Compensation Strategies and Practices
The systematic way of determining the worth of all the jobs within any organization is called
compensable evaluation
job evaluation
benchmark job
job promotion structure
job evaluation
Related posts
The tangible components of compensation programs usually designed by the organization consists ofA. indirect compensation
B. recency compensation
C. direct compensation
D. both A and C
The compensation quartile strategy in which 50% of employers pays below than market and remaining pays compensations higher than market is called
A. second quartile strategy
B. first quartile strategy
C. forth quartile strategy
D. third quartile strategy
The compensation given with the base pay linked to individual team or organizational performance is classified as
A. variable pay
B. salaries
C. base pay
D. wages
According to traditional compensation approach, the perks and bonuses are
A. for CEO only
B. for all employees
C. for executive only
D. not for executives
The key issues related to internal equity are
A. distributive justice
B. procedural justice
C. primacy justice
D. both A and B
In an organization, the base pay is classified as being part of
A. direct compensation
B. primacy compensation
C. indirect compensation
D. recency compensation
The compensation quartile strategy in which employer of organization pays below than market compensations is called
A. forth quartile strategy
B. third quartile strategy
C. second quartile strategy
D. first quartile strategy
Leave a Reply