WGU C236 Compensation and Benefits questions with
verified answers
Absolute Level Ans✓✓✓ The reward can be defined. Paying an employee
$50,000 salary per year is an example.
Administrative Ans✓✓✓ Pertaining to the activities of running an organization or
a business.
Anchored Rating Scale Ans✓✓✓ Uses examples or definitions of typical behaviors
to define each point along the scale.
Autonomy Ans✓✓✓ Giving employees discretion in choosing what to do and
how to do it.
Bad Data Challenge Ans✓✓✓ Exists because the data a company obtains about
market rates may not be an accurate representation of the market. It is often
difficult to fully understand the quality of the data obtained from various sources,
or how best to integrate this information, which adds error to any reward system
based on that data.
Base Pay Ans✓✓✓ Salary or hourly wages
Benchmark Competitors Ans✓✓✓ A selection of primary organizations that
exemplify the labor and product/service markets in which the organization
competes.
,Benchmark Jobs Ans✓✓✓ Jobs that are representative of the type, content, and
level of jobs in the organization.
Benefit Benchmark Survey Ans✓✓✓ A tool that helps organizations better
understand how employee benefits may impact their ability to attract and retain
qualified employees.
Benefit Level Strategy Ans✓✓✓ Refers to the level of each benefit type provided
as well as the overall company expenditure.
Benefit Mix Strategy Ans✓✓✓ Refers to the particular combination of benefit
types that an organization offers.
Broad Input Ans✓✓✓ Help, advice and thoughts from employees of all levels of
the organization.
Broadbanding Ans✓✓✓ Entails the use of a few broad bands (or grades) to
organize work for pay purposes.
Business Strategy Ans✓✓✓ The collection of decisions, approaches, and activities
that allow an organization to compete and win
Business Strategy Support Ans✓✓✓ Supporting a business' approach to adapting
to changes in its environment in order to compete and win.
Capability based Pay Ans✓✓✓ When a reward system explicitly attempts to vary
rewards based upon capabilities of the employees. Types include Skill-based pay,
Competency-based pay, and Seniority-based pay.
,Cash Compensation Ans✓✓✓ Monetary pay that employees receive in exchange
for their work
Central Tendency Ans✓✓✓ Describes what's typical for a set of data, usually
measured by the arithmetic mean, median, or mode.
Centralized Approach Ans✓✓✓ The Human Resources department makes all
decisions relating to pay strategy, as well as specific reward decisions.
Centralized Global Rewards Strategy Ans✓✓✓ Organizations attempt to have a
single set of policies that are determined by the organization and utilized at all
locations.
Child Labor Ans✓✓✓ Defines the type of work appropriate for children and the
ages at which children can work.
Choose Compensable Factors Ans✓✓✓ Step one in the point factor approach to
job evaluation
Collaborative Environment Ans✓✓✓ Teams of employees work in concert to be
creative, solve problems, and produce results.
Commission based Ans✓✓✓ These reward systems are most often used for jobs
with a sales component and provide employees a set percentage of the sales that
they make. They are used to provide a strong incentive to create sales and also to
maximize the size of those sales. In a pure system, the full risk of low performance
is borne by the employees. For this reason many organizations pair this system
, with some other form of base pay (such as salary) to more evenly distribute that
risk.
Communication Strategy Ans✓✓✓ A plan for creating, sharing, and receiving
information relating to its Total Rewards Systems.
Compa-ratio Ans✓✓✓ A ratio frequently used to measure the conformity of pay
rates to the pay plan.
Compensable Factor Ans✓✓✓ Identifying these is step one in the Point factor
Approach. Job elements or criteria that identify what the organization values for
purposes of job evaluation.
Compensatory Time Ans✓✓✓ Paid time off instead of overtime pay.
Competencies Ans✓✓✓ Configurations of knowledge, skills, and traits that
enable employee performance.
Computer Ans✓✓✓ Programming, network administration
Consolidate Information Into Job Description Draft Ans✓✓✓ Fourth step in the
job analysis process. Review the information gathered from the interviews to
create the draft of the job description. This draft should note any points of
uncertainty or disagreement among information sources.
Consolidated Omnibus Budget Reconciliation Act COBRA Ans✓✓✓ An Act which
established that employees have a right to continue their employer-sponsored
health care plan, at the employees' expense, for up to 18 months.
verified answers
Absolute Level Ans✓✓✓ The reward can be defined. Paying an employee
$50,000 salary per year is an example.
Administrative Ans✓✓✓ Pertaining to the activities of running an organization or
a business.
Anchored Rating Scale Ans✓✓✓ Uses examples or definitions of typical behaviors
to define each point along the scale.
Autonomy Ans✓✓✓ Giving employees discretion in choosing what to do and
how to do it.
Bad Data Challenge Ans✓✓✓ Exists because the data a company obtains about
market rates may not be an accurate representation of the market. It is often
difficult to fully understand the quality of the data obtained from various sources,
or how best to integrate this information, which adds error to any reward system
based on that data.
Base Pay Ans✓✓✓ Salary or hourly wages
Benchmark Competitors Ans✓✓✓ A selection of primary organizations that
exemplify the labor and product/service markets in which the organization
competes.
,Benchmark Jobs Ans✓✓✓ Jobs that are representative of the type, content, and
level of jobs in the organization.
Benefit Benchmark Survey Ans✓✓✓ A tool that helps organizations better
understand how employee benefits may impact their ability to attract and retain
qualified employees.
Benefit Level Strategy Ans✓✓✓ Refers to the level of each benefit type provided
as well as the overall company expenditure.
Benefit Mix Strategy Ans✓✓✓ Refers to the particular combination of benefit
types that an organization offers.
Broad Input Ans✓✓✓ Help, advice and thoughts from employees of all levels of
the organization.
Broadbanding Ans✓✓✓ Entails the use of a few broad bands (or grades) to
organize work for pay purposes.
Business Strategy Ans✓✓✓ The collection of decisions, approaches, and activities
that allow an organization to compete and win
Business Strategy Support Ans✓✓✓ Supporting a business' approach to adapting
to changes in its environment in order to compete and win.
Capability based Pay Ans✓✓✓ When a reward system explicitly attempts to vary
rewards based upon capabilities of the employees. Types include Skill-based pay,
Competency-based pay, and Seniority-based pay.
,Cash Compensation Ans✓✓✓ Monetary pay that employees receive in exchange
for their work
Central Tendency Ans✓✓✓ Describes what's typical for a set of data, usually
measured by the arithmetic mean, median, or mode.
Centralized Approach Ans✓✓✓ The Human Resources department makes all
decisions relating to pay strategy, as well as specific reward decisions.
Centralized Global Rewards Strategy Ans✓✓✓ Organizations attempt to have a
single set of policies that are determined by the organization and utilized at all
locations.
Child Labor Ans✓✓✓ Defines the type of work appropriate for children and the
ages at which children can work.
Choose Compensable Factors Ans✓✓✓ Step one in the point factor approach to
job evaluation
Collaborative Environment Ans✓✓✓ Teams of employees work in concert to be
creative, solve problems, and produce results.
Commission based Ans✓✓✓ These reward systems are most often used for jobs
with a sales component and provide employees a set percentage of the sales that
they make. They are used to provide a strong incentive to create sales and also to
maximize the size of those sales. In a pure system, the full risk of low performance
is borne by the employees. For this reason many organizations pair this system
, with some other form of base pay (such as salary) to more evenly distribute that
risk.
Communication Strategy Ans✓✓✓ A plan for creating, sharing, and receiving
information relating to its Total Rewards Systems.
Compa-ratio Ans✓✓✓ A ratio frequently used to measure the conformity of pay
rates to the pay plan.
Compensable Factor Ans✓✓✓ Identifying these is step one in the Point factor
Approach. Job elements or criteria that identify what the organization values for
purposes of job evaluation.
Compensatory Time Ans✓✓✓ Paid time off instead of overtime pay.
Competencies Ans✓✓✓ Configurations of knowledge, skills, and traits that
enable employee performance.
Computer Ans✓✓✓ Programming, network administration
Consolidate Information Into Job Description Draft Ans✓✓✓ Fourth step in the
job analysis process. Review the information gathered from the interviews to
create the draft of the job description. This draft should note any points of
uncertainty or disagreement among information sources.
Consolidated Omnibus Budget Reconciliation Act COBRA Ans✓✓✓ An Act which
established that employees have a right to continue their employer-sponsored
health care plan, at the employees' expense, for up to 18 months.
