최신WorldatWork Regulatory Environments for Compensation Programs - C1무료샘플문제

A. Assume they have little knowledge of the issue and make a detailed presentation leading up to the purpose of the meeting.

B. Provide a wide range of facts and figures. With their high level of responsibility, executives must have all the data before they can make informed decisions.

C. Recommend a solution that will solve the issue and explain why it is the best solution available.

D. Focus on negative issues first, such as compensation costs exceeding budget, to get their attention

A. National Labor Relations Act

B. Sherman Antitrust Act

C. Davis-Bacon Act

D. McNamara-O'Hara Act

A. National Labor Relations Act

B. Sherman Antitrust Act

C. Davis-Bacon Act

D. McNamara-O'Hara Act

A. Recommend a reduction in force to eliminate poor performers, which will increase the merit budget by reducing headcount

B. Meet with Finance and make a case for a larger merit increase budget because the loss of key talent will cost more over the long term than the savings from the smaller merit increases

C. Gather the perspectives of all stakeholders, analyze their individual concerns and meet to determine whether a compromise solution is possible

D. Implement the merit increase budget as is because the anticipated financial obligations have made it necessary

A. Companies should determine pay based on physical skills

B. Special promotion requirements must be developed for the disabled employee

C. Companies must conduct pre-employment medical exams on all new employees

D. Job descriptions must be written to ensure they cover the critical functions of the job

A. Nothing. Each of these is a different financial metric.

B. They are all reported on the balance sheet.

C. They all incur the same costs to the business.

D. They are all sources of capital.

A. Office of Federal Contract Compliance Programs

B. Department of Labor

C. National Labor Relations Board

D. Equal Employment Opportunity Commission

A. Investors want to maximize gains and want to see compensation tightly controlled and Legal needs to ensure that compensation plans do not attract undue scrutiny.

B. Operating departments and HR understand the company must live within its means and Finance cannot allocate funds to a budget if it is likely that profitability will be adversely affected.

C. Investors and Finance want to see money spent wisely. Legal must ensure compliance, and HR and operating departments want to see their needs taken into account to attract, retain and motivate a high quality workforce.

D. Operating departments view compensation as it applies to them, HR must balance available resources to attract, retain and motivate employees and Finance knows the value of a motivated workforce and will provide the budget necessary to achieve it.

A. They tend to be fairly consistent because the elements of pay may differ, but the concerns are universal.

B. They generally require a greater degree of detail for lower level employees who have less of an understanding of pay plan design.

C. They should be kept to a minimum for employees at all levels to maximize efficiency and efforts can be focused only on those who have questions.

D. They usually require more detail for senior employees regarding plan details and performance and the needs from one employee group to another can vary greatly.