Pages

Translate

Saturday, June 28, 2014

Questions Bank for Compensation management

Questions Bank for
Compensation management
Chapter: Introduction
1.
a)
What do you mean by Compensation? How Compensation differ from Compensation Management?



b)
As a Human Resource Manager of a Multinational Company why do you want to apply Compensation Management in your Company?


c)
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?





2.
a)
What do you mean by Compensation? How Compensation differ from Compensation Management?



b)
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.



c)
“Over compensation increase the performance of the employees” do you agree with this statement? Why or why not?





3.
a)
What do you mean by Over Compensation?


b)
How Over compensation may affect the performance employees as well as organization?


c)
Discuss briefly the Compensation dimensions?





4.
a)
What do you mean by Under Compensation?


b)
How Under Compensation may affect the performance employees as well as organization?


c)
Discuss briefly the Compensation dimensions?

Chapter: Pay dissatisfaction
1.
a)
What do you mean by Pay dissatisfaction?


b)
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.



c)
“Women are more satisfied than men regarding pay compensation” do you agree with this statement? why  or why not?





2.
a)
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?


b)
Discuss briefly the “Pay satisfaction Model” do you think this model is effective for the compensation management? Why or why not?


c)
Discuss briefly the Possible determinants of pay differences in the Compensation Management




Chapter: Job Analysis
1.
a)
Discuss briefly the different Terms of Job Analysis. What are the relationship among the terms task, job and job family?


b)
What do you mean by Job Analysis?


c)
As a Human Resource Manager of a Multinational Company what are the Preliminary Questions you have to Ask before entering into the Job Analysis?


d)
Why Job Analyses is very important in the development of an organization?






2.
a)
Discuss briefly the Typical Division of HR Responsibilities in case of Job Analysis.


b)
As a Human Resource Manager of a Multinational Company describe an orderly and systematic procedure for developing a job analysis program.


c)
Describe various methods for generating job analysis data and information, giving examples of where each method would best fit the requirements of the situation.


d)
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?





3.
a)
As a Human Resource Manager of a Multinational Company what Criteria’s you should follow to Choose an effective Job Analysis Method.



b)
What Typical Areas Covered in a Job Analysis Questionnaire?



c)
Who is Involved in Job Analysis?





4.
a)
What do you mean by Job Functions?


b)
How will be a Job Function Statement consists of?



c)
What are the basic difference between essential job function and managerial job function?


Chapter: Job Evaluation
1.
a)
Discuss briefly the History of Job Evaluation. And prove that how this history relates with the job evaluation.


b)
What do you mean by the term Job Evaluation? What are the reasons for implementing the job evaluation program?


c)
As a Head of HRD of a Multinational Company how an effective job structure may be formed?





2.
a)
Point out some Major Decisions in Job Evaluation Program.


b)
What steps are taken to assure that the job evaluation process is fairly applied?


c)
Discuss briefly the three phase process Job evaluation program.





3.
a)
What are some of the strengths and limitations in the use of ranking method for job evaluation purpose?


b)
As a Head of HRD of a Multinational Company what must be done to develop a predetermined grading or position classification method?


c)
Discuss briefly the point-factor job evaluation method that continues to be widely used today.


d)
What are some of the strengths and limitations in the use of point-factor job evaluation method?





4.
a)
What are used as scales for measuring job differences and worth in point-factor job evaluation methods?


b)
Discuss briefly the Comparison of Job Evaluation Methods that continues to be widely used today.


c)
What are some of the strengths and limitations in the use of Comparison of Job Evaluation Methods?

Chapter: Job Description
1.
a)
What do you mean by Job Description?


b)
As a Head of HRD of a Multinational Company what format you will follow to develop a Job Description?


c)
Why Job Description is very important in the development of an organization?






2.
a)
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.


b)
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.


c)
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?


d)
As a HR Major Student of Manarat International University give a practical example job description.


e)
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?


Chapter: Job Specification
1.
a)
What do you mean by Job Specification?


b)
As a Head of HRD of a Multinational Company what format you will follow to develop a Job Specification?


c)
Why Job Specification is very important in the development of an organization?






2.
a)
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.


b)
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.


c)
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?


d)
As a HR Major Student of Manarat International University give a practical example Job Specification.












Chapter: Designing a Base Pay Structure

1.
a)
What do you mean by Pay Structure?


b)
What are the Types of Pay Structures? When you will design A Base Pay
Structure?


c)
What must be included to design a Base Pay
            Structure?


d)
Determine the line of best fit for pay line using the least-squares method?

Jobs
X Points
Y Rate(tk.)
A
50
2.00
B
75
2.25
C
100
2.50
D
125
2.75
E
150
3.00
F
175
3.25
G
200
3.50
H
225
3.75
I
250
4.00







2.
a)
As a Human Resource Manager of a Multinational Company, What are the questions and issues to be consider for designing Pay Structure?


b)
Why a Pay Policy Line is very important for the organization?


c)
How can you determine the pay grade overlap from the following data?

Grade level
Minimum Grade level ($)
Middle Grade level ($)
Maximum Grade level  ($)
Grade level -1
5.23
6.09
6.95
Grade level -2
6.01
7.00
7.99
Grade level -3
6.91
8.05
9.19
Grade level -4
7.95
9.26
10.57

  1. Find out the overlap between GL-1 to GL-2.
  2. Find out the overlap percentage spread of range.
  3. Find out the GL where no overlap exists.
  4. If 70% overlap exists between the grade levels what does it mean?



d)
Why should an organization use more than one pay structure?


e)
To design a pay structure mean is superior under what circumstances?



f)
Using the following data develop ten steps pay structure design for your organization?
Pay Sector
Pay Grades
Percentage Spread of Range (%)
Midpoint  to Midpoint difference (%)
Minimum pay for each sector
I
1-2
40
5
10000
II
3-5
50
6
12000
III
6-9
60
7
14000
IV
10-13
70
8
18000
V
14-15
80
9
23000




g)
To design a pay structure median is superior under what circumstances?





3.
a)
What is the value of having a 5 % difference between midpoints? A 20% difference between midpoints?



b)
How can you determine spread of range with the help of midpoint pay rate?
Minimum pay rate  ($)
Midpoint pay rate ($)
Maximum pay rate   ($)
Pay rate
15% under
10
15% above
  1. Find out the upper limit and lower limit of pay rate?
  2. Find out the spread of range of pay grade?



c)
What are the issues to be considered when we use the midpoint to midpoint deference?


d)
Factors that Influence Wage Levels/ Pay Grade Ranges


e)
As a HR Manager of a MNC what are the general characteristics you have to follow to develop a Pay Grade Systems?


f)
How Would You Handle Outliers or below minimum and above maximum?









Chapter: Short-term incentives
1.
a)
What do you mean by Short-term incentives?


b)
Types of Short-term incentives


c)
Why many systems of incentive plan may be failed?






2.
a)
What do you mean by Premium and differentials?


b)
As a Human Resource Manager of a Multinational Company, what are the ways you can give your employees premium and differentials.


c)
What do you mean by Overtime? What are the elements of overtime policies?


d)
“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?





3.
a)
 As a HR Manager of a MNC, discuss briefly the Individual- based bonuses and Awards for your organization.


b)
What do you mean by Reporting premium? Discuss briefly the ideal policies of reporting premium.


c)
Discuss briefly three building blocks provided the foundation for many pay-for- units- produced incentive plans.


d)
What do you mean by Referral reward?


e)
Do you think referral reward is effective for the organization or not?





4.
a)
What do you mean by Profit sharing?


b)
 Discuss briefly the three different types of profit-sharing plans.



c)
Discuss briefly the principal features of Lincoln’s incentive system.


d)
Write short notes:
       I.            Festival bonus
    II.            Vacation bonus
 III.            Annual Lump-sum bonuses




Posted by at

No comments:

Post a Comment

Subscribe to: Post Comments (Atom)