The primary objective of a compensation and benefits system is to attract and retain qualified employees by providing them with competitive pay and benefits.

Stock options are not a common type of compensation because they are not paid directly to employees. Instead, they give employees the right to purchase company stock at a predetermined price in the future.

A benefits package serves multiple purposes, including providing employees with financial security, improving their health and well-being, and attracting and retaining qualified employees.

Retirement savings plans are not a common type of benefit because they are not provided by employers. Instead, they are typically offered by financial institutions.

All of the above statements are true. In a defined benefit plan, the employer guarantees a specific retirement benefit, while in a defined contribution plan, the employer contributes a specific amount of money to the employee's retirement account. In a defined benefit plan, the employee bears the investment risk, while in a defined contribution plan, the employer bears the investment risk. In a defined benefit plan, the employee has more control over their retirement savings, while in a defined contribution plan, the employer has more control.

A compensation and benefits survey serves multiple purposes, including comparing an organization's compensation and benefits package to those of other organizations, identifying areas where an organization's compensation and benefits package can be improved, and helping organizations make informed decisions about their compensation and benefits policies.

All of the above statements are true. A base salary is a fixed amount of money that an employee is paid each pay period, while a bonus is a variable amount of money that an employee may be paid in addition to their base salary. A base salary is typically based on an employee's job title and experience, while a bonus is typically based on an employee's performance. A base salary is guaranteed, while a bonus is not.

A commission plan serves multiple purposes, including motivating employees to sell more products or services, rewarding employees for their sales performance, and increasing an organization's sales revenue.

All of the above statements are true. In a defined benefit plan, the employer guarantees a specific retirement benefit, while in a defined contribution plan, the employer contributes a specific amount of money to the employee's retirement account. In a defined benefit plan, the employee bears the investment risk, while in a defined contribution plan, the employer bears the investment risk. In a defined benefit plan, the employee has more control over their retirement savings, while in a defined contribution plan, the employer has more control.

A flexible benefits plan serves multiple purposes, including allowing employees to choose the benefits that best meet their needs, reducing the cost of benefits for employers, and improving employee satisfaction.

All of the above statements are true. In an HMO, members must choose a primary care physician who coordinates their care, while in a PPO, members can see any doctor they want. In an HMO, members typically pay a lower monthly premium than in a PPO. In an HMO, members typically have higher out-of-pocket costs than in a PPO.

A dental insurance plan serves multiple purposes, including helping employees pay for the cost of dental care, preventing employees from developing dental problems, and improving employee morale.

All of the above statements are true. A vision insurance plan covers the cost of eye exams, eyeglasses, and contact lenses, while a hearing aid insurance plan covers the cost of hearing aids. A vision insurance plan typically has a lower monthly premium than a hearing aid insurance plan. A vision insurance plan typically has higher out-of-pocket costs than a hearing aid insurance plan.

A retirement savings plan serves multiple purposes, including helping employees save for retirement, reducing the cost of retirement for employers, and improving employee morale.