Questions Bank for
Compensation management
Chapter: Introduction
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1.
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a)
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What do you mean by Compensation? How Compensation differ from
Compensation Management?
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b)
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As
a Human Resource Manager of a Multinational Company why do you want to apply Compensation
Management in your Company?
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c)
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As
a Head of Human Resource Division of a Multinational Company, if you want to
develop a standard Compensation System in your Company what are the Components you should keep within your Compensation system?
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2.
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a)
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What do you mean by Compensation? How Compensation differ from
Compensation Management?
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b)
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As
a Head of Human Resource Division of a Multinational Company, if you want to
develop an effective compensation management in your Company what are the Prerequisites
must have within it. Discuss briefly.
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c)
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“Over
compensation increase the performance of the employees” do you agree with
this statement? Why or why not?
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3.
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a)
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What
do you mean by Over Compensation?
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b)
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How
Over compensation may affect the performance employees as well as
organization?
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c)
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Discuss
briefly the Compensation dimensions?
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4.
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a)
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What
do you mean by Under Compensation?
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b)
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How
Under Compensation may affect the performance employees as well as
organization?
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c)
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Discuss
briefly the Compensation dimensions?
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Chapter: Pay
dissatisfaction
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1.
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a)
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What do you
mean by Pay dissatisfaction?
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b)
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As a Head of
Human Resource Division of a Multinational Company you should keep in your
mind that some factors may affect the pay satisfaction, what are those
factors. Discuss briefly.
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c)
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“Women are
more satisfied than men regarding pay compensation” do you agree with this
statement? why or why not?
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2.
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a)
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If there are feelings of inequity (pay
dissatisfaction) employees will try to reduce them. There are several ways of
addressing the pay inequity. What are the ways?
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b)
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Discuss
briefly the “Pay satisfaction Model” do you think this model is effective for
the compensation management? Why or why not?
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c)
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Discuss
briefly the Possible determinants of pay differences in the Compensation
Management
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Chapter: Job Analysis
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1.
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a)
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Discuss
briefly the different Terms of Job Analysis. What are the relationship among
the terms task, job and job family?
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b)
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What
do you mean by Job Analysis?
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c)
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As
a Human Resource Manager of a Multinational Company what are the Preliminary Questions
you have to Ask before entering into the Job Analysis?
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d)
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Why Job
Analyses is very important in the development of an organization?
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2.
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a)
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Discuss
briefly the Typical Division of HR Responsibilities in case of Job Analysis.
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b)
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As
a Human Resource Manager of a Multinational Company describe an orderly and
systematic procedure for developing a job analysis program.
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c)
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Describe
various methods for generating job analysis data and information, giving
examples of where each method would best fit the requirements of the
situation.
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d)
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Interviews,
Structured Questionnaire / Inventory, Direct Observation, Logbooks / Work
Diaries are well known methods of Job Analysis. As a HR Manager which method
is for your organization and why?
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3.
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a)
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As
a Human Resource Manager of a Multinational Company what Criteria’s you
should follow to Choose an effective Job Analysis Method.
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b)
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What Typical Areas Covered in a Job Analysis
Questionnaire?
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c)
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Who
is Involved in Job Analysis?
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4.
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a)
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What do you
mean by Job Functions?
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b)
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How will be a
Job Function Statement consists of?
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c)
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What
are the basic difference between essential job function and managerial job
function?
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Chapter: Job Evaluation
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1.
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a)
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Discuss
briefly the History of Job Evaluation. And prove that how this history
relates with the job evaluation.
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b)
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What
do you mean by the term Job Evaluation? What are the reasons for implementing
the job evaluation program?
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c)
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As
a Head of HRD of a Multinational Company how an effective job structure may
be formed?
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2.
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a)
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Point out some
Major Decisions in Job Evaluation Program.
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b)
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What steps are
taken to assure that the job evaluation process is fairly applied?
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c)
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Discuss
briefly the three phase process Job evaluation program.
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3.
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a)
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What are some
of the strengths and limitations in the use of ranking method for job
evaluation purpose?
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b)
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As a Head of
HRD of a Multinational Company what must be done to develop a predetermined
grading or position classification method?
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c)
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Discuss
briefly the point-factor job evaluation method that continues to be widely
used today.
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d)
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What
are some of the strengths and limitations in the use of point-factor job
evaluation method?
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4.
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a)
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What are used
as scales for measuring job differences and worth in point-factor job
evaluation methods?
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b)
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Discuss
briefly the Comparison of Job Evaluation Methods that continues to be widely
used today.
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c)
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What
are some of the strengths and limitations in the use of Comparison of Job
Evaluation Methods?
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Chapter: Job Description
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1.
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a)
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What
do you mean by Job Description?
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b)
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As
a Head of HRD of a Multinational Company what format you will follow to
develop a Job Description?
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c)
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Why Job Description
is very important in the development of an organization?
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2.
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a)
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As a Human
Resource Manager of a Multinational Company, if you want to develop an effective
Job Description which thing you have to include within it.
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b)
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As a Human
Resource Manager of a Multinational Company, if you want to develop an
effective Job Description which thing you have to exclude from it.
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c)
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As
a Human Resource Manager of a Luminous Group, if you want to develop an
effective Job Description what are the guidelines you have to follow?
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d)
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As
a HR Major Student of Manarat International University give a practical
example job description.
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e)
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As
a Human Resource Manager of a Luminous Group, if you want to develop an
effective Job Description what are the legal constrains you have to face?
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1.
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a)
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What do you
mean by Job Specification?
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b)
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As a Head of
HRD of a Multinational Company what format you will follow to develop a Job
Specification?
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c)
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Why Job Specification is very important in the
development of an organization?
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2.
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a)
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As a Human Resource Manager of a Multinational
Company, if you want to develop an effective Job Specification which thing
you have to include within it.
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b)
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As a Human Resource Manager of a Multinational
Company, if you want to develop an effective Job Specification which thing
you have to exclude from it.
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c)
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As a Human
Resource Manager of a Luminous Group, if you want to develop an effective Job
Specification what are the guidelines you have to follow?
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d)
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As a HR Major
Student of Manarat International University give a practical example Job
Specification.
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Chapter: Designing a Base Pay Structure
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1.
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a)
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What do you mean by Pay Structure?
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b)
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What
are the Types of Pay Structures? When you will design A Base Pay
Structure? |
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c)
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What must be included to design a Base Pay
Structure? |
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d)
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Determine the line of best fit for pay line using
the least-squares method?
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2.
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a)
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As
a Human Resource Manager of a Multinational Company, What are the questions and issues to be consider for designing Pay
Structure?
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b)
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Why a Pay Policy Line is very important for the organization?
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c)
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How can you determine the pay grade overlap from
the following data?
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d)
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Why should an organization use more than one pay structure?
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e)
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To design a pay structure mean is superior under
what circumstances?
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f)
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Using the following data develop ten steps pay
structure design for your organization?
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g)
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To design a pay structure median is superior under
what circumstances?
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3.
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a)
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What is the value of having a 5 % difference
between midpoints? A 20% difference between midpoints?
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b)
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How can you determine spread of range with the
help of midpoint pay rate?
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c)
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What are the issues to be considered when we use
the midpoint to midpoint deference?
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d)
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Factors that Influence Wage Levels/ Pay Grade
Ranges
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e)
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As a HR Manager of a MNC what are the general characteristics
you have to follow to develop a Pay Grade Systems?
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f)
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How Would You Handle Outliers or below minimum and
above maximum?
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Chapter: Short-term incentives
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1.
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a)
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What
do you mean by Short-term incentives?
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b)
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Types
of Short-term incentives
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c)
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Why many
systems of incentive plan may be failed?
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2.
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a)
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What do you
mean by Premium and differentials?
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b)
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As a Human
Resource Manager of a Multinational Company, what are the ways you can give
your employees premium and differentials.
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c)
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What
do you mean by Overtime? What are the
elements of overtime policies?
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d)
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“The
second shift usually receives a higher premium than the third shift and this
pay is normally considered part of the employee’s base pay” do you agree with
this statement. Why or why not?
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3.
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a)
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As a HR
Manager of a MNC, discuss briefly the Individual- based bonuses and Awards
for your organization.
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b)
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What
do you mean by Reporting premium? Discuss briefly the ideal policies of reporting premium.
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c)
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Discuss briefly three building blocks provided the
foundation for many pay-for- units- produced incentive plans.
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d)
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What
do you mean by Referral reward?
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e)
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Do
you think referral reward is effective for the organization or not?
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4.
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a)
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What do you mean by Profit sharing?
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b)
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Discuss
briefly the three different types of profit-sharing plans.
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c)
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Discuss briefly the principal features of
Lincoln’s incentive system.
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d)
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Write short notes:
I.
Festival bonus
II.
Vacation bonus
III.
Annual Lump-sum bonuses
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