A.  

employment insurance

B.  

company pension plan

C.  

psychological counseling

D.  

supplemental medical coverage

A.  

There is little empirical evidence supporting the validity of competency-based pay models.

B.  

Competency-based pay models are usually associated with operational level roles.

C.  

Pay for knowledge requires very detailed job descriptions for every role in an organization.

D.  

Pay for knowledge fits well with classical management styles, requiring employee flexibility in skill sets.

A.  

They provided poor returns on pension plan investments, and longevity of employees increased.

B.  

Defined benefit plans are simply not popular among employees.

C.  

They help organizations plan more accurately; hence, they make it easier to fund these liabilities.

D.  

Employers believe defined contribution plans are much more unpredictable from a funding perspective.

A.  

Output is easy to measure.

B.  

Output is very stable.

C.  

Output cannot be controlled by the individual employee.

D.  

Output is easy to price in terms of its value to the employer.

A.  

determining actual dollar values for jobs and individual employees

B.  

determining the total level of compensation to provide

C.  

determining how each of the mix choices should be structured

D.  

determining the mix of compensation components

A.  

Repairs flawed rewards programs

B.  

Creates tactical plans to be implemented

C.  

Utilizes whatever budget is remaining

D.  

Motivates employees and drives business performance

A.  

merit pay

B.  

piece rates

C.  

profit sharing

D.  

targeted incentives

A.  

to help retain long-service employees

B.  

to help link individual performance to individual pay

C.  

to help promote cost savings initiatives by employees

D.  

to help keep labour costs down