WGU C236 Compensation and Benefits Test Questions and
Answers Rated A
Business Strategy - -The collection of
decision, approaches, and activities that allow an
organization to complete and win. Reward Level Strategy - -How much is
being offered?
Cost Leadership Strategy - -Focusing
business priories on providing a lower-cost Absolute level - -The reward can be
product or service. defined.
Differentiation Strategy - -Providing Relative Level - -States the rewards
innovative, exceptional, and high quality products strategy as greater than, equal to, or less than
and/or services to customers. some labor market reference point.
Niche-Focused Strategy - -Targeting Centralized approach - -Human Resources
business priorities toward addressing a specific makes all the decisions
section of the market
Decentralized approach - -Decisions are
Hybrid Strategy - -Employing a made by the employee's immediate supervisor or
combination of cost-leadership, differentiation manager.
and niche-focused business strategies.
Job Analysis - -The process of
Critical Success Factors - -Capabilities, systematically analyzing positions that result in
activities, customer perceptions and market completed work in organizations.
positions that allow an organization to out-
compete its rivals.
Traditional interview method - -The job
analyst asks the job incumbent preset questions
Total rewards strategy - -The combination about the content, skills needed and time spent
of pay forms, plans, policies and practices that on activities in the job.
enable long-term organizational performance.
Panel Interview - -Multiple job incumbents
Total Reward Content Strategy - -Specifies (and sometime multiple job analysts) all meet
the type, level and combination of rewards together to analyze the job.
offered to employees.
Custom Questionnaires - -A series of
Reward Form Combinations Strategy - - questions that job incumbents complete on their
The reward forms offered (cash, benefits, etc.) own.
and the way in which they relate to each other.
1/6
, WGU C236 Compensation and Benefits Test Questions and
Answers Rated A
knowledge, skills, abilities and other (KSAO's)
Generic Questionnaire - -Purchased from that an employee needs to perform the job at a
a third party and use general questions to which satisfactory level.
incumbents respond using scaled ratings.
Job-based Approach - -Internal reward
Occupational Information Network (O*NET) - alignment assumes that organizations provide
-Online database created by the US DOL rewards based upon the job that a person holds.
that provides an exhaustive listing of jobs and
occupations
Individual-based Approach - -Rewards
should be based upon the characteristics of the
PayScale - -Web site that hosts a person holding a job.
continuous compensation and benefits survey
that is based on data gathered from individuals
who visit its site. Performance-based Approach - -Rewards
should be based upon the performance or results
produced by an employee.
Occupational Outlook Handbook - -
Searchable database provides more occupation-
level information about jobs and work in Job Evaluation - -Process by which the
organizations. value of each job is an organization is
established.
Job Design - -Process of systematically
constructing jobs to make them functional, Job Structure - -Organized listing of the
efficient and motivational. business's jobs that functionally groups and
hierarchically arranges the jobs for the rewards
purpose.
Job Title - -The name by which the job is
known within the company.
Job-value Structure - -Represents the
structure of jobs internally positioned according to
Reference ID - -A letter and/or numeric their relative value. Answers the questions of
code used to reference the job, often in what the jobs are, how they are related and the
databases. relative importance of each.
Job Family - -Grouping of jobs that have Compensable factors - -Job elements or
similar functions or content. criteria that identify what the organization values
for purposes of job evaluation. Step one in the
Point Factor Approach.
Job specification - -Translates the tasks,
duties and responsibilities (TDR's) into the
2/6
Answers Rated A
Business Strategy - -The collection of
decision, approaches, and activities that allow an
organization to complete and win. Reward Level Strategy - -How much is
being offered?
Cost Leadership Strategy - -Focusing
business priories on providing a lower-cost Absolute level - -The reward can be
product or service. defined.
Differentiation Strategy - -Providing Relative Level - -States the rewards
innovative, exceptional, and high quality products strategy as greater than, equal to, or less than
and/or services to customers. some labor market reference point.
Niche-Focused Strategy - -Targeting Centralized approach - -Human Resources
business priorities toward addressing a specific makes all the decisions
section of the market
Decentralized approach - -Decisions are
Hybrid Strategy - -Employing a made by the employee's immediate supervisor or
combination of cost-leadership, differentiation manager.
and niche-focused business strategies.
Job Analysis - -The process of
Critical Success Factors - -Capabilities, systematically analyzing positions that result in
activities, customer perceptions and market completed work in organizations.
positions that allow an organization to out-
compete its rivals.
Traditional interview method - -The job
analyst asks the job incumbent preset questions
Total rewards strategy - -The combination about the content, skills needed and time spent
of pay forms, plans, policies and practices that on activities in the job.
enable long-term organizational performance.
Panel Interview - -Multiple job incumbents
Total Reward Content Strategy - -Specifies (and sometime multiple job analysts) all meet
the type, level and combination of rewards together to analyze the job.
offered to employees.
Custom Questionnaires - -A series of
Reward Form Combinations Strategy - - questions that job incumbents complete on their
The reward forms offered (cash, benefits, etc.) own.
and the way in which they relate to each other.
1/6
, WGU C236 Compensation and Benefits Test Questions and
Answers Rated A
knowledge, skills, abilities and other (KSAO's)
Generic Questionnaire - -Purchased from that an employee needs to perform the job at a
a third party and use general questions to which satisfactory level.
incumbents respond using scaled ratings.
Job-based Approach - -Internal reward
Occupational Information Network (O*NET) - alignment assumes that organizations provide
-Online database created by the US DOL rewards based upon the job that a person holds.
that provides an exhaustive listing of jobs and
occupations
Individual-based Approach - -Rewards
should be based upon the characteristics of the
PayScale - -Web site that hosts a person holding a job.
continuous compensation and benefits survey
that is based on data gathered from individuals
who visit its site. Performance-based Approach - -Rewards
should be based upon the performance or results
produced by an employee.
Occupational Outlook Handbook - -
Searchable database provides more occupation-
level information about jobs and work in Job Evaluation - -Process by which the
organizations. value of each job is an organization is
established.
Job Design - -Process of systematically
constructing jobs to make them functional, Job Structure - -Organized listing of the
efficient and motivational. business's jobs that functionally groups and
hierarchically arranges the jobs for the rewards
purpose.
Job Title - -The name by which the job is
known within the company.
Job-value Structure - -Represents the
structure of jobs internally positioned according to
Reference ID - -A letter and/or numeric their relative value. Answers the questions of
code used to reference the job, often in what the jobs are, how they are related and the
databases. relative importance of each.
Job Family - -Grouping of jobs that have Compensable factors - -Job elements or
similar functions or content. criteria that identify what the organization values
for purposes of job evaluation. Step one in the
Point Factor Approach.
Job specification - -Translates the tasks,
duties and responsibilities (TDR's) into the
2/6
