Total Rewards Management test Practice Test

T1-GR1 test Format | Course Contents | Course Outline | test Syllabus | test Objectives

Knowing what is required for an effective total rewards strategy will set you apart as a human resources professional. In this course, you will learn how to design and implement a total rewards program that meets your organizations specific needs and includes an ideal mix of rewards across the six rewards elements:
- Compensation
- Benefits
- Work-Life Effectiveness
- Recognition
- Performance Management
- Talent Development

Designed for new HR professionals, HR generalists and line managers, this course will empower you with the basic skills and knowledge to create a successful total rewards strategy for your organization. While developed to be an introduction to the total rewards system, the content goes beyond the basics to cover more advanced syllabus such as aligning total rewards with your organizations culture, HR goals and business strategy.

Introduction to Total Rewards
Learn about the evolution of HR rewards; the total rewards model, strategy and approach; and drivers and elements of total rewards strategy.

Compensation
Discover the factors influencing compensation. Learn about base pay structure and design as well as differential pay and variable pay.

Benefits
Learn what influences benefits and about income protection for benefits and pay for time not worked programs.

Work-Life Effectiveness
Learn the basics of work-life effectiveness, the work-life professional and work-life portfolio.

Recognition
Learn about the value of recognition programs and how to use them to drive results along with the different types of recognition plans and programs.

Performance Management
Gain knowledge about performance management and learn about pay for performance, principles of merit pay programs, base pay investment and merit increase guidelines.

Talent Development
Discover the role of talent development in total rewards and learn about the types of talent development opportunities and how to measure their effectiveness.

Total Rewards – Pulling it All Together
Finish with a review of the total rewards system, process and design considerations to ensure you walk away with the knowledge to design and implement a total rewards program tailor-made for your organization and that communicates the value of total rewards.

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T1-GR1
Total Rewards Management Exam
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Question: 131
Which statement is most accurate regarding organizational performance?
1. Individual performance is unrelated to organizational performance.
2. The poor performance of just one individual will disrupt the performance of the entire organization.
3. Performance at every level should be aligned towards achievement of organizational goals.
4. Performance can only be accurately measured at the organizational level.
Answer: C
Question: 132
What is a shared leave program?
1. A contribution of money to a nonprofit entity where a company employee volunteers
2. A donation of vacation time to others facing emergency situations
3. An arrangement to ensure adequate coverage of service during employees� vacations
4. An executive loan to worthy organizations for a period of time.
Answer: B
Question: 133
A medical benefits plan provision ensuring that the correct plan is paying expenses when the member is covered under more than one plan is known as what?
1. Deductible
2. Coinsurance
3. Coordination of benefits
4. Out-of-pocket expenses.
Answer: C
Question: 134
What is a primary objective of profit-sharing and performance-sharing variable pay plans?
1. To achieve organizational cost savings through base pay reductions
2. To increase employee identification with the organization�s success
3. To defer compensation expenses to future reporting periods
4. To reward individual employees for some significant contribution.
Answer: B
Question: 135
Which is the most accurate description of the work-life element of total rewards?
1. Cash provided by an employer to an employee for his or her efforts and results toward completion of goals
2. Organizational practices, policies and programs to help employees achieve success within and outside of the workplace
3. Alignment of organizational, team and individual efforts toward success
4. Learning experiences designed to enhance employees� skills and competencies.
Answer: B
Question: 136
What are usual, customary and reasonable charges (UCR)?
1. The charges that an insurance carrier determines are normal for a particular medical procedure within a specific geographical area
2. The charges that are published annually in the Global Insurers� Medical Cost Comparison Guide
3. The charges that are allowable for any given medical procedure with no pre-treatment authorization
4. The charges that are typically paid up front by a plan participant for services rendered.
Answer: A
Question: 137
Which method of job evaluation uses a "whole -job" approach to determine the importance of each job to the company?
1. Job component
2. Ranking
3. Benchmark
4. Point factor.
Answer: B
Question: 138
Which of the following best describes midpoint-to-midpoint differentials?
1. The ordering of jobs from highest to lowest
2. The market wage for a particular job compared to a specific company�s wage for the job
3. The adjustments to midpoints based on geographic differentials
4. The difference in wage rates paid at the midpoint of two adjacent grades.
Answer: D
Question: 139
When would an employee most likely receive a differential in addition to the regular hourly rate?
1. When working in more than one department
2. When working less time than his or her normal schedule
3. When working in locations other than the corporate office
4. When working a holiday or weekend.
Answer: D
Question: 140
An employee and his manager have decided that he will type reports with no more than one error per five pages. Which type of performance standard are they using?
1. Quality
2. Time
3. Process
Answer: A
Question: 141
How should learning opportunities to enhance a current job best be determined?
1. By each employee�s pay grade
2. By what is available on the annual development schedule
3. By what is appropriate for the business and the job
4. By what the manager thinks the employee should have
Answer: C
Question: 142
When using a market pricing approach to build a base pay structure, what percentage of job content should typically be similar for a job match to be considered good for benchmarking purposes?
1. 10% or more
2. 30% or more
3. 50% or more
4. 70% or more.
Answer: D
Question: 143
What does a total rewards strategy identify?
1. The organization�s reason for existence
2. The optimal mix of reward elements
3. The organization�s primary competitors
4. The organization�s ability to pay for performance.
Answer: B
Question: 144
How should appraisers address performance deficiencies on performance appraisals?
1. Avoid discussing them
2. Focus the entire appraisal on the areas that need attention
3. Balance every deficiency with a compliment, even if the compliments are for minor accomplishments
4. Provide specific information about deficiencies that affect performance.
Answer: D

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