WGU C202 Managing Human Capital All
Exam Questions And Verified Answers
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Most Studied | Updated
QUESTIONS & ANSWERS
Direct financial compensation. ANSWER - compensation received in the form of salary,
wages, commissions, stock options or bonuses
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
skills, responsibilities, effort, working conditions. ANSWER - Four categories of
compensable factors
Hay Group Guide Chart - Profile Method. ANSWER - a point-factor system is used to
produce both a profile and a point score for each position.
know how
problem solving
accountability
working conditions
Know-how, problem solving, accountability, working conditions. ANSWER - Hay Group
Method based on four main factors
Position Analysis Questionnaire. ANSWER - a structured job evaluation questionnaire that
is statistically analyzed to calculate pay rates based on how the labor market is valuing
worker characteristics. a copyrighted, standardized, structured job analysis questionnaire. 6
sections covering 187 job elements.
job pricing. ANSWER - the generation of salary structures and pay levels for each job
based on the job evaluation data
single rate system, pay grades and broadbanding. ANSWER - Three most common job
pricing systems
, pay grade (pay scale). ANSWER - the range of possible pay for a group of jobs
broadbanding. ANSWER - using very wide pay grades to increase pay flexibility
internal equity. ANSWER - when employees perceive their pay to be fair relative to the pay
of other jobs in the organization
employee equity. ANSWER - the perceived fairness of the relative pay between employees
performing similar jobs for the same organization
external equity. ANSWER - when an organization's employees believe that their pay is fair
when compared to what other employers pay their employees who perform similar jobs
comparable worth. ANSWER - if two jobs have equal difficulty requirements, the pay
should be the same, regardless of who fills them
wage rate compression. ANSWER - starting salaries for new hires exceed the salaries paid
to experienced employees
golden parachute. ANSWER - lucrative benefits given to executives in the event the
company is taken over
Cost-of-living adjustments. ANSWER - pay increases to account for a higher cost of living
in one country versus another
Housing allowance. ANSWER - payments to subsidize or cover housing and related costs
hardship premiums. ANSWER - increased salary for living in an area with a lower quality
of life, less safety, etc.
tax equalization payments. ANSWER - increased salary to make up for higher taxes that
reduce take-home pay and decrease employee's purchasing power
Exam Questions And Verified Answers
|Verified & Already Graded A+
Most Studied | Updated
QUESTIONS & ANSWERS
Direct financial compensation. ANSWER - compensation received in the form of salary,
wages, commissions, stock options or bonuses
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
skills, responsibilities, effort, working conditions. ANSWER - Four categories of
compensable factors
Hay Group Guide Chart - Profile Method. ANSWER - a point-factor system is used to
produce both a profile and a point score for each position.
know how
problem solving
accountability
working conditions
Know-how, problem solving, accountability, working conditions. ANSWER - Hay Group
Method based on four main factors
Position Analysis Questionnaire. ANSWER - a structured job evaluation questionnaire that
is statistically analyzed to calculate pay rates based on how the labor market is valuing
worker characteristics. a copyrighted, standardized, structured job analysis questionnaire. 6
sections covering 187 job elements.
job pricing. ANSWER - the generation of salary structures and pay levels for each job
based on the job evaluation data
single rate system, pay grades and broadbanding. ANSWER - Three most common job
pricing systems
, pay grade (pay scale). ANSWER - the range of possible pay for a group of jobs
broadbanding. ANSWER - using very wide pay grades to increase pay flexibility
internal equity. ANSWER - when employees perceive their pay to be fair relative to the pay
of other jobs in the organization
employee equity. ANSWER - the perceived fairness of the relative pay between employees
performing similar jobs for the same organization
external equity. ANSWER - when an organization's employees believe that their pay is fair
when compared to what other employers pay their employees who perform similar jobs
comparable worth. ANSWER - if two jobs have equal difficulty requirements, the pay
should be the same, regardless of who fills them
wage rate compression. ANSWER - starting salaries for new hires exceed the salaries paid
to experienced employees
golden parachute. ANSWER - lucrative benefits given to executives in the event the
company is taken over
Cost-of-living adjustments. ANSWER - pay increases to account for a higher cost of living
in one country versus another
Housing allowance. ANSWER - payments to subsidize or cover housing and related costs
hardship premiums. ANSWER - increased salary for living in an area with a lower quality
of life, less safety, etc.
tax equalization payments. ANSWER - increased salary to make up for higher taxes that
reduce take-home pay and decrease employee's purchasing power
