HRMD 640 – Job Analysis and Compensation
UMUC – Fall 2015- Dr. Rhonda Jones
Midterm Exam – 7 PAGES

This examination is administered as an open-book test. As with all exams, this is intended to be your individual effort. Course materials may be used, but your answers should be your own. Your work must adhere to UMUC’s policy on academic integrity and plagiarism, which can be found at http://www.umuc.edu/policy/aa15025.shtml.

This exam is worth 100 points and 20% of your total grade in the course. There are 5 questions listed, each worth 20 points. Answer all questions, which will require that you write approximately 3-4 paragraphs for each. References (including your textbook) should be cited according to APA. Be sure to check for spelling and grammatical errors before submitting your answers. Also, see the grading criteria/rubric that is posted on WebTycho for details on how your responses will be scored.

1.   Job analysis has been considered the cornerstone of human resource management. Precisely how does it support managers making pay decisions? (1 page)

2.   You are the manager of 10 people in a large organization. All of them become very suspicious and upset when they receive a memo from the HR department saying their jobs are going to be evaluated. What could be some possible reasons for the job evaluation? What would you say to your subordinates? Explain. (1 page)

3.   If you were managing employee compensation, how would you recommend that your company evaluate the effectiveness of its job evaluation processes? Give at least one example. (1 page)

4.   Why does the process used in the design of an internal pay structure matter? What are some of the repercussions? Distinguish between the process used to design and administer a person-based and a job-based approach. (2 page)

5.   Contrast pay ranges and grades with bands. Why would you use either? Does their use assist or hinder the achievement of internal alignment and external competitiveness? (2 page)

HRMD 640 – Job Analysis and Compensation

Final Exam – 11 PAGES
Instructions: Below are the final exam questions for the Final Exam Case Study, Columbia Custom Carpentry, which is attached to this order. The file name is HRMD 640 Final Exam.pdf. You are to answer all of the questions. Please ensure that your answers are complete. This assignment will be graded according to the Final Exam Rubric that is posted in our classroom.
Review the attachment to this order to access all of the necessary files.
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1. In your opinion, what is causing the turnover at Columbus Custom Carpentry? (1 page)

2. How would you characterize the internal and external equity at Columbus Custom Carpentry? (1 page)

3.  Are the assembly technicians overpaid? Explain. (1 page)

4. Are the craters underpaid? If so, why? Will they still be underpaid if the custom hand-work portion of their job is eliminated by the jig system? Explain. (2 page)

5. Given the case and market information, is the CFO position best aligned with that of an accounting manager, director, or a CFO? Explain. (1 page)

6. Are there differences in pay that appear to be based on sex/race/ethnicity rather than performance or length of service? How so? (2 pages)

7. Would you want to work for this company? Why or why not? How, if at all was your answer affected by the job analysis and compensation information in the case study? (1 page)

8. Given your answers to the previous questions, exactly how would you rectify the key issues within Columbus Custom Carpentry? What resources/references support your plan of action? (2 pages)

HRMD 640 – Job Analysis and Compensation
UMUC – Fall 2015- Dr. Rhonda Jones
Midterm Exam – 7 PAGES

This examination is administered as an open-book test. As with all exams, this is intended to be your individual effort. Course materials may be used, but your answers should be your own. Your work must adhere to UMUC’s policy on academic integrity and plagiarism, which can be found at http://www.umuc.edu/policy/aa15025.shtml.

This exam is worth 100 points and 20% of your total grade in the course. There are 5 questions listed, each worth 20 points. Answer all questions, which will require that you write approximately 3-4 paragraphs for each. References (including your textbook) should be cited according to APA. Be sure to check for spelling and grammatical errors before submitting your answers. Also, see the grading criteria/rubric that is posted on WebTycho for details on how your responses will be scored.

1.   Job analysis has been considered the cornerstone of human resource management. Precisely how does it support managers making pay decisions? (1 page)

2.   You are the manager of 10 people in a large organization. All of them become very suspicious and upset when they receive a memo from the HR department saying their jobs are going to be evaluated. What could be some possible reasons for the job evaluation? What would you say to your subordinates? Explain. (1 page)

3.   If you were managing employee compensation, how would you recommend that your company evaluate the effectiveness of its job evaluation processes? Give at least one example. (1 page)

4.   Why does the process used in the design of an internal pay structure matter? What are some of the repercussions? Distinguish between the process used to design and administer a person-based and a job-based approach. (2 page)

5.   Contrast pay ranges and grades with bands. Why would you use either? Does their use assist or hinder the achievement of internal alignment and external competitiveness? (2 page)

HRMD 640 – Job Analysis and Compensation

Final Exam – 11 PAGES
Instructions: Below are the final exam questions for the Final Exam Case Study, Columbia Custom Carpentry, which is attached to this order. The file name is HRMD 640 Final Exam.pdf. You are to answer all of the questions. Please ensure that your answers are complete. This assignment will be graded according to the Final Exam Rubric that is posted in our classroom.
Review the attachment to this order to access all of the necessary files.
~~~~
1. In your opinion, what is causing the turnover at Columbus Custom Carpentry? (1 page)

2. How would you characterize the internal and external equity at Columbus Custom Carpentry? (1 page)

3.  Are the assembly technicians overpaid? Explain. (1 page)

4. Are the craters underpaid? If so, why? Will they still be underpaid if the custom hand-work portion of their job is eliminated by the jig system? Explain. (2 page)

5. Given the case and market information, is the CFO position best aligned with that of an accounting manager, director, or a CFO? Explain. (1 page)

6. Are there differences in pay that appear to be based on sex/race/ethnicity rather than performance or length of service? How so? (2 pages)

7. Would you want to work for this company? Why or why not? How, if at all was your answer affected by the job analysis and compensation information in the case study? (1 page)

8. Given your answers to the previous questions, exactly how would you rectify the key issues within Columbus Custom Carpentry? What resources/references support your plan of action? (2 pages)