WGU C202 MANAGING HUMAN CAPITAL
EXAM A FINAL PAPER COMPLETE QUESTIONS
AND ANSWERS VERIFIED PREPARATION
◉ indirect financial compensation.
Answer: all the tangible and financially valued rewards that are not
included in direct compensation including free meals, vacation time
and health insurance
◉ nonfinancial compensation.
Answer: rewards and incentives given to employees that aren't
financial in nature
◉ base pay.
Answer: reflects the size and scope of an employee's responsibilities
◉ severance pay.
Answer: give to employees upon termination of their employment
◉ fixed pay.
Answer: pays employees a set amount regardless of performance
,◉ variable pay.
Answer: bases some or all of an employee's compensation on
employee, team, or organizational
◉ pay structure.
Answer: the array of pay rates for different work or skills within a
single organization
◉ pay mix.
Answer: the relative emphasis give to different compensation
components
◉ pay leader.
Answer: organization with a compensation policy of giving
employees greater rewards than competitors
◉ pay follower.
Answer: an organization that pays its front-line employees as little
as possible
◉ resource dependence theory.
Answer: proposition that organizational decisions are influenced by
both internal and external agents who control critical resources
,◉ wage differentials.
Answer: differences in wage between various workers, groups of
workers, or workers within a career field
◉ labor market.
Answer: all of the potential employees located within a geographic
area from which the organization might be able to hire
◉ cost of living allowances.
Answer: clauses in union contacts that automatically increase wages
base on the U.S. Bureau of Labor Statistics' cost of living index
◉ market pricing.
Answer: uses external sources of information about how others are
compensating a certain position to assign value to a company's
similar job
◉ Compensation surveys.
Answer: surveys of other organizations conducted to learn what
they are paying for specific jobs or job classes
◉ benchmark jobs.
, Answer: jobs that tend to exist across departments and across
diverse organizations allowing them to be used as a basis for
compensation comparisons
◉ job evaluation.
Answer: a systematic process that uses expert judgement to assess
differences in value between jobs
◉ ranking methos.
Answer: subjectively compares jobs to each other based on their
overall worth to the organization
◉ job classification method.
Answer: subjectively classifies jobs into an exiting hierarchy of
grades and categories
◉ point factor method.
Answer: uses a set of compensable factors to determine a job's value.
skill, resp, effort, working cond.
◉ compensable factor.
Answer: any characteristic used to provide a basis for judging a job's
value
EXAM A FINAL PAPER COMPLETE QUESTIONS
AND ANSWERS VERIFIED PREPARATION
◉ indirect financial compensation.
Answer: all the tangible and financially valued rewards that are not
included in direct compensation including free meals, vacation time
and health insurance
◉ nonfinancial compensation.
Answer: rewards and incentives given to employees that aren't
financial in nature
◉ base pay.
Answer: reflects the size and scope of an employee's responsibilities
◉ severance pay.
Answer: give to employees upon termination of their employment
◉ fixed pay.
Answer: pays employees a set amount regardless of performance
,◉ variable pay.
Answer: bases some or all of an employee's compensation on
employee, team, or organizational
◉ pay structure.
Answer: the array of pay rates for different work or skills within a
single organization
◉ pay mix.
Answer: the relative emphasis give to different compensation
components
◉ pay leader.
Answer: organization with a compensation policy of giving
employees greater rewards than competitors
◉ pay follower.
Answer: an organization that pays its front-line employees as little
as possible
◉ resource dependence theory.
Answer: proposition that organizational decisions are influenced by
both internal and external agents who control critical resources
,◉ wage differentials.
Answer: differences in wage between various workers, groups of
workers, or workers within a career field
◉ labor market.
Answer: all of the potential employees located within a geographic
area from which the organization might be able to hire
◉ cost of living allowances.
Answer: clauses in union contacts that automatically increase wages
base on the U.S. Bureau of Labor Statistics' cost of living index
◉ market pricing.
Answer: uses external sources of information about how others are
compensating a certain position to assign value to a company's
similar job
◉ Compensation surveys.
Answer: surveys of other organizations conducted to learn what
they are paying for specific jobs or job classes
◉ benchmark jobs.
, Answer: jobs that tend to exist across departments and across
diverse organizations allowing them to be used as a basis for
compensation comparisons
◉ job evaluation.
Answer: a systematic process that uses expert judgement to assess
differences in value between jobs
◉ ranking methos.
Answer: subjectively compares jobs to each other based on their
overall worth to the organization
◉ job classification method.
Answer: subjectively classifies jobs into an exiting hierarchy of
grades and categories
◉ point factor method.
Answer: uses a set of compensable factors to determine a job's value.
skill, resp, effort, working cond.
◉ compensable factor.
Answer: any characteristic used to provide a basis for judging a job's
value
