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.