WGU C202 Managing Human Capital - based off the study guide Exam with Questions and Verified Rationalized Answers 100% Guaranteed Pass

WGU C202 Managing Human Capital - based off the study guide
Exam with Questions and Verified Rationalized Answers
100% Guaranteed Pass


1. What does Policies do?:They are "what we do"
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2. What are mandatory benefits?:By law they are offered from the employer.ex.Wo
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rker's Compensation, COBRA, Social Security
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3. Vietnam EraVeterans Readjustment Assistance Act of 1978: Prohibits dis-
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crimination against veterans that are returning back from deployment, including Vietn
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am era, disabled, and active duty.
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4. What are Procedures?: They are "how we do it"
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5. Explain why employee handbooks protect both the employer and employ-
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ee?: Documents all the Human Resource Management (HRM) policies and proce-dures.
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Employees can become familiar with their rights and what the policies and proce-
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dures are.
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6. WhataresomeusesandoutcomestoJobAnalysis?:JobDescription,PersonSpecific
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ation, Selecting Applicants, and Develop performance evaluation tools.
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7. What is Job Analysis?: The systematic process of gathering and interpretinginform
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,ation about the essential duties, tasks, and responsibilities of a job.
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It also gathers information about the context within which the job in performed.
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8. Employee performance goals and results should be tied to organizationalstrate
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gies, values, and objectives, AND based on what?: Job Analysis
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9. What are 4 benefits of setting goals with employees?:1.Focus attention onobjecti
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ves

2. Increase efforts to achieve objectives q q q q




3. Persist in setbacks q q




4. Develop strategies to deal with challenges and to reach goals.
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10.Whatarethe4progressivedisciplinesteps?: 1.Counseling-makesemploy-
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ee aware
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2. WrittenWarning - outlines problem and gives expectation
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3. Suspension without pay q q




4. Termination

11.What are 3 common performance management obstacles?: 1.Not commu-
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nicating performance plan
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2. Lack of accountability from employee/employer
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3. Human Bias and errors q q q





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,12. What is Job Design?:Used to fulfill needs for employees through motivationsand jo
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b efficiency.
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13. What does SMART stand for?:SpecificMea
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surable

Attainable





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, ResultsFocused q q




Time Bound q




14. What are the 5 job characteristics from the Job Characteristics Model?: 1.SkillVa
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riety

2. TaskIdentity q




3. Tasksignificance q




4. Autonomy

5. TaskFeedback q




15. Job characteristic model is defined as...: The job characteristic model pro-
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q posesthatobjectivecharacteristicofthejobleadstojobsatisfactionsforemployees.
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16. What is Succession Management and Planning?: Process of identifying anddevelo
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ping new leaders who can replace old leaders when they retire or move to another positio
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n.

Succession Planning is to develop an internal candidate to fill a key position.
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17. What is Action Planning?: Developing actions to address gaps of labor and supply d
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emands. They should match with the organizational philosophy, values, mission throug
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h recruiting/retention, compensation, succession management, andtraining/develop
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ment needs. q





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