Q&A Hero

Human Resource

Q: The only two benefits shown to reduce turnover are pensions and medical coverage.
Q: Though commonly believed by managers, there is only anecdotal evidence supporting the belief that higher benefit levels increase employee retention.
Q: Most employers prefer to avoid providing benefits on a defined-level basis.
Q: When future cost containment of a benefit may be a problem, the benefit should be offered on a noncontributory basis.
Q: A major reason for the proliferating cost of benefit programs is the narrow focus of benefit administrators.
Q: For most benefits, providing a level of coverage is more costly to employers than providing a benefit at a specific cost level.
Q: Employers prefer the noncontributoryapproach to financing benefits because this allows greater control of costs.
Q: If adverse selection occurs for one or more benefits in a flexible benefits plan, the higher cost will likely lead to those benefits being dropped from the plan.
Q: Flexible benefits allow organizations to control benefit costs.
Q: Flexible benefit plans are complex requiring many choices that lead to poor employee understanding of benefits.
Q: The biggest current trend in health care is market-based or customer-driven.
Q: Cost pressure related to increasing diversity of the workforce is one of the reasons companies are offering flexible benefit plans.
Q: The biggest recent trend in health care is consumer-driven health care.
Q: Benefits can be an effective tool to attract and retain employees when benefits address needs of a target group.
Q: A job ad stating generous benefits leads applicants to place higher value on benefits in choosing among jobs.
Q: According to a recent SHRM survey, pay is the top factor driving job satisfaction.
Q: The favorable tax status granted to many benefits is safe from the threat of recurrent tax reform proposals.
Q: Though employer provided benefits cost less due to group rates, they are taxed the same as wages and salaries.
Q: Employee benefits may be accurately described as a costly entitlement of the American workforce.
Q: While health care costs have risen rapidly during the past two decades, pension costs have been declining due to the strong stock market.
Q: General Motors spends more than twice as much for employee health insurance as for the steel that goes into each car they produce.
Q: Today, benefits are twenty-five percent of payroll costs.
Q: Before World War II, hourly employees were given time off for holidays but without pay.
Q: The average per hour cost of benefits is higher in state and local governments than in the private sector.
Q: There is good evidence that a sound benefits program reduces turnover.
Q: Which of the following would an employer be least likely to use if they sought to reduce benefit costs?A.Dual coverageB.Benefit ceilingC.CoinsuranceD.Defined benefit plans
Q: The biggest trend in cost-containment is:A.benefit limitations.B.HMO's.C.outsourcing.D.higher deductibles.
Q: All of the following are cost containment practices except:A.probationary periods.B.physical exams of all new hires.C.copay.D.seeking competitive bids for benefit delivery.
Q: All of the following are advantages of managing benefits via the internet or intranet except:A.employees have fewer interactions with HR staff.B.benefit handbook cost is minimized.C.benefit transactions costs are reduced.D.fewer employee benefits staff are required.
Q: A primary benefits objective of most employers is to:A.obtain employee cooperation in controlling benefit costs.B.increase employee knowledge of benefit costs.C.encourage employee responsibility for their own financial security.D.increase employee understanding of plan objectives.
Q: _____ is the most frequent method of benefit communication.A.An orientation sessionB.On-line benefits informationC.An employee benefit handbookD.A meeting with supervisor
Q: _____ is/are not a method of determining employee benefit preferences.A.Demographic dataB.Competitor pay surveysC.Employee surveysD.A cafeteria plan
Q: _____ is/are one of the most preferred benefits.A.Stock plansB.Profit sharingC.Shorter working hoursD.Early retirement
Q: The __________ act requires individuals to maintain minimal essential healthinsurance coverage or pay a penalty unless exempted for religious beliefs or financial hardship.A. Patient Protection and Affordable Care ActB. Family and Medical Leave ActC. Health Maintenance Organization ActD. No act requires these actions.
Q: _____ allows employees who have resigned or were laid off to continue to purchase health insurance under their employer's plan.A.Health Maintenance Act 1973B.FLSA 1938C.Tax reforms of 1982, 1986D.COBRA 1984
Q: _____ mandates 12 weeks of leave for all workers at companies that employ 50 or more people.A.Health Maintenance Act 1973B.FLSA 1938C.FMLA 1993D.COBRA 1984
Q: Which of the following benefits has been found to increase productivity in organizations?A.Child careB.Employee stock optionsC.Health careD.No benefit has been found to increase productivity.
Q: A recent survey shows employees ranking employee benefits __________ in explaining job satisfaction.A.firstB. secondC.thirdD.last
Q: Various studies have found that only two specific benefits curtailed employee turnover: _____ and _____.A.vacation days; dental plansB.profit-sharing plans; life insuranceC.retirement benefits; paid vacationsD.pensions; medical coverage
Q: The most widely used benefit survey is conducted by:A.the U. S. Chamber of Commerce.B.Watson-Wyatt.C.the Society for Human Resource Management.D.the American Compensation Association.
Q: Which of the following is not a part of the cost-centered approach for deciding to provide a benefit?A.Checking complianceB.Evaluating competitiveness of current benefitsC.Examining employee preferencesD.Basing benefits on historical costs
Q: The best way for companies to decide whether or not the company can afford a benefit is on a _____ basis.A.packageB.first dollar deductibleC.discounted costD.cost-centered
Q: All of the following except _____ are factors affecting employer choices of components of a benefits package.A.relationship to total compensation costsB.legal requirementsC.equityD.competitor offerings
Q: Employers prefer contributory benefits financing for all except which of the following?A. more favorable tax treatmentB. A "free good," is less valuable to an employee.C. Employees have little personal interest in controlling the costs of a free good.D. It helps control benefit costs.
Q: Alternatives to financing benefit plans include all of the following except:A.contributoryB.401KC.noncontributoryD.employee financed
Q: A customer-driven health care plan that offers employees a choice of medical plans that include systems of varying cost is the:A.full-defined contribution.B.health savings account.C.managed competition.D.tiered networks.
Q: A _____ is an employer-provided subsidized basic medical plan with buy-up options.A.full-defined contributionB.menu-driven health-care planC.managed competitionD.health savings account
Q: _____ is not an example of an approach to customer-driven health care.A.Tiered networksB.Cafeteria plansC.Managed competitionD.Full-defined contribution
Q: Tiered networks, managed competition and health savings accounts are all examples of choices for _____________A. menu-driven health care.B. flexible benefits.C. cafeteria plans.D. customer-driven health care.
Q: All of the following are advantages of flexible benefits except:A.costs of benefits are contained.B.employee understanding of benefits increases.C.introduction of new benefits is less costly.D.administrative expenses increase.
Q: Which of the following is not a disadvantage of flexible benefit programs?A. Administrative burdens and expenses increase.B. Adverse selection.C.New benefits are more difficult to introduce.D. Flexible benefits are subject to nondiscrimination requirements in Section 125 of IRS code.
Q: A major approach to increasing employee awareness of health care choices and cost is:A. customer-driven health care.B.cafeteria plans.C.large deductibles.D.large co-pays.
Q: _____ is/are the primary reason why businesses adopt flexible benefit programs.A.Cost savingsB.Increased employee understandingC.Federal requirements under EEO lawsD.Maintaining external equity
Q: A type of benefit plan that allocates a set dollar amount to employees and allows them to select benefits is called _____ plan.A.a select choiceB.a no-deductibleC.flexible benefitD.flat dollar benefit
Q: In the _____ benefit package, a package is designed with the average employee in mind.A.sharedB.standardC.cafeteria-styleD.federal
Q: Which of the following is not a benefit administration issue?A. Benefit adequacyB.Benefit financingC.Degree of choice among benefitsD.Legal defensibility of benefits
Q: The first issue in setting up a benefits package is:A.who should be protected or benefited.B.how much choice should employees have among benefits.C.how should benefits be financed.D.are benefits legally defensible.
Q: A recent survey shows that the majority of employers are responding to increased benefitcosts by______A.requiring employees to pay higher deductibles and copays.B. raising premiums.C. dropping health care plans.D. relying on the Patient Protection and Affordable Care Act
Q: Which of the following is not a major benefits planning and design issue?A.Benefit adequacyB.Competitiveness of benefitsC.Cost effectivenessD.Diversity compliance
Q: A study of the factors affecting MBA students' job choice showed _____ was ranked as least important.A.geographic locationB.promotion opportunitiesC.employee benefitsD.opportunity for advancement
Q: Across five studies ranking preference for benefits,_________ had the lowest average rating.A.Long-term disabilityB.Sick payC.PensionsD.Dental insurance
Q: Surveys show that the most highly valued benefit is:A.dental plans.B.a pension.C.paid vacation and holidays.D.medical insurance.
Q: Advantages of employer sponsored life and health insurance include all of the following except:A.favorable tax treatment.B.lower rates.C.employees can choose coverage levels.D.easy qualifying standards.
Q: The typical employee can recall _____ percent of the benefits they receive.A.almost 50B.less than 15C.over 30D.40
Q: Which of the following benefits are not mandated by state or federal legislation?A.Workers' compensationB.PensionsC.Social securityD.Unemployment insurance
Q: All of the following factors are reasons for the growth of benefits except:A.foreign competition.B.unions.C.cost effectiveness of benefits.D.government impetus.
Q: In 1959, benefits were approximately _____ percent of payroll and in 2010, the percent was _____.A.30, 50B.20, 38C.25, 30D.30, 60
Q: The total cost of employee benefits in the U. S. is _____ dollars.A.two trillionB.one trillionC.four trillionD.one billion
Q: What is the significance of promotions as a pay-for-performance tool?
Q: What are the types of pay systems that do not have high motivational potential, but provide equal increases to all employees regardless of performance?
Q: What are the key suggestions for an effective performance appraisal process?
Q: List the areas of errors in the performance appraisal process.
Q: Why is it pertinent to define behavioral expectations for highly routine tasks?
Q: How do you define a good appraisal format?
Q: Which is the most popular appraisal method which uses outcomes as a standard?
Q: Describe the paired comparison method of appraisal.
Q: What was Deming's major criticism against performance appraisals?
Q: What are the various factors that influence performance ratings?
Q: The first question in designing merit guidelines is how much of an increase does it take for employees to recognize the raise as a real increase.
Q: In merit guidelines, employees low in the pay range receive higher percentage increases than employees higher in the range.
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