WGU C236 Compensation and Benefits Exam 60
Questions with Verified Answers
All forms of pay and compensation, tangible benefits, and other intangible
rewards that an
organization provides. - CORRECT ANSWER Total Rewards
The collection of decisions, approaches, and activities that allow an organization
to compete and
win. - CORRECT ANSWER Business Strategy
It places a high priority on providing innovative, exceptional, and high-quality
products and/or
services to customers. IT PLACES THE COST ON THE CUSTOMER, Generally, an
organization that follows the differentiation strategy will be able to pay their
employees MORE - CORRECT ANSWER Differentiation Strategy
An annual increase in future compensation based on past performance
Added to base compensation, making it a long-term cost commitment
Form of variable/performance-based compensation
Differs from other performance-based pay because it pays for future performance
before the
performance has occurred; reflects an assumption that employee's past
performance will predict
his or her future performance
, Often distributed using a merit pay matrix, which puts different levels of
performance on one
axis and an employee's position in their pay grade on the other axis; uses ratings
from
performance appraisals - CORRECT ANSWER Merit Based Pay
Based on the idea that the more experience an employee has, the higher his
future performance
can be expected to be.
The most common form of capability-based pay
Uses experience/seniority as its foundation - CORRECT ANSWER Seniority-based
pay/ Experience based pay
An employee's salary/wage rate depends on the skills she possesses; e.g. an
employee with five
relevant skills would make more than an employee with two relevant skills
Often used in blue-collar/manufacturing jobs. - CORRECT ANSWER Skill-based Pay
Based on the assumption that employee competency drives performance
Competencies: KSAOs that enable employee performance
Typically used with professional-level jobs - CORRECT ANSWER Competency-Based
Pay
The extent to which an organization's total rewards system aligns each employee's
rewards with
Questions with Verified Answers
All forms of pay and compensation, tangible benefits, and other intangible
rewards that an
organization provides. - CORRECT ANSWER Total Rewards
The collection of decisions, approaches, and activities that allow an organization
to compete and
win. - CORRECT ANSWER Business Strategy
It places a high priority on providing innovative, exceptional, and high-quality
products and/or
services to customers. IT PLACES THE COST ON THE CUSTOMER, Generally, an
organization that follows the differentiation strategy will be able to pay their
employees MORE - CORRECT ANSWER Differentiation Strategy
An annual increase in future compensation based on past performance
Added to base compensation, making it a long-term cost commitment
Form of variable/performance-based compensation
Differs from other performance-based pay because it pays for future performance
before the
performance has occurred; reflects an assumption that employee's past
performance will predict
his or her future performance
, Often distributed using a merit pay matrix, which puts different levels of
performance on one
axis and an employee's position in their pay grade on the other axis; uses ratings
from
performance appraisals - CORRECT ANSWER Merit Based Pay
Based on the idea that the more experience an employee has, the higher his
future performance
can be expected to be.
The most common form of capability-based pay
Uses experience/seniority as its foundation - CORRECT ANSWER Seniority-based
pay/ Experience based pay
An employee's salary/wage rate depends on the skills she possesses; e.g. an
employee with five
relevant skills would make more than an employee with two relevant skills
Often used in blue-collar/manufacturing jobs. - CORRECT ANSWER Skill-based Pay
Based on the assumption that employee competency drives performance
Competencies: KSAOs that enable employee performance
Typically used with professional-level jobs - CORRECT ANSWER Competency-Based
Pay
The extent to which an organization's total rewards system aligns each employee's
rewards with
