WGU C202 Managing Human Capital
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real Questions With Well Elaborated
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Direct financial compensation - correct ans:compensation received in the form of salary, wages,
commissions, stock options or bonuses
,indirect financial compensation - correct ans:all the tangible and financially valued rewards that are not
included in direct compensation including free meals, vacation time and health insurance
nonfinancial compensation - correct ans:rewards and incentives given to employees that aren't financial
in nature
base pay - correct ans:reflects the size and scope of an employee's responsibilities
severance pay - correct ans:give to employees upon termination of their employment
fixed pay - correct ans:pays employees a set amount regardless of performance
variable pay - correct ans:bases some or all of an employee's compensation on employee, team, or
organizational
pay structure - correct ans:the array of pay rates for different work or skills within a single organization
pay mix - correct ans:the relative emphasis give to different compensation components
pay leader - correct ans:organization with a compensation policy of giving employees greater rewards
than competitors
pay follower - correct ans:an organization that pays its front-line employees as little as possible
resource dependence theory - correct ans:proposition that organizational decisions are influenced by
both internal and external agents who control critical resources
wage differentials - correct ans:differences in wage between various workers, groups of workers, or
workers within a career field
,labor market - correct ans:all of the potential employees located within a geographic area from which
the organization might be able to hire
cost of living allowances - correct ans:clauses in union contacts that automatically increase wages base
on the U.S. Bureau of Labor Statistics' cost of living index
market pricing - correct ans:uses external sources of information about how others are compensating a
certain position to assign value to a company's similar job
Compensation surveys - correct ans:surveys of other organizations conducted to learn what they are
paying for specific jobs or job classes
benchmark jobs - correct ans:jobs that tend to exist across departments and across diverse
organizations allowing them to be used as a basis for compensation comparisons
job evaluation - correct ans:a systematic process that uses expert judgement to assess differences in
value between jobs
ranking methos - correct ans:subjectively compares jobs to each other based on their overall worth to
the organization
job classification method - correct ans:subjectively classifies jobs into an exiting hierarchy of grades and
categories
point factor method - correct ans:uses a set of compensable factors to determine a job's value. skill,
resp, effort, working cond.
compensable factor - correct ans:any characteristic used to provide a basis for judging a job's value
skills, responsibilities, effort, working conditions - correct ans:Four categories of compensable factors
, Hay Group Guide Chart - Profile Method - correct ans: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 - correct ans:Hay Group Method based
on four main factors
Position Analysis Questionnaire - correct ans: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 - correct ans:the generation of salary structures and pay levels for each job based on the job
evaluation data
single rate system, pay grades and broadbanding - correct ans:Three most common job pricing systems
pay grade (pay scale) - correct ans:the range of possible pay for a group of jobs
broadbanding - correct ans:using very wide pay grades to increase pay flexibility
internal equity - correct ans:when employees perceive their pay to be fair relative to the pay of other
jobs in the organization
employee equity - correct ans:the perceived fairness of the relative pay between employees performing
similar jobs for the same organization
external equity - correct ans:when an organization's employees believe that their pay is fair when
compared to what other employers pay their employees who perform similar jobs
All Latest Verified Version And
Frequently tested Exam With Expected
real Questions With Well Elaborated
Correct Answers GRADED A+
Professional Academic Assistance Services
Services Offered
Proctored Exam Assistance
Online Class Management (Full Course Support)
Exam Preparation & Study Materials
Assignments and Coursework Support
Essays and Research Papers
Discussion Posts and Replies
Direct financial compensation - correct ans:compensation received in the form of salary, wages,
commissions, stock options or bonuses
,indirect financial compensation - correct ans:all the tangible and financially valued rewards that are not
included in direct compensation including free meals, vacation time and health insurance
nonfinancial compensation - correct ans:rewards and incentives given to employees that aren't financial
in nature
base pay - correct ans:reflects the size and scope of an employee's responsibilities
severance pay - correct ans:give to employees upon termination of their employment
fixed pay - correct ans:pays employees a set amount regardless of performance
variable pay - correct ans:bases some or all of an employee's compensation on employee, team, or
organizational
pay structure - correct ans:the array of pay rates for different work or skills within a single organization
pay mix - correct ans:the relative emphasis give to different compensation components
pay leader - correct ans:organization with a compensation policy of giving employees greater rewards
than competitors
pay follower - correct ans:an organization that pays its front-line employees as little as possible
resource dependence theory - correct ans:proposition that organizational decisions are influenced by
both internal and external agents who control critical resources
wage differentials - correct ans:differences in wage between various workers, groups of workers, or
workers within a career field
,labor market - correct ans:all of the potential employees located within a geographic area from which
the organization might be able to hire
cost of living allowances - correct ans:clauses in union contacts that automatically increase wages base
on the U.S. Bureau of Labor Statistics' cost of living index
market pricing - correct ans:uses external sources of information about how others are compensating a
certain position to assign value to a company's similar job
Compensation surveys - correct ans:surveys of other organizations conducted to learn what they are
paying for specific jobs or job classes
benchmark jobs - correct ans:jobs that tend to exist across departments and across diverse
organizations allowing them to be used as a basis for compensation comparisons
job evaluation - correct ans:a systematic process that uses expert judgement to assess differences in
value between jobs
ranking methos - correct ans:subjectively compares jobs to each other based on their overall worth to
the organization
job classification method - correct ans:subjectively classifies jobs into an exiting hierarchy of grades and
categories
point factor method - correct ans:uses a set of compensable factors to determine a job's value. skill,
resp, effort, working cond.
compensable factor - correct ans:any characteristic used to provide a basis for judging a job's value
skills, responsibilities, effort, working conditions - correct ans:Four categories of compensable factors
, Hay Group Guide Chart - Profile Method - correct ans: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 - correct ans:Hay Group Method based
on four main factors
Position Analysis Questionnaire - correct ans: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 - correct ans:the generation of salary structures and pay levels for each job based on the job
evaluation data
single rate system, pay grades and broadbanding - correct ans:Three most common job pricing systems
pay grade (pay scale) - correct ans:the range of possible pay for a group of jobs
broadbanding - correct ans:using very wide pay grades to increase pay flexibility
internal equity - correct ans:when employees perceive their pay to be fair relative to the pay of other
jobs in the organization
employee equity - correct ans:the perceived fairness of the relative pay between employees performing
similar jobs for the same organization
external equity - correct ans:when an organization's employees believe that their pay is fair when
compared to what other employers pay their employees who perform similar jobs
