WGU C202 Managing Human Capital
Comprehensive Exam Graded A+ 2024
- Aligns organizational goals with individual goals and organizational processes
- Gives employees clear goals and feedback
- Generates useful data - ANSWER-Three Main Benefits of Performance Management
- Company performance
- Reduced merit increases
- Reductions in head count
- Reduced benefits
- Pay freezes - ANSWER-Most common way employers fund variable pay programs
- Conduct a Needs Assessment
- Develop Learning Objectives
- Design the Training Program
- Implement the Training
- Evaluate the Training - ANSWER-Five Steps to Effective Training
- Human resources
- Physical resources
- Business continuity - ANSWER-Disaster plans should cover:
- Organization as a whole
- Organization subunits
- Work teams or groups
- Work Processes
- Projects - ANSWER-Performance managers focus on these five things:
- Preference of individual employees
- Size of the rewards for high performance
- Method of motivating individual job performance
- Objectivity of the evaluation process that determines the rewards - ANSWER-Before
designing an incentive pay plan to motivate performance, it is important to consider the
- Recognize and reward high performers
- Increase the likelihood of achieving corporate goals
- Improve productivity
- Move away from an entitlement culture - ANSWER-Top four reasons organizations
give for tying pay to performance ar
- right to identify business objectives
- right to determine the uses of material assets
,- right to take disciplinary action for cause - ANSWER-Management rights cover three
areas:
- Separate people from the problem
- Focus on interests, not positions
- Create options for mutual gain
- Insist on objective criteria - ANSWER-Four fundamental principles of integrative
negotiation:
-Imminent danger situations
-Fatalities & Catastrophes
- Complaints
- Referrals of hazard information from others
-Follow-ups
-Planned or programmed investigations - ANSWER-Order of Priority for OSHA
Inspections
[(Training Benefits - Training cost)/Training Cost] x 100 - ANSWER-Equation for ROI%
3 types of unions - ANSWER-industrial, trade, and employee associations
4 common biases - ANSWER-prejudice, stereotyping, perception of possibilities,
ignorance
5 components to drug free workplace - ANSWER-1. written policy
2. supervisor training
3. employee education
4. EAP
5. drug testing
5 of 7 reasons emp leave org - ANSWER-lack of career dev
poor work climate
lack of challenging work
direction of org
lack of recognition
50% - ANSWER-If at least ______ of workers sign a union authorization card, the NRLB
requires the employer to recognize the union without a secret ballot election
ability - ANSWER-a stable and enduring capability to perform a variety of tasks (verbal
or mechanical ability)
acceptance - ANSWER-a clear expression of the accepting party's agreement to the
terms of the offer
,accommodating - ANSWER-neglecting one's own concerns to satisfy the concerns of
the other person
accountability - ANSWER-an individual is expected to provide a regular accounting to a
superior about the results of what she or he is doing and will be held responsible for the
outcome
action plans - ANSWER-a strategy for proactively addressing an expected talent
shortage or surplus
active job seeker - ANSWER-someone actively looking for information about job
opportunities
adverse impact - ANSWER-an employment practice has a disproportionate effect on a
protected group regardless of its intent
affective commitment - ANSWER-a positive emotional attachment to the organization
and strong identification with its values and goals
Affective Learning Objectives - ANSWER-learning objectives that change an attitude,
relationship or appreciation
affirmative action - ANSWER-proactive efforts to eliminate discrimination and its past
effects
affirmative action plan - ANSWER-describes in detail the actions to be taken,
procedures to be followed and standards to be met when establishing an affirmative
action program
age discrimination in employment act of 1967 - ANSWER-protects people age 40 and
older. EEOC
agency shop - ANSWER-shop that requires nonunion workers to pay a fee to the union
for its services in negotiating their contracts
americans with disabilities act of 1990 - ANSWER-prohibits discrimination of a qualified
individual with or perceieved as having a disability. EEOC
Anticipatory, Encounter, Settling In - ANSWER-Three phases of Socialization
applicant tracking system - ANSWER-software that helps manage the recruiting process
aptitude-treatment interactino - ANSWER-the concept that some training strategies are
more of less effective depending on a learner's particular abilities, personality traits and
other characteristics
, arbitration - ANSWER-an impartial third party acts as both judge and jury in imposing a
binding decision on both negotiating parties
assessment center - ANSWER-puts candidates through a variety of simulations and
assessments to evaluate their potential fit with and ability to do the job.
ie inbasket exercises, grp disc, simulations, dec-make probs, oral presentation, written
comm
assessment goals - ANSWER-accuracy, fit, ethics, legal compliance
Auditory - ANSWER-sensory modality: learning by hearing
autonomy - ANSWER-the degree to which the job gives the worker freedom, discretion
and independence is scheduling the work and determining how to do the work
avoidable turnover - ANSWER-turnover that the employer could have prevented
avoidance strategy - ANSWER-strategy in which management engages in lawful or
unlawful efforts to prevent a union from forming or seeks the decertification of an
existing union
avoiding - ANSWER-not immediately pursuing one's own concerns or those of the other
person and not addressing the conflict
background checks - ANSWER-assess factors including personal and credit
characteristics, character, lifestyle, criminal history and reputation. contingent method.
balanced scorecard - ANSWER-a performance measurement system that translates the
organization's strategy into financial, business process, learning and growth and
customer outcomes. sequential.
base pay - ANSWER-reflects the size and scope of an employee's responsibilities
behavioral interview - ANSWER-uses information about what the applicant has done in
the past to predict future behavior
behavioral observation scales - ANSWER-measure the frequency of desired behaviors
Behaviorally anchored rating scales - ANSWER-use a set of behavioral statements
relating to qualities important for performance
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
Comprehensive Exam Graded A+ 2024
- Aligns organizational goals with individual goals and organizational processes
- Gives employees clear goals and feedback
- Generates useful data - ANSWER-Three Main Benefits of Performance Management
- Company performance
- Reduced merit increases
- Reductions in head count
- Reduced benefits
- Pay freezes - ANSWER-Most common way employers fund variable pay programs
- Conduct a Needs Assessment
- Develop Learning Objectives
- Design the Training Program
- Implement the Training
- Evaluate the Training - ANSWER-Five Steps to Effective Training
- Human resources
- Physical resources
- Business continuity - ANSWER-Disaster plans should cover:
- Organization as a whole
- Organization subunits
- Work teams or groups
- Work Processes
- Projects - ANSWER-Performance managers focus on these five things:
- Preference of individual employees
- Size of the rewards for high performance
- Method of motivating individual job performance
- Objectivity of the evaluation process that determines the rewards - ANSWER-Before
designing an incentive pay plan to motivate performance, it is important to consider the
- Recognize and reward high performers
- Increase the likelihood of achieving corporate goals
- Improve productivity
- Move away from an entitlement culture - ANSWER-Top four reasons organizations
give for tying pay to performance ar
- right to identify business objectives
- right to determine the uses of material assets
,- right to take disciplinary action for cause - ANSWER-Management rights cover three
areas:
- Separate people from the problem
- Focus on interests, not positions
- Create options for mutual gain
- Insist on objective criteria - ANSWER-Four fundamental principles of integrative
negotiation:
-Imminent danger situations
-Fatalities & Catastrophes
- Complaints
- Referrals of hazard information from others
-Follow-ups
-Planned or programmed investigations - ANSWER-Order of Priority for OSHA
Inspections
[(Training Benefits - Training cost)/Training Cost] x 100 - ANSWER-Equation for ROI%
3 types of unions - ANSWER-industrial, trade, and employee associations
4 common biases - ANSWER-prejudice, stereotyping, perception of possibilities,
ignorance
5 components to drug free workplace - ANSWER-1. written policy
2. supervisor training
3. employee education
4. EAP
5. drug testing
5 of 7 reasons emp leave org - ANSWER-lack of career dev
poor work climate
lack of challenging work
direction of org
lack of recognition
50% - ANSWER-If at least ______ of workers sign a union authorization card, the NRLB
requires the employer to recognize the union without a secret ballot election
ability - ANSWER-a stable and enduring capability to perform a variety of tasks (verbal
or mechanical ability)
acceptance - ANSWER-a clear expression of the accepting party's agreement to the
terms of the offer
,accommodating - ANSWER-neglecting one's own concerns to satisfy the concerns of
the other person
accountability - ANSWER-an individual is expected to provide a regular accounting to a
superior about the results of what she or he is doing and will be held responsible for the
outcome
action plans - ANSWER-a strategy for proactively addressing an expected talent
shortage or surplus
active job seeker - ANSWER-someone actively looking for information about job
opportunities
adverse impact - ANSWER-an employment practice has a disproportionate effect on a
protected group regardless of its intent
affective commitment - ANSWER-a positive emotional attachment to the organization
and strong identification with its values and goals
Affective Learning Objectives - ANSWER-learning objectives that change an attitude,
relationship or appreciation
affirmative action - ANSWER-proactive efforts to eliminate discrimination and its past
effects
affirmative action plan - ANSWER-describes in detail the actions to be taken,
procedures to be followed and standards to be met when establishing an affirmative
action program
age discrimination in employment act of 1967 - ANSWER-protects people age 40 and
older. EEOC
agency shop - ANSWER-shop that requires nonunion workers to pay a fee to the union
for its services in negotiating their contracts
americans with disabilities act of 1990 - ANSWER-prohibits discrimination of a qualified
individual with or perceieved as having a disability. EEOC
Anticipatory, Encounter, Settling In - ANSWER-Three phases of Socialization
applicant tracking system - ANSWER-software that helps manage the recruiting process
aptitude-treatment interactino - ANSWER-the concept that some training strategies are
more of less effective depending on a learner's particular abilities, personality traits and
other characteristics
, arbitration - ANSWER-an impartial third party acts as both judge and jury in imposing a
binding decision on both negotiating parties
assessment center - ANSWER-puts candidates through a variety of simulations and
assessments to evaluate their potential fit with and ability to do the job.
ie inbasket exercises, grp disc, simulations, dec-make probs, oral presentation, written
comm
assessment goals - ANSWER-accuracy, fit, ethics, legal compliance
Auditory - ANSWER-sensory modality: learning by hearing
autonomy - ANSWER-the degree to which the job gives the worker freedom, discretion
and independence is scheduling the work and determining how to do the work
avoidable turnover - ANSWER-turnover that the employer could have prevented
avoidance strategy - ANSWER-strategy in which management engages in lawful or
unlawful efforts to prevent a union from forming or seeks the decertification of an
existing union
avoiding - ANSWER-not immediately pursuing one's own concerns or those of the other
person and not addressing the conflict
background checks - ANSWER-assess factors including personal and credit
characteristics, character, lifestyle, criminal history and reputation. contingent method.
balanced scorecard - ANSWER-a performance measurement system that translates the
organization's strategy into financial, business process, learning and growth and
customer outcomes. sequential.
base pay - ANSWER-reflects the size and scope of an employee's responsibilities
behavioral interview - ANSWER-uses information about what the applicant has done in
the past to predict future behavior
behavioral observation scales - ANSWER-measure the frequency of desired behaviors
Behaviorally anchored rating scales - ANSWER-use a set of behavioral statements
relating to qualities important for performance
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
