WGU C202 QUESTIONS WITH
COMPLETE SOLUTIONS
Top Drivers of Engagement - CORRECT ANSWER- Leadership
takes sincere interest in employees' well-being, behaves consistently
with organization's core values, and is effective at growing the business.
Understanding organization's goals and objectives and how one's job
contributes to organizational goal attainment.
Reasonable workload and healthy work-life balance
Turnover Benefits - CORRECT ANSWER- Creating promotion or
transfer opportunities for other employees
Savings from not replacing the departing employee
Better performance or customer service
Acquiring new skills and competencies
Acquiring a better team player and corporate citizen
Turnover Costs - CORRECT ANSWER- Managing the employee's
transition (supervisor's and HR representative's time)
Recruiting, hiring, and training a replacement worker
Loss of clients
Teamwork disruptions
Lower production or work quality until a replacement is hired and up to
speed
Lower employee morale
culture is defined by - CORRECT ANSWER- objectives, goals,
values, and mission
A firm's _______ is positively related to their financial performance and
employee attitudes - CORRECT ANSWER- culture
,What is human resource management (HRM)? - CORRECT
ANSWER- the organizational function responsible for attracting, hiring,
developing, rewarding, and retaining talent
List the 6 HRM functional areas, and what each area is about in only 1
sentence. - CORRECT ANSWER- staffing, performance
management, training and development, rewards and benefits, health
and safety, and employee-management relations
What is Staffing? - CORRECT ANSWER- the process of planning,
acquiring, deploying, and retaining employees that enables the
organization to meet its talent needs
Why is Staffing important? - CORRECT ANSWER- It helps the
organization execute its business strategy
Training and development - CORRECT ANSWER- focused on
developing employee capabilities through formal and informal activities,
career planning, organizational development, and legal compliance.
What is the purpose of Performance Management? - CORRECT
ANSWER- To align individual employees' goals and behaviors with
organizational goals and strategies
What does Performance Management involve? - CORRECT
ANSWER- Appraising and evaluating past and current behaviors and
performance, and providing suggestions for improvement
Rewards and benefits - CORRECT ANSWER- are both adequate
and equitable that reward employees for their contributions to
organizational goal attainment are important to employee motivation,
performance, and retention
Health and safety - CORRECT ANSWER- range from wellness, fire
and food safety, ergonomics, injury management, disaster
preparedness, industrial hygiene, and even bullying and workplace
violence
, Employee management - CORRECT ANSWER- relations determines
the employment rights of both employers and employees
In addition to managing risk, what are several other ways effective HRM
systems influence performance of an entire organization? - CORRECT
ANSWER- · interest rate a company must pay to borrow money
· increase a company's value by as much as 30 percent
Explain HRM's role in executing an organization's business strategy. -
CORRECT ANSWER- · Strategic human resource management aligns
a company's values and goals with the behaviors, values, and goals of
employees and influences the strategies of each of the firm's human
resource functions, including staffing, performance management,
training and development, and compensation
· human resource management system supporting the execution of the
business strategy, guided by the talent philosophy of the organization.
Strategic risk - CORRECT ANSWER- the overall talent strategy,
company culture, ethics, investments in people, and the implementation
of change initiatives.
Operational risk - CORRECT ANSWER- the speed and the
effectiveness of talent acquisition, development of employees' skills and
the identification and retention of top performers.
Financial risk - CORRECT ANSWER- compensation, benefits,
turnover, overtime, and time-to-hire and indirectly through errors,
accidents, delays, and lost production.
Compliance risk - CORRECT ANSWER- legal ramifications,
particularly in the areas of diversity, health and safety, union relations,
whistleblowers, and harassment. Because the acquisition, retention, and
performance of talent have the potential to affect company earnings,
organizations must identify and manage these risks through effective
HRM.
What are 3 specific ways HR can support the organization should it
choose to shift its culture? - CORRECT ANSWER- · HRM contributes
COMPLETE SOLUTIONS
Top Drivers of Engagement - CORRECT ANSWER- Leadership
takes sincere interest in employees' well-being, behaves consistently
with organization's core values, and is effective at growing the business.
Understanding organization's goals and objectives and how one's job
contributes to organizational goal attainment.
Reasonable workload and healthy work-life balance
Turnover Benefits - CORRECT ANSWER- Creating promotion or
transfer opportunities for other employees
Savings from not replacing the departing employee
Better performance or customer service
Acquiring new skills and competencies
Acquiring a better team player and corporate citizen
Turnover Costs - CORRECT ANSWER- Managing the employee's
transition (supervisor's and HR representative's time)
Recruiting, hiring, and training a replacement worker
Loss of clients
Teamwork disruptions
Lower production or work quality until a replacement is hired and up to
speed
Lower employee morale
culture is defined by - CORRECT ANSWER- objectives, goals,
values, and mission
A firm's _______ is positively related to their financial performance and
employee attitudes - CORRECT ANSWER- culture
,What is human resource management (HRM)? - CORRECT
ANSWER- the organizational function responsible for attracting, hiring,
developing, rewarding, and retaining talent
List the 6 HRM functional areas, and what each area is about in only 1
sentence. - CORRECT ANSWER- staffing, performance
management, training and development, rewards and benefits, health
and safety, and employee-management relations
What is Staffing? - CORRECT ANSWER- the process of planning,
acquiring, deploying, and retaining employees that enables the
organization to meet its talent needs
Why is Staffing important? - CORRECT ANSWER- It helps the
organization execute its business strategy
Training and development - CORRECT ANSWER- focused on
developing employee capabilities through formal and informal activities,
career planning, organizational development, and legal compliance.
What is the purpose of Performance Management? - CORRECT
ANSWER- To align individual employees' goals and behaviors with
organizational goals and strategies
What does Performance Management involve? - CORRECT
ANSWER- Appraising and evaluating past and current behaviors and
performance, and providing suggestions for improvement
Rewards and benefits - CORRECT ANSWER- are both adequate
and equitable that reward employees for their contributions to
organizational goal attainment are important to employee motivation,
performance, and retention
Health and safety - CORRECT ANSWER- range from wellness, fire
and food safety, ergonomics, injury management, disaster
preparedness, industrial hygiene, and even bullying and workplace
violence
, Employee management - CORRECT ANSWER- relations determines
the employment rights of both employers and employees
In addition to managing risk, what are several other ways effective HRM
systems influence performance of an entire organization? - CORRECT
ANSWER- · interest rate a company must pay to borrow money
· increase a company's value by as much as 30 percent
Explain HRM's role in executing an organization's business strategy. -
CORRECT ANSWER- · Strategic human resource management aligns
a company's values and goals with the behaviors, values, and goals of
employees and influences the strategies of each of the firm's human
resource functions, including staffing, performance management,
training and development, and compensation
· human resource management system supporting the execution of the
business strategy, guided by the talent philosophy of the organization.
Strategic risk - CORRECT ANSWER- the overall talent strategy,
company culture, ethics, investments in people, and the implementation
of change initiatives.
Operational risk - CORRECT ANSWER- the speed and the
effectiveness of talent acquisition, development of employees' skills and
the identification and retention of top performers.
Financial risk - CORRECT ANSWER- compensation, benefits,
turnover, overtime, and time-to-hire and indirectly through errors,
accidents, delays, and lost production.
Compliance risk - CORRECT ANSWER- legal ramifications,
particularly in the areas of diversity, health and safety, union relations,
whistleblowers, and harassment. Because the acquisition, retention, and
performance of talent have the potential to affect company earnings,
organizations must identify and manage these risks through effective
HRM.
What are 3 specific ways HR can support the organization should it
choose to shift its culture? - CORRECT ANSWER- · HRM contributes
