1 / 10

According to the conference Board of Canada, the most commonly used retention strategy used is:

According to the conference Board of Canada, the most commonly used retention strategy used is:. Profit-sharing or gain sharing. Cash bonus or incentive. Team based incentives. Praise. Direct compensation includes:. Dental plan and life insurance. Flexible work hours.

kaipo
Download Presentation

According to the conference Board of Canada, the most commonly used retention strategy used is:

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. According to the conference Board of Canada, the most commonly used retention strategy used is: • Profit-sharing or gain sharing. • Cash bonus or incentive. • Team based incentives. • Praise.

  2. Direct compensation includes: • Dental plan and life insurance. • Flexible work hours. • Wages, salaries, incentives, bonuses and commissions. • Day care and fitness centers.

  3. Indirect compensation includes: • Bonuses. • Dental plans and life insurance. • Flexible work hours. • All of the above. • B and C only.

  4. Pay for performance is: • Easy to design. • Being used less frequently. • A method of differentiating pay for average performers and high performer's. • Frequently used for theatrical performers.

  5. According to your textbook, pay is equitable when: • People are paid the same for similar jobs. • Men and women are paid the same. • Executives are not paid more than 100 times the salary of the shop floor worker. • Compensation is perceived to be equal to the value of the work performed.

  6. Internal factors that influence wage rates include: • The employer's compensation strategy. • The perceived worth of the job. • Employee’s relative worth. • Employer's ability and willingness to pay. • All the above.

  7. External factors that influence wage rates include: • Other employees’ perception of the value of the job. • The supervisors’ evaluation of the worth of the job. • Area wage rates. • None of the above.

  8. According to the conference Board of Canada compensation planning outlook, salary increases for non-unionized employees from 1996 to 2004 were: • Lower than for unionized employees • Lower than inflation. • A and B. • Higher than unionized employees and inflation

  9. The five compensable factors used in a factor comparison system are: • Skill, education, experience, motivation, and performance. • Skill, mental effort, physical effort, responsibility, and working conditions. • Budget, number of employees, level of responsibility, politics, and market. • Family connections, sex, ethnic origin, disability, and religion.

  10. Current attempts to control the spiraling cost of employee benefits include: • Requiring employees to pay some portion of the cost of benefits. • Involving employees in assessing the value of benefits. • Increasing deductibles and implementing caps. • All of the above.

More Related