A. fine tune pay rates

B. price each pay grade

C. determining the worth of each job

A. evaluating internal equity

C. evaluating pay scales

D. evaluating pay grades

A. working capital

C. size of working capital

D. compensation capital

A. situational test

B. reasoning test

D. miniature job training

A. preretirement counseling

C. modifying selection procedure

D. phased retirement

A. realistic orientation

B. social orientation

C. artistic orientation

B. salary increments

C. direct payments

D. incentives

A. maintenance stage

B. establishment stage

D. exploration stage

A. employer role

B. manager role

D. line manager

A. classes

B. rank jobs

D. combine ratings

A. compensation strategy

C. mission

D. vision

A. career

B. career management

C. career development

A. primary data

B. secondary data

C. collective equity

B. bonuses

C. salary incentives

D. time based pay

A. performance appraisal

B. human resource planning

C. recruiting and placement

A. internal equity

B. external equity

C. procedural equity

B. external equity

C. procedural equity

D. internal equity

A. commissions

B. stock options for employees

C. bonuses

B. low

C. moderate

D. none of above

A. salary increments

B. time based pay

C. promotion

A. criterion validity

B. content validity

C. Score validity

A. pay scale

B. short-term incentives

D. ranking jobs

A. only one type of job

B. lesser range of job

C. unspecified job description

A. criterion validity

C. Score validity

D. Both A and B

A. skills

B. knowledge

C. efforts and responsibility

A. short-term benefits

B. job ranking

C. basic pay

A. unvocal reviews

B. vocal reviews

D. local reviews

A. ranking jobs

C. combining ratings

D. getting job information

A. leaderless group discussion

C. The in-basket

D. management games

A. investigative orientation

B. artistic orientation

D. social orientation

A. reality shock

B. transfers

D. promotions

B. evaluation oriented

C. tenure oriented

D. job oriented

A. external equity

B. collective equity

C. procedural equity

A. manager role

C. individual role

D. line manager

B. performance management

C. compensation management

D. succession planning

A. transfer

B. promotion

D. reality shock

A. fine-time pay rates

C. price each pay grade

D. group similar jobs

B. psychologists

C. R&D managers

D. physicians

B. knowledge

C. skills

D. efforts and responsibility

B. maintenance stage

C. establishment stage

D. trial sub stage

A. sampling technique

B. all of above

C. work sample

A. exploration stage

B. midcareer crisis sub stage

C. growth stage

A. job evaluation

B. job description

C. job specification

B. employers ability to train employees

C. employers ability to hire

D. employers ability to grow

B. individual equity

C. external equity

D. internal equity

A. none of above

B. Generation X

D. Generation Y

A. employees equity

B. employees family name

D. employees performance

A. compensation capital

B. size of working capital

C. working capital

A. HR strategy

B. performance appraisal

C. aligned compensating strategy

A. selection of compensable factors

C. grouping jobs

D. ranking jobs