The results of an employee attitude survey conducted at the OroTech Corporation
revealed that the #1 concern of full-time employees was the long commute they
experienced commuting back and forth to work each day. Management has contacted
you, an HR representative, to advise them on an appropr...
MHR Final Questions and Answers
The results of an employee attitude survey conducted at the OroTech Corporation
revealed that the #1 concern of full-time employees was the long commute they
experienced commuting back and forth to work each day. Management has contacted
you, an HR representative, to advise them on an appropriate course of action for
addressing this situation. What would you recommend to them?
a. Implement a flextime program.
b. Implement a telecommuting program.
c. Implement an alternative dinners flexible benefit plan.
d. Implement a wellness program.
e. Provide access to an employee assistance program for employees.
o :# B. (Telecommuting is specifically designed to allow workers to perform their
jobs from remote locations)
You are the Director of Compensation and Benefits at the Mattelo Corporation. You are
in the process of trying to redesign the company's employee benefit system. A systematic
assessment of employees has indicated that their needs are diverse and that they want
choices in which benefits they take to best meet their needs. However, employees do not
want to have to make too many decisions about individual benefits either as this would
make the process too time consuming and confusing for them. Rather, they would prefer
benefit options given to them in the form of a variety of comprehensive benefit packages
from which they would choose one. Given this situation, what would you do?
a. Implement a core cafeteria flexible benefit plan.
, 2024/2025 2|Page
b. Implement a job sharing program.
c. Implement an alternative dinners flexible benefit plan.
d. Implement a buffet flexible benefit plan.
e. All of the above.
o :# C. (Alternative dinners provides multiple options of comprehensive benefit
plans and this is what is needed in this situation.)
You have been hired as an HR consultant by senior management at a well known
commercial airline to help them develop a work-life balance program for employees. The
company has been experiencing difficulty attracting and retaining high quality
employees because it has developed a reputation as being a company that creates a high
pressure work environment and overworks its employees by asking them to work after
hours and on weekends. What would you recommend to management to address this
situation?
a. Increase employee base salaries by 20%.
b. Create and implement employee leave policies.
c. Implement a merit pay system.
d. Implement an employee empowerment program.
e. Implement an emplotee stock ownership plan (ESOP)
o :# B. (A leave benefit is another type of work-family benefit that enables workers
to balance work vs. family demands.)
, 2024/2025 3|Page
You have been hired as an HR consultant by a law firm that needs someone to conduct a
thorough evaluation of their employee benefit system. Based on your assessment, you
note that the company initially designed the benefit system by just looking at which
benefits were commonly offered by other firms. This resulted in one standard benefit
plan that employees had to either "take or leave." General summaries of employee
benefits were delivered orally to employees at new employee orientation sessions. A
recent employee attitude survey showed that only 30% of the company's employees felt
that the benefit system was effective. Based on your understanding of effective benefit
systems, what would you recommend to management in order to improve the benefit
system at the firm?
a. Don't change the system - just improve your communication of benefits to employees.
b. Reduce the amount of benefits provided in the benefits packa
o :# C. (Doing alternative C involves the application of best practices for making
employee benefits systems more effective which would be appropriate in this
situation.)
Broadbanding should be used when _____________.
a. an employee empowerment initiative is being implemented
b. an organization wants to implement a lead pay policy
c. when the organization has a lot of employees hitting the maximums for their salary
ranges
d. when the organization wants to link pay with job performance
e. the organization is very large
, 2024/2025 4|Page
o :# C. (Broadbanding would be appropriate to use when a lot of employees are
maxing out in their salary ranges as it provides a smaller number of wider salary
ranges.)
The key points from the pay-adjustment matrix include _____________.
a. merit pay increases should be limited to 2- 4% for all employees
b. merit pay increases should be smaller for employees who are below the midpoint for
their salary ranges than for employees who are above their salary midpoints
c. merit pay increases should be larger for employees who are below the midpoint for
their salary ranges than for employees who are above their salary midpoints
d. the same merit pay increase should be given to all employees
e. all of the above
o :# C. (It is true that merit pay increases should be larger when the pay level is
below the midpoint as once the midpoint has been crossed, the concern is that the
employee is getting too high in his/her salary range.)
An information technology specialist who is an outstanding performer is earning $89,000
a year based on receiving annual merit pay increases of 7-9% over the past three years.
The salary range for this position is $50,000- 85,000. Based on the discussion of
compensation and benefits in lecture, the most appropriate course of action for dealing
with this employee would be to ____________.
a. lower the employee's salary to $85,000
b. continue to increase this employee's salary at a rate of 7-9%.
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