WGU C202 Managing Human Capital - based off the study guide as of
10/2017.
Study online at https://quizlet.com/_3tcfcw
1. What does Policies do?: They are "what we do"
2. What are mandatory benefits?: By law they are offered from the employer.
ex. Worker's Compensation, COBRA, Social Security
3. Vietnam Era Veterans Readjustment Assistance Act of 1978: Prohibits discrimination
against veterans that are returning back from deployment, including Vietnam era, disabled, and active duty.
4. What are Procedures?: They are "how we do it"
5. Explain why employee handbooks protect both the employer and employee?-
: Documents all the Human Resource Management (HRM) policies and procedures.
Employees can become familiar with their rights and what the policies and procedures are.
6. What are some uses and outcomes to Job Analysis?: Job Description, Person Specification,
Selecting Applicants, and Develop performance evaluation tools.
7. What is Job Analysis?: The systematic process of gathering and interpreting information about the
essential duties, tasks, and responsibilities of a job.
It also gathers information about the context within which the job in performed.
8. Employee performance goals and results should be tied to organizational
strategies, values, and objectives, AND based on what?: Job Analysis
9. What are 4 benefits of setting goals with employees?: 1. Focus attention on objectives
2. Increase efforts to achieve objectives
3. Persist in setbacks
4. Develop strategies to deal with challenges and to reach goals.
10. What are the 4 progressive discipline steps?: 1. Counseling - makes employee aware
2. Written Warning - outlines problem and gives expectation
3. Suspension without pay
4. Termination
11. What are 3 common performance management obstacles?: 1. Not communicating
performance plan
2. Lack of accountability from employee/employer
3. Human Bias and errors
12. What is Job Design?: Used to fulfill needs for employees through motivations and job efficiency.
, WGU C202 Managing Human Capital - based off the study guide as of
10/2017.
Study online at https://quizlet.com/_3tcfcw
13. What does SMART stand for?: Specific
Measurable
Attainable
Results Focused
Time Bound
14. What are the 5 job characteristics from the Job Characteristics Model?: 1. Skill
Variety
2. Task Identity
3. Task significance
4. Autonomy
5. Task Feedback
15. Job characteristic model is defined as...: The job characteristic model proposes that objective
characteristic of the job leads to job satisfactions for employees.
16. What is Succession Management and Planning?: Process of identifying and developing
new leaders who can replace old leaders when they retire or move to another position.
Succession Planning is to develop an internal candidate to fill a key position.
17. What is Action Planning?: Developing actions to address gaps of labor and supply demands. They
should match with the organizational philosophy, values, mission through recruiting/retention, compensation, succes-
sion management, and training/development needs.
18. What is forecasting?: Forecasting labor demand and expected supply to identify shortages and surplus.
Identify short and long term goals.
19. What is Human Resource Planning?: Aligns organizational talent to effectively and efficiently
accomplish the strategic goal.
20. What is Strategic Planning?: Company strategy, vision, mission, and values.
Influences the type, quality/quantity of skills and the employees needed.
21. What are the 4 Human Resource Planning Processes?: 1. Strategic Planning
2. Human Resource Planning
3. Forecasting
4. Action Planning
22. Which 5 sources can performance information come from?: 1. Self
2. Supervisor
10/2017.
Study online at https://quizlet.com/_3tcfcw
1. What does Policies do?: They are "what we do"
2. What are mandatory benefits?: By law they are offered from the employer.
ex. Worker's Compensation, COBRA, Social Security
3. Vietnam Era Veterans Readjustment Assistance Act of 1978: Prohibits discrimination
against veterans that are returning back from deployment, including Vietnam era, disabled, and active duty.
4. What are Procedures?: They are "how we do it"
5. Explain why employee handbooks protect both the employer and employee?-
: Documents all the Human Resource Management (HRM) policies and procedures.
Employees can become familiar with their rights and what the policies and procedures are.
6. What are some uses and outcomes to Job Analysis?: Job Description, Person Specification,
Selecting Applicants, and Develop performance evaluation tools.
7. What is Job Analysis?: The systematic process of gathering and interpreting information about the
essential duties, tasks, and responsibilities of a job.
It also gathers information about the context within which the job in performed.
8. Employee performance goals and results should be tied to organizational
strategies, values, and objectives, AND based on what?: Job Analysis
9. What are 4 benefits of setting goals with employees?: 1. Focus attention on objectives
2. Increase efforts to achieve objectives
3. Persist in setbacks
4. Develop strategies to deal with challenges and to reach goals.
10. What are the 4 progressive discipline steps?: 1. Counseling - makes employee aware
2. Written Warning - outlines problem and gives expectation
3. Suspension without pay
4. Termination
11. What are 3 common performance management obstacles?: 1. Not communicating
performance plan
2. Lack of accountability from employee/employer
3. Human Bias and errors
12. What is Job Design?: Used to fulfill needs for employees through motivations and job efficiency.
, WGU C202 Managing Human Capital - based off the study guide as of
10/2017.
Study online at https://quizlet.com/_3tcfcw
13. What does SMART stand for?: Specific
Measurable
Attainable
Results Focused
Time Bound
14. What are the 5 job characteristics from the Job Characteristics Model?: 1. Skill
Variety
2. Task Identity
3. Task significance
4. Autonomy
5. Task Feedback
15. Job characteristic model is defined as...: The job characteristic model proposes that objective
characteristic of the job leads to job satisfactions for employees.
16. What is Succession Management and Planning?: Process of identifying and developing
new leaders who can replace old leaders when they retire or move to another position.
Succession Planning is to develop an internal candidate to fill a key position.
17. What is Action Planning?: Developing actions to address gaps of labor and supply demands. They
should match with the organizational philosophy, values, mission through recruiting/retention, compensation, succes-
sion management, and training/development needs.
18. What is forecasting?: Forecasting labor demand and expected supply to identify shortages and surplus.
Identify short and long term goals.
19. What is Human Resource Planning?: Aligns organizational talent to effectively and efficiently
accomplish the strategic goal.
20. What is Strategic Planning?: Company strategy, vision, mission, and values.
Influences the type, quality/quantity of skills and the employees needed.
21. What are the 4 Human Resource Planning Processes?: 1. Strategic Planning
2. Human Resource Planning
3. Forecasting
4. Action Planning
22. Which 5 sources can performance information come from?: 1. Self
2. Supervisor
