All Chapters Compensation

Strategic Compensation, 7e (Martocchio)
Chapter 1 Strategic Compensation: A Component of Human Resource Systems
1) What is the primary factor that will prevent companies from growing in the next decade?
A) increased government regulations
B) the inability to attract and retain employees
C) caps on executive pay in some organizations
D) increased global competition
Answer: B
Difficulty: Difficult
Type: Critical Thinking
Learning Obj: 1
2) Protection programs are what type of compensation benefits?

A) external
B) non-monetary
C) internal
D) monetary
Answer: B
Difficulty: Moderate
Type: Concept
Learning Obj: 1
3) Which of the following would be an example of a non-monetary reward?

A) medical insurance
B) vacations
C) day care assistance
D) all of the above
Answer: D
Difficulty: Easy
Type: Concept
Learning Obj: 1
4) This law made it illegal to pay women less for performing equal work as men.
A) Equal Pay Act of 1963
B) Civil Rights Act of 1964
C) Davis — Bacon Act of 1931
D) Fair Labor Standards Act of 1938
Answer: A
Type: Concept
Learning Obj: 1
1
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
5) What is the typical annual Cost-of-living adjustments (COLAs) in recent years?
A) 0 to 1 percent
B) 2 to 3 percent
C) 3 to 5 percent
D) 8 to 10 percent
Answer: B
Type: Concept
Learning Obj: 1
6) What type of pay system rewards employees for partially or completely attaining a
predetermined work objective?
A) seniority pay
B) merit pay
C) incentive pay
D) skill-based pay
Answer: C
Type: Concept
Learning Obj: 1
7) Jason works at a call center for an insurance company and he has been answering calls
regarding auto insurance. Recently, he started to attend a training program about home insurance.
Upon successful completion of this training program, Jason will be able to handle home
insurance questions and queries as well. If this insurance company has a compensation policy
that rewards Jason's completion of this training, then what type of pay system does it employ?
A) incentive pay
B) merit pay
C) seniority pay
D) pay-for-knowledge
Answer: D
Type: Application
Learning Obj: 1
8) Which of the following is NOT one of the three broad categories that discretionary benefits
fall into?
A) worker's compensation laws
B) paid time off
C) protection programs
D) services
Answer: A
Type: Concept
Learning Obj: 1
2
9) Samuel is a recently hired HR professional working at XYZ Motor Co. His current project
involves recording the time it takes assembly workers to complete their tasks. With the help of
industrial engineers in the manufacturing plant, the aim of this project is to identify the most
effective ways of assembly operations. Which of the following is NOT related to Samuel's
project?
A) scientific management practices
B) time-and-motion studies
C) job analysis
D) welfare practices
Answer: D
Type: Application
Learning Obj: 2
10) These are positive employer gestures that beyond what was required by law, created in part
to thwart potential union activity.
A) employee benefit plans
B) welfare practices
C) scientific management practices
D) compensable factors
Answer: B
Type: Concept
Learning Obj: 2
11) A company's ability to sustain market share and profitability for several years running is
referred to by what term?
A) differentiation
B) personnel administration
C) compensation practices
D) competitive advantage
Answer: D
Difficulty: Easy
Type: Concept
Learning Obj: 2
12) This term suggests that a loss is likely for the firm, and that the individual will be left with
little control.
A) reverse opportunity
B) negative equity
C) threat
D) foreclosure
Answer: C
Difficulty: Easy
Type: Concept
Learning Obj: 3
3
13) What strategy describes the use of benefit and compensation packages in order to support
both HR and competitive strategies?
A) worker welfare strategies
B) total compensation strategies
C) total quality management strategies
D) worker satisfaction strategies
Answer: B
Type: Concept
Learning Obj: 3
14) Ryanair uses one type of aircraft in its fleet and requires their passengers to carry their
luggage to the plane. Ryanair's decisions exemplify which of the following competitive
strategies?
A) differentiation strategy
B) high quality strategy
C) brand notoriety
D) lowest-cost strategy
Answer: D
Type: Application
Learning Obj: 3
15) A company using this competitive strategy seeks to offer a product or service that is
completely unique from other competitors in their market segment.
A) differentiation strategy
B) defender strategy
C) prospector strategy
D) lowest-cost strategy
Answer: A
Type: Concept
Learning Obj: 3
16) Which of these actions would HR seek to encourage in attempting to create a lowest-cost
competitive strategy?
A) an employee long-term focus
B) unpredictable employee behavior
C) high concern for the quantity of output
D) high concern for the quality of output
Answer: C
Learning Obj: 3
4
17) This group is directly involved in producing goods and delivering services for a company.
A) staff employees
B) line employees
C) managers
D) executives
Answer: B
Type: Concept
Learning Obj: 4
18) These describe the terms of employment that are set between management and union
bargaining representatives.
A) employee relationship agreements
B) collective bargaining agreements
C) joint employment agreements
D) workplace requisite agreements
Answer: B
Difficulty: Easy
Type: Concept
Learning Obj: 4
19) Sandra's position changed from supervisor at the planning department to supervisor at the
new projects department. In terms of career development, which of the following is more
applicable to Sandra's situation?
A) maintaining focus with less responsibilities
B) a lateral move across the company's hierarchy
C) moving upward through a company's hierarchy
D) maintaining the focus and assume greater responsibilities
Answer: B
Type: Application
Learning Obj: 4
20) Which of these is a company sponsored program that provides income to workers throughout
their retirement?
A) pension plans
B) severance plans
C) loyalty plans
D) longevity plans
Answer: A
Difficulty: Easy
Type: Concept
Learning Obj: 4
5
21) This is a way in which companies often trim their payroll responsibilities by encouraging
higher paid workers with more seniority to voluntarily leave the company earlier than previously
planned.
A) resignation plans
B) severance plans
C) early retirement programs
D) employee expenditure plans
Answer: C
Type: Concept
Learning Obj: 4
22) What U.S. federal law established a national minimum wage for employees involved in
commerce (rather than just those employed by companies working for the U.S. government), as
well as prohibit most employment of minors in oppressive child labor?
A) The Equal Pay Act of 1963
B) The Civil Rights Act of 1964
C) The Fair Labor Standards Act of 1938
D) The Family and Medical Leave Act of 1993
Answer: C
Type: Concept
Learning Obj: 4
23) These ordered sets of jobs make it easy for compensation managers to give a clear relative
value for all jobs within a company.
A) externally consistent compensation systems
B) internally consistent compensation systems
C) market-wide consistent compensation systems
D) comparably consistent compensation systems
Answer: B
Difficulty: Easy
Type: Concept
Learning Obj: 4
24) What is a systematic process for gathering, documenting, and analyzing information in order
to describe jobs?
A) job evaluation
B) internal consistency
C) job analysis
D) strategic analysis
Answer: C
Type: Concept
Learning Obj: 4
6
25) What do compensation managers use to recognize differences in the relative net worth of
jobs and to establish pay differentials based upon management priorities?
A) job evaluation
B) internal consistency
C) job analysis
Answer: A
Type: Concept
Learning Obj: 4
26) These compensation systems go a long way in attracting and retaining the most qualified
employees, and are based upon market surveys and compensation surveys.
A) internally consistent compensation systems
B) market-competitive pay systems
C) job evaluation compensation systems
D) externally consistent compensation systems
Answer: B
Type: Concept
Learning Obj: 4
27) This allows business professionals to determine where they currently stand in the market
based on both the external market context and internal factors.
A) market analysis
B) comparative analysis
C) 360 degree analysis
Answer: D
Type: Concept
Learning Obj: 4
28) What represents the pay rate differences for jobs and employee contributions of unequal
worth to a company?
A) merit pay
B) incentive pay
C) retention pay
D) pay structures
Answer: D
Type: Concept
Learning Obj: 4
7
29) These build upon pay grades, and include maximum, minimum, and mid-point pay rates for
jobs in particular pay grades.
A) pay ranges
B) pay slopes
C) piece rates
D) pay determinates
Answer: A
Difficulty: Easy
Type: Concept
Learning Obj: 4
30) Which of the following are stakeholders within a company?

A) line managers
B) executives
C) unions
D) all of the above
Answer: D
Difficulty: Easy
Type: Concept
Learning Obj: 5
31) ________ compensation refers to the mental state of employees as a result of their
performance on the job.
Answer: Intrinsic
Type: Concept
Learning Obj: 1
32) ________ pay systems reward employees with base pay raises according to their length of
service on the job.
Answer: Seniority
Difficulty: Easy
Type: Concept
Learning Obj: 1
33) ________ decisions are made in order to support the fulfillment of strategic decisions.
Answer: Tactical
Difficulty: Easy
Type: Concept
Learning Obj: 3
8
34) Strategic management involves distinguishing between ________ and ________ in
attempting to achieve company goals, thus making strategic management an inexact process.
Answer: threats, opportunities
Type: Concept
Learning Obj: 3
35) Competitive ________ is the use of company resources (such as capital, technology, and
human resources) to promote and sustain competitive advantage.
Answer: strategy
Type: Concept
Learning Obj: 3
36) P&G uses ________ strategy based on brand image and price premium in between its Iams
and Eukanuba brands.
Answer: differentiation
Type: Application
Learning Obj: 3
37) Human resource professionals are ________ employees, because they exist to provide
support services for line employees.
Answer: staff
Type: Concept
Learning Obj: 4
38) Companies that are implementing ________ plans generally increase the amount of
classroom and on-the-job training, as these types of plans make training necessary rather than
optional.
Answer: pay-for-knowledge
Type: Concept
Learning Obj: 4
39) Employment ________ occurs when an employee's agreement to perform work is ended, be
it voluntarily or involuntarily.
Answer: termination
Difficulty: Easy
Type: Concept
Learning Obj: 4
9
40) Due to recent economic downturn, XYZ Co. decided to shut down one of its appliance
manufacturing plants in the United States and therefore around 300 workers need to be laid off.
XYZ Co. will award these laid off workers with 6 months of ________ pay.
Answer: severence
Type: Application
Learning Obj: 4
41) What is merit pay? Explain the role of performance appraisals in merit pay programs.
Answer: According to merit pay programs, employees' compensation should be determined by
differences in job performance. Under merit pay programs, employees get permanent increases
to their base pay based on their performance. Performance appraisals are key issue in merit pay
programs. In order to have a successful merit pay program, employees should be able to see the
link between their performance and pay increases. Merit pay systems require specific
performance appraisal approaches, and choosing, designing, and implementing such plans are
crucial for the success of merit pay programs.
Type: Synthesis
Learning Obj: 1, 4
42) What is pay-for-knowledge plan? Explain the role of training in pay-for-knowledge plans.
Answer: Pay-for-knowledge programs reward managerial, service, or professional workers for
successfully learning specific curricula. This type of pay systems reward employees for the
range, depth, and types of knowledge they are capable of applying to their jobs. Designing and
implementing training programs are crucial in the success of pay-for-knowledge programs.
Through training programs, employees learn the necessary skills and knowledge for performing
their job, and this in turn increases their pay. In this type of pay systems, training is necessary
rather than optional.
Type: Synthesis
Learning Obj: 1, 4
43) What is a constituency? How does it affect the HR department?

Answer: The HR department does not exist in isolation. Rather, it must respond to a variety of
parties, each with their own interests. In fact, the success of an HR department may depend on
how well it serves various constituencies. Constituencies can include employees, line managers,
executives, unions, the U.S. government, and customers. Each of these groups expects certain
actions by the HR department, rates these actions according to their own standards, and tries to
set up goals or present constraints within their realm of understanding. As a result, the HR
department plays the role of a juggler trying to meet often-competing goals presented by multiple
constituencies.
Type: Concept
Learning Obj: 5
10
Chapter 6 Building Internally Consistent Compensation Systems
1) This clearly defines the relative value of each job among all jobs within a company.
A) internally consistent compensation system
B) generalized work activities
C) intra-organizational job markers
D) market comparison standards
Answer: A
Type: Concept
Learning Obj: 1
2) This describes job duties, tasks, and relevant factors needed to perform a job adequately.
A) job content
B) job structure
C) job summary
D) job context
Answer: A
Type: Concept
Learning Obj: 1
3) This is the systematic process for recognizing differences in the relative worth among a set of
jobs and for establishing pay differentials accordingly.
A) job analysis
B) job content
C) job evaluation
D) job-relatedness
Answer: C
Type: Concept
Learning Obj: 1
4) These two are job evaluation techniques.

A) market-based & appeals-based
B) compensable content & job-based
C) market-based & job content
D) compensable content & job content
Answer: C
Type: Concept
Learning Obj: 2
54
5) This is a systematic process for gathering, documenting, and analyzing information in order to
describe jobs.
A) job characterization
B) job description
C) job evaluation
D) job analysis
Answer: D
Type: Concept
Learning Obj: 2
6) One of the essential skills that software development engineers must have is the proficiency in
at least one of the modern computer programming languages such as Java or C++. This must be
indicated in which part of the job analysis description?
A) working conditions
B) job evaluation
C) worker requirement
D) job content
Answer: C
Type: Application
Learning Obj: 2
7) Which unit in the job analysis process is the smallest?

A) task
B) element
C) job
D) family
Answer: B
Type: Concept
Learning Obj: 2
8) In the job analysis process this term represents a group of positions that are identical with
respect to their major tasks.
A) job
B) element
C) job family
D) occupation
Answer: A
Type: Concept
Learning Obj: 2
55
9) This unit of analysis is a group of jobs, found at more than one business, in which a common
set of tasks are performed.
A) job family
B) occupation
C) position
D) job group
Answer: B
Type: Concept
Learning Obj: 2
10) What source is generally able to provide the most extensive and detailed information about
how job duties are performed?
A) job analysts
B) supervisors
C) job incumbents
D) benchmark jobs
Answer: C
Type: Concept
Learning Obj: 2
11) Valid and reliable job evaluations result from which two conditions?
A) The results are consistent; using multiple collection methods.
B) The results are consistent; data was taken under similar conditions.
C) data from multiple sources; using multiple collection methods
D) data from multiple sources; data was taken under similar conditions
Answer: C
Type: Concept
Learning Obj: 2
12) A job analysis method is this if it yields the kind of information that it was designed to
provide and accurately assesses each job's duties.
A) reliable
B) complete
C) valid
D) market-based
Answer: C
Type: Concept
Learning Obj: 2
56
13) These indicate the name of each job within a company's job structure.
A) job specifications
B) job summaries
C) position headings
D) job titles
Answer: D
Type: Concept
Learning Obj: 3
14) This overview concisely summarizes the job with two to four descriptive statements.
A) job summary
B) job duties
C) job titles
D) job preview
Answer: A
Type: Concept
Learning Obj: 3
15) What was the main effect created by the revisions to the ADA regulations passed in 2008?
A) Costs will be contained much more than in the past.
B) There are more hurdles for individuals seeking protection under the ADA to pass through in
order to weed out false claims.
C) It is now easier for an individual seeking protection under the ADA to establish that he or she
has a disability within the meaning of the ADA.
D) Companies may no longer perform job analyses to see if they comply with the Americans
with Disabilities Act.
Answer: C
Type: Concept
Learning Obj: 3
16) Generalized work activities, organizational context, and work context are requirements under
which O*NET category?
A) experience
B) occupation
C) requirements
D) labor market characteristics
Answer: B
Type: Concept
Learning Obj: 4
57
17) Abilities, interests and work styles are elements for which O*NET category?
A) occupation
B) experience
C) worker characteristics
D) worker requirements
Answer: C
Type: Concept
Learning Obj: 4
18) These are the salient job characteristics that are the general basis for job evaluations and are
used to establish relative pay rates.
A) job descriptions
B) compensable factors
C) occupation descriptions
D) ranking plans
Answer: B
Type: Concept
Learning Obj: 5
19) Universal compensable factors are derived from which federal Act?
A) Fair Labor Standards Act
B) Civil Rights Act of 1963
C) Equal Pay Act
D) Americans with Disabilities Act
Answer: C
Type: Concept
Learning Obj: 5
20) Which of the following are the four "universal compensable factors"?
A) cognitive ability, effort, responsibility, working conditions
B) cognitive ability, effort, skill, responsibility
C) skill, effort, responsibility, working conditions
D) skill, effort, cognitive ability, working conditions
Answer: C
Type: Concept
Learning Obj: 5
58
21) Market-based job evaluation uses which method to collect data to determine prevailing pay
rates?
A) observations
B) interviews
C) questionnaires
D) surveys
Answer: D
Type: Concept
Learning Obj: 6
22) A human resource manager of a company decides to change the current job-content valuation
technique by using a quantitative methodology. He thinks that the old approach fails to balance
internal and external considerations while evaluating jobs. What type of job evaluation technique
do you suggest for this HR manager?
A) job-content evaluation
B) market-based evaluation
C) point method
D) simple ranking plan
Answer: C
Type: Application
Learning Obj: 6
23) What type of jobs provide reference points to judge against other jobs within a company?
A) standardized jobs
B) high-value jobs
C) benchmark jobs
D) hierarchical jobs
Answer: C
Difficulty: Easy
Type: Concept
Learning Obj: 6
24) George owns a small manufacturing plant that produces customized printed circuit boards.
There are about 15 jobs to rate. What type of job-content evaluation approach do you suggest to
George?
A) alternation ranking
B) simple ranking plans
C) paired comparison
D) classification plans
Answer: B
Difficulty: Easy
Type: Application
Learning Obj: 6
59
25) Which job evaluation method entails ordering jobs on the basis of extremes?
A) paired comparison
B) alternation ranking
C) classification
D) factor comparison
Answer: B
Type: Concept
Learning Obj: 6
26) What type of organizations use classification plans most prevalently?

A) private sector organizations
B) non-profit organizations
C) multi-national organizations
D) public sector organizations
Answer: D
Type: Concept
Learning Obj: 6
27) Sarah works at a federal government agency. Her pay rate is determined by her GS level and
work seniority. What type of job-content evaluation approach was used to categorize her job?
A) alternation ranking
B) simple ranking plans
C) paired comparison
D) classification plans
Answer: D
Type: Application
Learning Obj: 6
28) The federal GS classification system is divided into how many classifications?
A) 15
B) 10
C) 6
D) 21
Answer: A
Difficulty: Easy
Type: Concept
Learning Obj: 6
60
29) Developing internally consistent job structures affects the competitive strategy of a company.
Which of the following is a potential constraint on competitive strategy?
A) Internally consistent structures potentially reduce a company's rigidity to respond to moves by
the competition.
B) Internally consistent job structures potentially cause the definition of jobs to become less
fluid.
C) Internally consistent job structures lead to less routinization.
D) Internally consistent job structures potentially create far more bureaucratization within an
organization.
Answer: D
Learning Obj: 8
30) Which of the following is NOT true for internally consistent compensation systems?
A) jobs that require higher qualifications, and more responsibilities should be paid more than
jobs that require lower qualifications and fewer responsibilities
B) internally consistent compensation systems are created through job analysis and job
evaluation
C) internally consistent compensation systems may increase a company's flexibility to respond to
changes in competitor's pay practices
D) internally consistent compensation structures is the resultant bureaucracy
Answer: B
Type: Synthesis
Learning Obj: 1, 8
31) ________ are the social context or physical environment where work will be performed.
Answer: Working conditions
Type: Concept
Learning Obj: 2
32) In an auto manufacturing company installing a windshield on the assembly line represents a
________.
Answer: job task
Type: Application
Learning Obj: 2
33) A ________ is a collection of tasks constituting the total work assignment of a single worker.
Answer: position
Difficulty: Easy
Type: Concept
Learning Obj: 2
61
34) A reliable ________ yields consistent results under similar conditions when multiple analysts
reach the same conclusion about the major duties that comprise a position.
Answer: job analysis
Type: Concept
Learning Obj: 2
35) According to the EEOC, ________ refers to a present competence to perform an observable
behavior.
Answer: ability
Difficulty: Easy
Type: Concept
Learning Obj: 3
36) ________ refers to a body of information applied directly to the performance of a function.
Answer: Knowledge
Difficulty: Easy
Type: Concept
Learning Obj: 3
37) ________ information describes physical and social factors that influence the nature of work.
Answer: Work context
Type: Concept
Learning Obj: 4
38) ________ describe preferences for work environments and outcomes.

Answer: Interests
Type: Concept
Learning Obj: 4
39) ________ skills information describes developed capacities that facilitate learning or the
more rapid acquisition of knowledge.
Answer: Basic
Difficulty: Easy
Type: Concept
Learning Obj: 4
40) The ________ ranking method orders jobs by extremes, as committee members determine
most and least valuable jobs until all jobs have been evaluated.
Answer: alternation
Type: Concept
Learning Obj: 6
62
41) Why must a job analysis be reliable and valid? What can a compensation professional do to
ensure that a job analysis is reliable and valid?
Answer: A reliable job analysis is one that yields consistent results under similar conditions. A
valid job analysis method accurately assesses each job's duties. Having a job analysis method
that is both reliable and valid is essential to building an internally consistent compensation
system. A poorly chosen method may lead to inadequate or excessive pay rates. Although there
is no "best" approach to job analysis, compensation professionals who use more than one data
collection method and collect data from more than one source can significantly improve the
likelihood of reliability and validity.
Learning Obj: 2
42) After completing the job analysis, your boss has asked you to conduct a job evaluation of the
various positions in the company. Detail the steps you would take in accomplishing this task.
Answer: The first step is to determine whether a single job evaluation technique is sufficiently
broad to assess a diverse set of jobs. It is not reasonable to expect that a single job evaluation
technique, based on a single set of compensable factors, can adequately assess diverse sets of
jobs.
The second step is to choose the job evaluation committee. This committee will review job
descriptions and analyses and evaluate jobs. The size of the organization may warrant the use of
more than one committee. Choosing a consensus of employees will help to minimize the biases
of individual job evaluators.
The third step is to train employees to conduct job evaluations. Employees who have an
understanding of the process will have a vested interest in finding valid results.
The fourth step is to document the job evaluation plan. For the employer, this step will specify
job- and business-related criteria against which jobs are evaluated. For employees, this step
allows them to understand how their jobs were evaluated and the outcome of the process.
The fifth step is to communicate the process to the employees. This will increase the
understanding of the process as well as give employees the opportunity to respond to what they
believe are either unsatisfactory procedures or outcomes of the job evaluation procedures.
Finally, a company should set up an appeals process that will provide a check on the system.
Type: Application
Learning Obj: 5
63
43) Compare and contrast job analysis and job evaluation.
Answer: Job analysis is a systematic process for gathering, documenting, and analyzing
information in order to describe jobs. Job analysis describes job content, worker requirements,
and working conditions. Job evaluation is used to systematically recognize differences in the
relative worth among a set of jobs and establish pay differentials accordingly. HR professionals
create internally consistent job structures through job analysis and job evaluation. Job analysis is
a descriptive procedure, however job evaluation reflects value judgments. Through job analysis
HR specialists write job descriptions that describe job duties and minimum qualifications
required of individuals to perform their jobs. Job evaluation reflects the values and priorities that
management places on various positions.
Type: Synthesis
Learning Obj: 1, 2, 5

Chapter 7 Building Market-Competitive Compensation Systems
1) This term is defined as an in-depth examination of the external and internal environmental
factors that are likely to have the greatest impact on the future of the company.
A) market-competitive pay structure
B) regression analysis
C) competitive strategy
Answer: D
Type: Concept
Learning Obj: 1
2) Compensation surveys are typically focused on which two factors?

A) competitors' promotion and advancement opportunities
B) internal promotion and advancement opportunities
C) competitors' wage and salary practices
D) internal wage and salary practices
Answer: C
Type: Concept
Learning Obj: 1
3) When examining competitors' compensation offerings this term is used to describe the
percentage of employer compensation costs that are applied to compensation and benefits.
A) mix
B) quartile
C) standard percentile
D) nominal dollars
Answer: A
64
Type: Concept
Learning Obj: 2
4) As of September 2010, U.S. companies spent approximately how much per employee for
discretionary benefits?
A) $28,995
B) $19,000
C) $3,050
D) $1,200
Answer: B
Difficulty: Easy
Type: Concept
Learning Obj: 2
65
5) This BLS survey provides the quarterly measure of changes in labor and compensation costs,
and is used as the principle economic indicator for the Federal Reserve.
A) National Compensation Survey
B) Employment Cost Index
C) Employer Costs for Employee Compensation
D) National Benefit Index
Answer: B
Type: Concept
Learning Obj: 2
6) The NCS provided incidence and extensive data on which two types of compensation
benefits?
A) health insurance & retirement
B) retirement & stock options
C) health insurance & pay
D) pay & stock options
Answer: A
Type: Concept
Learning Obj: 2
7) These are reference points against which jobs within the company are judged.
A) benchmark jobs
B) relevant labor markets
C) internal labor markets
D) human resource capabilities
Answer: A
Type: Concept
Learning Obj: 2
8) These are used as reference points for setting pay levels.

A) mean pay
B) median pay
C) market-competitive pay
D) benchmark jobs
Answer: D
Difficulty: Easy
Type: Concept
Learning Obj: 2
66
9) When using compensation survey data, statistical analyses are used to integrate this with the
external market, in order to determine pay rates.
A) internal pay scales
B) nominal pay rates
C) internal pay benchmarks
D) internal job structures
Answer: D
Type: Concept
Learning Obj: 2
10) This causes compensation survey data to become obsolete fairly quickly.
A) the lag time between when the data was collected and used
B) pay compression
C) changes in the unemployment rate
D) changes in the geographic location of the company
Answer: A
Type: Concept
Learning Obj: 3
11) What would Yolanda's salary of $165,000 be considered if the means salary for B42DA,
Inc., is $30,000 and the median salary is $32,000?
A) overlie
B) outsider
C) outlier
D) over layer
Answer: C
Difficulty: Easy
Type: Application
Learning Obj: 3
12) In statistical analysis, this term is used to signify the possible extreme observations.
A) deviations
B) extremities
C) outliers
D) variants
Answer: C
Difficulty: Easy
Type: Concept
Learning Obj: 3
67
13) These are the two types of central tendency measures that are pertinent to compensation.
A) mode and arithmetic mean
B) median and mode
C) mode and quartile
D) arithmetic mean and median
Answer: D
Type: Concept
Learning Obj: 3
14) Which of the following are the three measures of dispersion?

A) percentile standard, deviation, arithmetic mean
B) standard deviation, quartile, percentile
C) quartile, arithmetic mean, standard deviation
D) arithmetic mean, percentile, quartile
Answer: B
Difficulty: Easy
Type: Concept
Learning Obj: 3
15) Suppose that a compensation professional would like to calculate the median salary. He/she
orders four salaries as follows: $20,000, $22,000, $24,000, $26,000. What is the median salary
for this data set?
A) $21,000
B) $22,000
C) $23,000
D) $24,000
Answer: C
Type: Application
Learning Obj: 3
16) These are tools used by employers to determine the pay levels needed to recruit highly
qualified employees.
A) strategic surveys
B) external market surveys
C) compensation surveys
D) internal market surveys
Answer: C
Type: Concept
Learning Obj: 3
68
17) This term refers to the distance of each salary figure from the mean.
A) standard deviation
B) quartile
C) percentile
D) deviated mean
Answer: A
Type: Concept
Learning Obj: 3
18) Jose Escobar conducts a survey of salaries at UB2 Enterprises and finds that 50% of the
workers fall below the market pay average of $32,000. In which quartile do the workers at ERL
Enterprises fall?
A) first
B) second
C) third
D) fourth
Answer: B
Difficulty: Easy
Type: Application
Learning Obj: 3
19) What does Quartile 3 represent?

A) the number of figures that are above 25%
B) the number of figures that fall below 25%
C) the number of figures that are above 75%
D) the number of figures that fall below 75%
Answer: D
Type: Concept
Learning Obj: 3
20) What does it mean when the distribution of data is skewed to the right?
A) There is a lower frequency of larger values and the median is greater than the mean.
B) There is a higher frequency of larger values and the median is greater than the mean
C) There is a lower frequency of larger values and the mean is greater than the median.
D) There is a higher frequency of larger values and the mean is greater than the median
Answer: C
Type: Concept
Learning Obj: 3
69
21) How often is the Consumer Price Index calculated for the United States?
A) daily
B) weekly
C) monthly
D) twice a year
Answer: C
Difficulty: Easy
Type: Concept
Learning Obj: 3
22) The Consumer Price Index represents the average price changes for the price of goods and
services in how many regions?
A) 2
B) 4
C) 6
D) 8
Answer: B
Type: Concept
Learning Obj: 3
23) In the regression analysis formula, what does the X represent?

A) predicted salary
B) job evaluation points
C) the slope
D) the Y intercept
Answer: B
Type: Concept
Learning Obj: 4
24) In regression, what does it mean when the R2 = 1?

A) All of the variation in market pay can be explained by the company's job structure.
B) None of the variation in market pay can be explained by the company's job structure.
C) All of the variation in market pay can be explained by the company's external pay rates.
D) All of the variation in market pay can be explained by the benchmark rates.
Answer: A
Type: Concept
Learning Obj: 4
70
25) Compensation professionals in XYZ Company use regression analysis to determine the pay
rates of its marketing professionals. There are 4 different marketing job titles in XYZ Company.
Compensation professionals use job evaluation points assigned to each marketing job title and a
salary survey data. In other words, they regress job evaluation points on the salary data. What
does it mean when the R2 value of this regression turns out to be 0.85?
A) All of the variation in market pay can be explained by the company's job structure.
B) None of the variation in market pay can be explained by the company's job structure.
C) A large amount of the variation in market pay can be explained by company's job structure.
D) A small amount of the variation in market pay can be explained by company's job structure
Answer: C
Type: Application
Learning Obj: 4
26) XYZ Company is a world leader in medical device manufacturing. Aiming to continue its
market position in this industry, XYZ Company pursues differentiation strategy. As a result, in
order to attract and retain best employees, this company compensates its employees higher than
almost all competitors. What kind of pay level policy does XYZ Company follow?
A) market match
B) market lag
C) market lead
D) market pay line
Answer: C
Difficulty: Easy
Type: Application
Learning Obj: 5
27) XYZ Inc. pursues a low-cost strategy in its industry and generally needs lower skilled
employees. As a result, their management team decided to establish a compensation policy that
pays less than the marketplace. In recent years the company became susceptible to labor
shortages and high turnover. What kind of pay level policy does XYZ Inc. follow?
A) market match
B) market lag
C) market lead
D) market pay line
Answer: C
Difficulty: Easy
Type: Application
Learning Obj: 5
71
28) Market match policies are generally set to which quartile in the salary survey?
A) 1st
B) 2nd
C) 3rd
D) 4th
Answer: B
Type: Concept
Learning Obj: 5
29) Market lag policies are generally set to which quartile in the salary survey?
A) 1st
B) 2nd
C) 3rd
D) 4th
Answer: A
Type: Concept
Learning Obj: 5
30) Companies pursuing a differentiation strategy are most likely to use which pay level policy?
A) market lead
B) market average
C) market lag
D) market match
Answer: A
Type: Concept
Learning Obj: 5
31) ________ represent the fields of potentially qualified candidates for particular jobs.
Answer: Relevant labor markets
Type: Concept
Learning Obj: 2
32) ________ refers to a group of two or more jobs that are based on similar work
characteristics, duties, and responsibilities.
Answer: Occupational classification
Type: Concept
Learning Obj: 2
72
33) HR professionals rely on ________ jobs as reference points for setting pay levels.
Answer: benchmark
Difficulty: Easy
Type: Concept
Learning Obj: 2
34) The ________ is the middle value in an ordered sequence of numerical data.
Answer: median
Difficulty: Easy
Type: Concept
Learning Obj: 3
35) ________ represents the amount of spread or dispersion in a set of data.

Answer: Variation
Type: Concept
Learning Obj: 3
36) ________ allow compensation professionals to describe the distribution of data based on
four groupings.
Answer: Quartiles
Difficulty: Easy
Type: Concept
Learning Obj: 3
37) The ________ is the most commonly used method for tracking cost changes throughout the
United States.
Answer: Consumer Price Index
CPI
Type: Concept
Learning Obj: 3
38) ________ analyses enable compensation professionals to establish pay rates for a set of jobs
that are consistent with typical pay rates for jobs in the external market.
Answer: Regression
Type: Concept
Learning Obj: 4
39) The market ________ policy distinguishes a company from competition by compensating
employees less than most competitors.
Answer: lag
Difficulty: Easy
Type: Concept
Learning Obj: 5
73
40) The market ________ policy most closely follows the typical market pay rates because
companies pay according to the market pay line.
Answer: match
Difficulty: Easy
Type: Concept
Learning Obj: 5
41) Explain the role of compensation surveys. Why is it important to update survey data?
Answer: Compensation professionals assess competitors' pay practices with compensation
surveys. Compensation surveys are important because instead of guessing, compensation
professionals can gather realistic views of competitors' wage and salary practices. This
information is crucial to build competitive compensation systems.
When companies establish pay structures, they are anticipating the future costs to the company.
Compensation professionals typically use historical survey data to build said structures.
Unfortunately, this data may not accurately reflect the changes that may occur in the economy
and the fortunes of the company. So, companies update survey data to correct for any lags that
may occur.
Type: Synthesis
Learning Obj: 1, 3
42) Explain market pay line. How is it used in the context of pay level policies such as market
lead, market lag, and market match?
Answer: Paying well below or well above the typical market rate for jobs can create a
competitive disadvantage for companies. Regression analysis helps to establish pay rates for a set
of jobs that are consistent with the typical pay rates of the external market. Regression analysis
finds the best-fitting line between two variables and the best fitting line is referred to as market
pay line. The typical market pay rate is represented by market pay line. Market lead policies refer
to the pay levels that fall above the market pay line, whereas market lag policies refer to the pay
levels that fall below the market line. Market match policy follows the market pay line.
Type: Synthesis
Learning Obj: 4, 5
74
43) Elaborate on the link between a company's pay level policy and its strategic mandate.
Answer: A company can choose from three pay level policies: 1) market lead, 2) market lag, or
3) market match. The market lead policy will compensate employees more highly than its
competitors. Conversely, a market lag policy will compensate employees less than one's
competitors. The market match policy follows the typical market rates.
Companies pursuing a differentiation strategy will opt for a market lead or market match policy.
The market lead policy can be used to attract the very best employees to promote its competitive
strategy. For less labor-intensive industries, a market match policy will suffice because they can
use funds toward capital needs. Companies pursuing a lowest cost strategy would more likely
adopt a market lag policy. Companies can realize cost savings by paying lower than the market
pay line. However, these firms may have difficulty attracting and retaining highly qualified
employees. Typically, companies will use more than one pay policy simultaneously.
Learning Obj: 5

Chapter 8 Building Pay Structures that Recognize Individual Contributions
1) This federal Act requires contractors with federal contracts worth over $2,000 to pay wages at
least equal to those prevailing in the area where the work is being done.
A) Fair Labor Standards Act
B) Davis-Bacon Act
C) Equal Pay Act
D) Civil Rights Act of 1964
Answer: B
Difficulty: Easy
Type: Concept
Learning Obj: 1
2) What represents the relationship between a company's valuation of jobs based on job
evaluation and the valuation of jobs within the external market, as assessed by compensation
surveys?
A) market-competitive pay structure
B) pay grade
C) pay range
D) market pay line
Answer: D
Type: Concept
Learning Obj: 1
3) This term refers to the groupings of jobs based on compensable factors, for the purpose of
applying pay policies.
75
A) market lines
B) market-competitive pay structures
C) pay grades
D) pay ranges
Answer: C
Difficulty: Easy
Type: Concept
Learning Obj: 1
4) When these are used to develop pay grade widths, the grades are based on a set number of job
evaluation points for each grade that increases as an employee moves up the pay structure.
A) pay rate spreads
B) percentage-based job evaluation point spreads
C) pay range spreads
D) absolute job evaluation points spreads
Answer: D
Type: Concept
Learning Obj: 1
5) These represent the horizontal dimension of pay structures.

A) pay ranges
B) pay grades
C) job evaluation points
D) pay spreads
Answer: B
Type: Concept
Learning Obj: 1
6) Midpoint, minimum, and maximum are values used to define which of the following?
A) pay grades
B) pay ranges
C) pay structures
D) pay levels
Answer: B
Difficulty: Easy
Type: Concept
Learning Obj: 1
7) In establishing pay grades, which pay rate is established first?

A) minimum pay rate
B) midpoint
C) third quartile
D) maximum pay rate
Answer: B
Difficulty: Easy
76
Type: Concept
Learning Obj: 1
8) If the company adopts a market lead policy, how will that company's pay range midpoint
compare to the market average?
A) The midpoint will be the same as the market average.
B) not enough information to determine
C) The midpoint will be higher than the market average.
D) The midpoint will be lower than the market average.
Answer: C
Learning Obj: 1
77
9) If the company adopts a market lag policy, how will that company's pay range midpoint
compare to the market average?
A) The midpoint will be the same as the market average.
B) not enough information to determine
C) The midpoint will be higher than the market average.
D) The midpoint will be lower than the market average.
Answer: D
Learning Obj: 1
10) Which term is used to describe the situation where the pay spread between newly hired
employees and more qualified job incumbents is small?
A) pay structures
B) pay compression
C) red circle pay rates
D) green circle pay rates
Answer: B
Difficulty: Easy
Type: Concept
Learning Obj: 1
11) John is just hired by a software company as a programmer. He is also a part-time student at
the local college and needs just a few credits to graduate from this college. A college degree is
required in order to work as a programmer in this software company. Therefore, John receives
below-minimum pay rate until he graduates from college. What type of pay rate does John
receive?
A) green circle rates
B) red circle rate
C) midpoint pay rate
D) two-tier pay rate
Answer: A
Type: Application
Learning Obj: 1
12) This type of pay rate applies to an employee who is demoted but is paid more than the
maximum rate for the pay grade he is now in.
A) graduated pay
B) green circle
C) red circle
D) multi-tier pay
Answer: C
Difficulty: Easy
Type: Concept
Learning Obj: 1
78
13) How are compa-ratios calculated?
A) dividing the green circle rates midpoint by the normal pay range
B) dividing the employee's pay rate by the market line rate
C) dividing an employee's pay rate by the pay range midpoint
D) dividing the red circle rates by the normal pay range
Answer: C
Type: Concept
Learning Obj: 1
14) Richard's job has a compa-ratio of 0.85. What does this ratio tell about Richard's pay rate?
A) Richard's pay is highly competitive with the market.
B) Richard's pay is not competitive with the market.
C) There is no way to judge the competitiveness of Richard's pay.
D) You need more information to be able to judge Richard's pay.
Answer: B
Difficulty: Easy
Type: Application
Learning Obj: 1
15) This theory suggests that an employee must regard his own ratio of merit increase pay to
performance as similar to the ratio for other comparably performing people in the company.
A) comparable ratio theory
B) comparable pay theory
C) equality theory
D) equity theory
Answer: D
Type: Concept
Learning Obj: 2
16) With which sales compensation plan does the level of pay not vary when sales volume does?
A) commission-only plan
B) salary-only (base pay) plan
C) salary (base pay)-plus-bonus plan
D) salary (base pay)-plus-commission plan
Answer: B
Difficulty: Easy
Type: Concept
Learning Obj: 3
79
17) Which scenario would be appropriate for using a salary-only plan?
A) the salesperson is selling high-priced products with long lead times
B) the salesperson has substantial influence over sales
C) the company is looking to save money due to budget constraints
D) the company is looking to create competition among its sales staff
Answer: A
Type: Application
Learning Obj: 3
18) This type of sales incentive compensation plan offers the sales person a salary and further
compensation if they meet a specific, exceptional sales goal.
A) salary-plus-bonus
B) salary-plus-commission
C) salary-plus-draw
D) salary-plus-graduated commission
Answer: A
Type: Concept
Learning Obj: 3
19) Jasmine Black believes that the company should share part of the risk for her sales position.
Which sales compensation plan should she pursue?
A) salary-plus-bonus plan
B) salary-plus-commission plan
C) commission-plus-draw plan
D) commission-only plan
Answer: B
Type: Application
Learning Obj: 3
20) A recently opened car dealer uses an incentive compensation plan for its sales people. The
dealer provides money to its salespeople to cover basic living expenses and then shares a fixed
percentage of the selling price of each car that a salesperson sells. However, the salesperson
should repay the subsistence pay component within a year; otherwise he/she cannot continue in
the employment of this dealer. What type of sales compensation plan does this dealer adopt?
A) salary-plus-bonus
B) salary-plus-commission
C) commission-plus-draw
D) commission only
Answer: C
Type: Application
Learning Obj: 3
80
21) This is a loan from the company to the employee that is carried forward indefinitely until the
employee sells enough to repay it.
A) commission-plus-draw plan
B) a recoverable draw
C) a non-recoverable draw
D) an interest-free loan
Answer: B
Type: Concept
Learning Obj: 3
22) This type of commission draw acts as a salary because employees are not obligated to repay
the loans if they do not sell enough to cover the amount.
A) nonrecurring draw
B) safe draw
C) nonrecoverable draw
D) graduated draw
Answer: C
Difficulty: Easy
Type: Concept
Learning Obj: 3
23) With which type of sales commission plan does an employee earn a higher rate of
commission for all sales made in a given period if the sales level exceeds a predetermined level?
A) commission-plus-draw plan
B) straight commission
C) multiple-tiered commission
D) graduated commission
Answer: C
Type: Concept
Learning Obj: 3
24) In which situation is a commission-only plan best suited?

A) The salesperson has little influence over the sales.
B) The company is following a lowest-cost strategy.
C) Extensive training or expertise is required.
D) The sales cycle is long.
Answer: B
Type: Concept
Learning Obj: 3
81
25) A company adopting a commissions-oriented sales compensation plan would most likely be
pursing which type of competitive strategy?
A) highest quality
B) lowest-cost
C) differentiation
D) fairest-price
Answer: B
Type: Concept
Learning Obj: 3
26) This term describes a set of skills necessary to perform a specific job or a group of similar
jobs.
A) skill range
B) skill grade
C) skill block
D) skill structure
Answer: C
Difficulty: Easy
Type: Concept
Learning Obj: 4
27) The HR manager of a company thinks that they have too many narrow pay grades within the
organization. By getting the support from upper management, they decided to consolidate
existing pay grades and ranges into fewer pay grades and broader pay ranges in order to create a
flatter organization in terms of compensation. This is an example of which pay structure
variation?
A) broadbanding
B) two-tier pay system
C) pay compression
D) multiple-tier pay system
Answer: A
Type: Application
Learning Obj: 5
28) Which of the following would NOT be considered as an advantage of broadbanding?

A) elimination of narrow bands broadens employees' job duties and responsibilities
B) reduced organizational hierarchies that support job promotions
C) reduced management layers that promotes quicker decision making cycles
D) greater responsibility for supervisors for administering each employee's compensation within
the confines of the broadbands
Answer: B
Learning Obj: 5
82
29) Alejandro Martinez is responsible for setting up the pay structure for his company. He
believes that newly hired employees should not be paid as much as established employees.
Accordingly, what type of pay structure should Mr. Martinez use?
A) broadbanding
B) sales incentives
C) two-tiered
D) merit pay
Answer: C
Type: Application
Learning Obj: 5
30) What types of companies are most likely to utilize two-tier wage systems?
A) unionized firms
B) sales firms
C) public sector companies
D) private sector companies
Answer: A
Type: Concept
Learning Obj: 5
31) ________ assign different pay rates for jobs of unequal worth, and provide the basic
framework for recognizing differences in individual's contributions.
Answer: Pay structures
Type: Concept
Learning Obj: 1
32) ________ represent the vertical dimension of pay structures.

Answer: Pay ranges
Type: Concept
Learning Obj: 1
33) The ________ pay value is the halfway mark between the range minimum and maximum
rates.
Answer: midpoint
Difficulty: Easy
Type: Concept
Learning Obj: 1
83
34) A ________ is the difference between the maximum and minimum pay rates of a given pay
grade.
Answer: range spread
Type: Concept
Learning Obj: 1
35) ________ rates pay wages higher than the maximum listed in order to help retain valued
employees fielding big job offers elsewhere.
Answer: Red circle
Type: Concept
Learning Obj: 1
36) ________ describe the allocation of monetary resources to fund pay structures.
Answer: Compensation budgets
Type: Concept
Learning Obj: 2
37) ________, or lump sum bonuses, lend themselves well to cost containment, since these
bonuses are not permanent percentage increases on worker base pay levels.
Answer: Nonrecurring merit increases
Type: Concept
Learning Obj: 2
38) ________ is a form of compensation based upon a percentage of the selling price of a
product or service.
Answer: Commission
Difficulty: Easy
Type: Concept
Learning Obj: 3
39) Money that covers the basic living expenses of sales professionals is better known as a
________,
Answer: draw
Type: Concept
Learning Obj: 3
40) ________ makes sure that employees have at least a minimally acceptable level of skill
proficiency upon completion of a training unit.
Answer: Certification
Difficulty: Easy
Type: Concept
Learning Obj: 4
84
41) Compare and contrast merit pay systems and sales compensation.
Answer: Employees earn permanent merit increases based on their performance. In sales
incentive compensation plans, salespeople's compensation relies on incentives. The key in this
compensation program is to align salespeople's financial interest with the company's marketing
objectives. In merit based pay system, an employee's reward is generally based on someone
else's subjective evaluation of the employee's past performance. However, in sales compensation
programs, employees receive rewards when they meet pre-established levels of performance.
Moreover, salespeople's compensation is variable to the extent that it is composed of incentives.
In merit pay systems, employees earn base pay for their job that is increased periodically with
permanent pay raises or one-time bonuses.
Type: Synthesis
Learning Obj: 2, 3
42) Briefly discuss designing job-based pay system (i.e. merit pay, sales incentive pay) and
person-focused programs. What considerations arise when making a transition from using a job-
based pay system to using pay-for-knowledge?
Answer: There are three matters that compensation and HR professionals need to consider when
making this transition. A first consideration is skills assessment. This consists of three parts: 1)
who should assess whether employees possess skills at levels that justify a pay raise, 2) on what
basis the assessments should be made, and 3) when the assessments should be conducted.
A second consideration is aligning pay with the knowledge structure. Core compensation must
reflect the knowledge or skills the company incorporates into its pay-for-knowledge structure. If
employees are underpaid, pay adjustments must be made as quickly as possible.
A third consideration is employees' access to training. Companies must ensure that employees
have equal access to the needed training for acquiring higher-level skills.
Type: Synthesis
Learning Obj: 2, 3, 4
85
43) What is broadbanding? What are its limitations?
Answer: Broadbanding is used to consolidate existing pay grades and ranges into fewer, wider
pay grades. This form of pay structure reflects the increasing trend toward flatter, less-
hierarchical corporate structures that emphasize teamwork over individual contributions alone.
Broadbanding uses only a few, large salary ranges spanning levels within the organization
previously covered by several pay grades. Some companies establish broadbands for distinct
employee groups within the organizational hierarchy. Other companies may choose to create
broadbands on the basis of job families. Others may set broadbands according to functional
areas, collapsing across job families. Because broadbands include a wider range of jobs from
prior narrowly defined pay grades, supervisors have greater latitude in setting employees' pay
based on the tasks and duties they perform.
There are a number of limitations associated with broadbanding. First, broadbanding changes
how compensation dollars are allocated, but not how much is allocated. Although one may think
that a flatter organizational structure may reduce cost, it may instead increase costs given that
supervisors have greater flexibility in awarding pay to their employees. Second, there exists a
trade-off between the flexibility to reward employees and promotional opportunities.
Type: Concept
Learning Obj: 5

Chapter 9 Discretionary Benefits
1) In 2010, discretionary benefits accounted for as much as what percentage of an employer's

total payroll costs?
A) 30.5%
B) 50.0%
C) 60.5%
D) 75.0%
Answer: A
Type: Concept
Learning Obj: 1
2) Discretionary benefits are generally divided into which three categories?

A) health benefits, intellectual enhancements, paid time-off
B) pension benefits, protection programs, health benefits
C) services, paid time-off, protection programs
D) intellectual enhancements, health benefits, services
Answer: C
Type: Concept
Learning Obj: 1
86

All Chapters Compensation

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

All Chapters Compensation

Uploaded by

Copyright:

Available Formats

Strategic Compensation, 7e (Martocchio)

Chapter 1 Strategic Compensation: A Component of Human Resource Systems

2) Protection programs are what type of compensation benefits?

3) Which of the following would be an example of a non-monetary reward?

30) Which of the following are stakeholders within a company?

43) What is a constituency? How does it affect the HR department?

4) These two are job evaluation techniques.

7) Which unit in the job analysis process is the smallest?

26) What type of organizations use classification plans most prevalently?

38) ________ describe preferences for work environments and outcomes.

Strategic Compensation, 7e (Martocchio)

2) Compensation surveys are typically focused on which two factors?

8) These are used as reference points for setting pay levels.

14) Which of the following are the three measures of dispersion?

19) What does Quartile 3 represent?

23) In the regression analysis formula, what does the X represent?

24) In regression, what does it mean when the R2 = 1?

35) ________ represents the amount of spread or dispersion in a set of data.

Strategic Compensation, 7e (Martocchio)

5) These represent the horizontal dimension of pay structures.

7) In establishing pay grades, which pay rate is established first?

24) In which situation is a commission-only plan best suited?

28) Which of the following would NOT be considered as an advantage of broadbanding?

32) ________ represent the vertical dimension of pay structures.

Strategic Compensation, 7e (Martocchio)

1) In 2010, discretionary benefits accounted for as much as what percentage of an employer's

2) Discretionary benefits are generally divided into which three categories?

You might also like