[Jan 14, 2022] Free Global Remuneration Professional (GRP) GR1 Official Cert Guide PDF Download [Q33-Q50]

[Jan 14, 2022] Free Global Remuneration Professional (GRP) GR1 Official Cert Guide PDF Download

WorldatWork GR1 Official Cert Guide PDF

WorldatWork GR1 Exam Syllabus Topics:

NEW QUESTION 33
Which of these results-driven recognition programs focuses on individual employees who perform particularly well in some aspect of their job?

• A. Peer-to-peer
• B. Specific results and behaviors
• C. Above-and-beyond performance
• D. Symbolic award

Answer: C

NEW QUESTION 34
What type of performance standard specifies the steps necessary to complete a job duty?

• A. Quantity
• B. Process
• C. Quality
• D. Time

Answer: B

NEW QUESTION 35
What is the purpose of the annual total rewards statement?

• A. To describe the tax implications of different rewards
• B. To explain the various rewards programs available to employees
• C. To individually quantify the value of employees' total rewards packages
• D. To summarize for senior management the total expense attributable to rewards programs

Answer: C

NEW QUESTION 36
What should managers look at to decide if recognition should be in the form of cash or noncash?

• A. Whether or not cash will be taxed
• B. Financial need of employee being recognized
• C. The rating an employee received at his/her last performance review
• D. The behavior being rewarded

Answer: D

NEW QUESTION 37
If the beginning wage needed to recruit quality candidates for given job is higher than that of incumbents who have been with a company for some time, what type of pay adjustment should be used to correct this discrepancy?

• A. Market
• B. Tenure
• C. Automatic
• D. Cost-of-living

Answer: A

NEW QUESTION 38
Which of the following leads to the specific performance objectives for an organization?

• A. Performance measures
• B. Performance standards
• C. Human resources strategy
• D. Business strategy

Answer: D

NEW QUESTION 39
Which of the following would be a cause of an employee being paid only slightly above the minimum after two years on the job?

• A. The employee was minimally qualified upon entry and is still learning the job.
• B. The employee receives increases every six months.
• C. The job was re-evaluated and moved to a lower grade.
• D. Market data for the job are much higher than the range midpoint.

Answer: A

NEW QUESTION 40
What are usual, customary and reasonable charges (UCR)?

• A. The charges that an insurance carrier determines are normal for a particular medical procedure within a specific geographical area
• B. The charges that are published annually in the Global Insurers' Medical Cost Comparison Guide
• C. The charges that are allowable for any given medical procedure with no pre-treatment authorization
• D. The charges that are typically paid up front by a plan participant for services rendered.

Answer: A

NEW QUESTION 41
Which is the most accurate description of the work-life element of total rewards?

• A. Cash provided by an employer to an employee for his or her efforts and results toward completion of goals
• B. Organizational practices, policies and programs to help employees achieve success within and outside of the workplace
• C. Learning experiences designed to enhance employees' skills and competencies
• D. Alignment of organizational, team and individual efforts toward success

Answer: B

NEW QUESTION 42
What is continuing to contribute most to the current rise in the cost of benefits programs?

• A. Rising salaries for support staff
• B. Rising costs for health care
• C. Increasing cost of communication
• D. Increasing cost of enterprise software systems

Answer: B

NEW QUESTION 43
What is a shared leave program?

• A. An executive loan to worthy organizations for a period of time
• B. A donation of vacation time to others facing emergency situations
• C. A contribution of money to a nonprofit entity where a company employee volunteers
• D. An arrangement to ensure adequate coverage of service during employees' vacations

Answer: B

NEW QUESTION 44
Which of the following would be an appropriate question for an organization to ask itself in order to measure if the organization's investment in talent development has been effective?

• A. Have our salary budgets increased?
• B. Has our organization conducted an employee satisfaction survey?
• C. How many staff have been promoted in the last 12 months?
• D. Are sufficient numbers of employees adequately developed to assume roles as they are vacated?

Answer: D

NEW QUESTION 45
Which of the following is a true statement regarding the talent development needs of employees?

• A. Opportunities for career advancement are important to employees in their decisions to either join or leave an organization.
• B. Obtaining and developing skills provides leverage for the employee to seek more compensation.
• C. If employees believe their skills will fall behind their professional peers, they will be afraid to look for another job.

Answer: A

NEW QUESTION 46
Which of the following statements is most accurate regarding pay grades/bands?

• A. They identify the actual compensation paid to each employee
• B. They represent the difference between the midpoint and the maximum of a given salary grade
• C. They include incentives that are paid out at certain times of the year
• D. They may overlap with minimums and maximums falling within adjoining grades

Answer: D

NEW QUESTION 47
Which method of job evaluation uses a "whole-job" approach to determine the importance of each job to the company?

• A. Job component
• B. Ranking
• C. Benchmark
• D. Point factor

Answer: B

NEW QUESTION 48
What type of equity incentive gives employees the right to purchase company shares at a specified price?

• A. Performance units
• B. Stock/share grants
• C. Restricted stock/shares
• D. Stock/share options

Answer: D

NEW QUESTION 49
What best defines career opportunities in relation to total rewards?

• A. Plans that may include advancement into more responsible positions within the organization
• B. Opportunities for employees to apply for open positions during a reduction in force
• C. Opportunities that promote career moves into competing organizations
• D. Plans for succession of roles and responsibilities of a particular position

Answer: A

NEW QUESTION 50
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