Free and Premium WorldatWork CECP Dumps Questions Answers

Fixed pay and variable pay

Base pay and annual incentives

Direct and indirect compensation

Salary and hourly rate   

Mental health coverage and health care coverage

Pay for time not worked and income protection programs

Unemployment and disability

Defined contribution and defined benefits plans   

Investors and Finance want to see money spent wisely. Legal must ensure compliance, and HR and operating departments want to see their needs taken into account to attract, retain and motivate a high quality workforce.

Operating departments and HR understand the company must live within its means and Finance cannot allocate funds to a budget if it is likely that profitability will be adversely affected.

Investors want to maximize gains and want to see compensation tightly controlled and Legal needs to ensure that compensation plans do not attract undue scrutiny.

Operating departments view compensation as it applies to them, HR must balance available resources to attract, retain and motivate employees and Finance knows the value of a motivated workforce and will provide the budget necessary to achieve it.

Compensation

Benefits

Career opportunities

Recognition    

Ensuring they are appropriately selected, developed, appraised and rewarded

Monitoring individual employee career paths and succession planning

Communicating regularly with line management on performance management

Ensuring that all regulatory and voluntary payroll deductions are properly administered

Reduce compensation expense

Improve program efficacy

Select the best vendors

Compensate employees competitively

By using cash from other segments of the business

By using its high credit rating from prior years to receive a line of credit until the strategy begins to work

By selling its products and services at a loss until revenue increases and slowly raising prices until it begins to break even

By identifying and duplicating the strategy used by its main competitor.

Compensation that is given in the form of perquisites such as a company car, fitness membership, paid training, etc.

Compensation that is nondiscretionary and does not vary according to performance or results

Compensation that is contingent on discretion, performance or results

Compensation that is determined by the organization's pay structure   

They are all reported on the balance sheet.

They are all sources of capital.

They all incur the same costs to the business.

Nothing. Each of these is a different financial metric.

Financial Management

HR Management

Resource Management

Policy Management

If employees believe their skills will fall behind their professional peers, they will be afraid to look for another job.

Obtaining and developing skills provides leverage for the employee to seek more compensation.

Opportunities for career advancement are important to employees in their decisions to either join or leave an organization.

General

Cost of living

Automatic

Merit   

The balance sheet

The income statement

The cash flow statement and the income statement

The cash flow statement, along with the balance sheet and income statement

Pricing your products appropriately

Understanding your business and its competitive strengths and weaknesses

Forecasting profit, growth and investment performance to develop realistic budgets

Evaluating prior year performance for the narrative portion of annual financial reports

Earnings

Shares

Market capitalization

Increased market value and reinvested dividends paid