications required to perform the duties for a given job.

    True

    False

1 points   

QUESTION 9

1. What is the major benefit for the ranking method of job analysis?

   a.

   It creates a series of grade descriptions.

   b.

   It creates a series of grade descriptions.

   c.

   It creates relative equal intervals between job classifications.

   d.

   It incorporates market data.

1 points   

QUESTION 10

1. What occurs to the female job class if the percentage of secretaries in that job class changes from 95 percent to 30 percent?

   a.

   It becomes a new job class.

   b.

   It becomes a male job class.

   c.

   It remains a female job class.

   d.

   It becomes a gender neutral job class.

1 points   

QUESTION 11

1. Why might using job descriptions for job evaluation purposes prove problematic?

   a.

   Companies simply do not keep wage rates updated.

   b.

   The dynamic nature of the general environment creates a situation whereby job duties change without human resources departments noticing it.

   c.

   Creating and maintaining job descriptions is not a laborious process.

   d.

   The output created by the job analysis process yields poor results.

1 points   

QUESTION 12

1. What is a valid reason to re-evaluate jobs?

   a.

   A new member joins the committee.

   b.

   The compensation-level strategy changes.

   c.

   A new performance system is implemented.

   d.

   There is a high level of appeals.

1 points   

QUESTION 13

1. What is the first step in most pay equity processes?

   a.

   analyze gender data

   b.

   determine what rules and laws apply

   c.

   review compensation

   d.

   analyze and compare jobs

1 points   

QUESTION 14

1. Which term refers to an organization that gives an employee the ability to appeal a decision of the job evaluation committee?

   a.

   procedural justice

   b.

   distributional justice

   c.

   organizational justice

   d.

   grievance system

1 points   

QUESTION 15

1. What is the observation method of job analysis well-suited for?

   a.

   jobs that have a short work cycle

   b.

   jobs with a long work cycle

   c.

   minimum wage jobs

   d.

   minimum wage jobs

1 points   

QUESTION 16

1. Which term refers to the relative value of different jobs as determined by knowledgeable individuals?

   a.

   the proxy method

   b.

   PAQ analysis

   c.

   paired comparison method

   d.

   the ranking method

1 points   

QUESTION 17

1. Once an organization has posted its pay equity plan, it has met its legal responsibility under the legislation and no further action is required.

    True

    False

1 points   

QUESTION 18

1. Which job evaluation category uses human judgement as the determining factor?

   a.

   whole job

   b.

   factor comparison

   c.

   statistical/policy capturing

   d.

   point-factor management analysis

1 points   

QUESTION 19

1. ABC Inc. is a new organization planning to launch a call centre in the next six months. You have been tasked with creating detailed job descriptions for several operational roles in the call centre. Which information collection method would you likely rely on to gather job information?

   a.

   utility analysis

   b.

   functional job analysis

   c.

   variable analysis

   d.

   data analysis

1 points   

QUESTION 20

1. What is a primary problem of job analysis process?

   a.

   creating too many job families

   b.

   analyzing the jobholder not the job

   c.

   having a committee

     d.

   professional designations

Please DONT FORGET TO READ MY COMMENT 

Read the case study provided below on the topic - McDonald's and Burger King: The Evolution of Franchising and Benefits of the Burger Wars . And answer the question given below .

Question -  Summarize the reasons for the diversification of the fast-food giants and state the new products they added and the benefits of the decision.

The main aim is to complete the question provided in a very detailed manner and explain the question correctly.  

Case -  McDonald's and Burger King: The Evolution of Franchising and Benefits of the Burger Wars

Select one of the four design thinking tools presented in the course (listed below) that you are interested in applying to a challenge of your choice.

Tools:

1. Visualization (Module 1)
2. Storytelling (Module 2)
3. Mind Mapping (Module 3)
4. Learning Launch (Module 4)

Use the Assignment Rubric including the following elements to guide the development of your reflection. Any images you create/take can also be included, but are not required.

Elements:

1. Challenge: Describe your challenge, including all relevant information.
2. Selection: In your own words, briefly describe the tool you selected (e.g., what it is and why you selected it for your challenge -- including any appropriate video lecture references).
3. Application: Describe how you applied the tool you selected to your challenge (e.g., what you did and how the tool was applied effectively or ineffectively).
4. Insight: Describe the insight you gained from applying the tool you selected to your challenge (e.g., how an insight affected your thinking about the challenge and about design thinking more broadly).
5. Approach: Describe what you might do differently next time -- applying the same tool you selected or a different one -- and the reason(s) why.

Notes:

The rubric also includes a score for organization. You should strive to write in a clear and compelling way, and ensure that your descriptions flow logically.

Your completed reflection should be written in English and be between five and ten paragraphs in length. When complete, you will upload your reflection (PDF file only) for peer review, which will determine your grade for this assignment. After uploading your reflection, you will be prompted to review three of your peers' submissions.

To pass this assignment, your peers must score your reflection an average of two or above, based on the rubric criteria. To successfully complete the course, you must complete your peer reviews and pass this assignment.