WGU C202 FINAL PAPER QUESTIONS
ANSWERS COMPLETE SOLUTION VIEW
AHEAD SUCCESS STRATEGY
●● What are mandatory benefits?
Answer: By law they are offered from the employer.
ex. Worker's Compensation, COBRA, Social Security
●● Vietnam Era Veterans Readjustment Assistance Act of 1978
Answer: Prohibits discrimination against veterans that are returning back
from deployment, including Vietnam era, disabled, and active duty.
●● What are Procedures?
Answer: They are "how we do it"
●● Explain why employee handbooks protect both the employer and
employee?
Answer: Documents all the Human Resource Management (HRM)
policies and procedures.
Employees can become familiar with their rights and what the policies
and procedures are.
,●● What are some uses and outcomes to Job Analysis?
Answer: Job Description, Person Specification, Selecting Applicants,
and Develop performance evaluation tools.
●● What is Job Analysis?
Answer: 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.
●● Employee performance goals and results should be tied to
organizational strategies, values, and objectives, AND based on what?
Answer: Job Analysis
●● What are 4 benefits of setting goals with employees?
Answer: 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.
●● What are the 4 progressive discipline steps?
Answer: 1. Counseling - makes employee aware
,2. Written Warning - outlines problem and gives expectation
3. Suspension without pay
4. Termination
●● What are 3 common performance management obstacles?
Answer: 1. Not communicating performance plan
2. Lack of accountability from employee/employer
3. Human Bias and errors
●● What is Job Design?
Answer: Used to fulfill needs for employees through motivations and
job efficiency.
●● What does SMART stand for?
Answer: Specific
Measurable
Attainable
Results Focused
Time Bound
●● What are the 5 job characteristics from the Job Characteristics
Model?
Answer: 1. Skill Variety
, 2. Task Identity
3. Task significance
4. Autonomy
5. Task Feedback
●● Job characteristic model is defined as...
Answer: The job characteristic model proposes that objective
characteristic of the job leads to job satisfactions for employees.
●● What is Succession Management and Planning?
Answer: 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.
●● What is Action Planning?
Answer: Developing actions to address gaps of labor and supply
demands. They should match with the organizational philosophy, values,
mission through recruiting/retention, compensation, succession
management, and training/development needs.
●● What is forecasting?
Answer: Forecasting labor demand and expected supply to identify
shortages and surplus.
ANSWERS COMPLETE SOLUTION VIEW
AHEAD SUCCESS STRATEGY
●● What are mandatory benefits?
Answer: By law they are offered from the employer.
ex. Worker's Compensation, COBRA, Social Security
●● Vietnam Era Veterans Readjustment Assistance Act of 1978
Answer: Prohibits discrimination against veterans that are returning back
from deployment, including Vietnam era, disabled, and active duty.
●● What are Procedures?
Answer: They are "how we do it"
●● Explain why employee handbooks protect both the employer and
employee?
Answer: Documents all the Human Resource Management (HRM)
policies and procedures.
Employees can become familiar with their rights and what the policies
and procedures are.
,●● What are some uses and outcomes to Job Analysis?
Answer: Job Description, Person Specification, Selecting Applicants,
and Develop performance evaluation tools.
●● What is Job Analysis?
Answer: 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.
●● Employee performance goals and results should be tied to
organizational strategies, values, and objectives, AND based on what?
Answer: Job Analysis
●● What are 4 benefits of setting goals with employees?
Answer: 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.
●● What are the 4 progressive discipline steps?
Answer: 1. Counseling - makes employee aware
,2. Written Warning - outlines problem and gives expectation
3. Suspension without pay
4. Termination
●● What are 3 common performance management obstacles?
Answer: 1. Not communicating performance plan
2. Lack of accountability from employee/employer
3. Human Bias and errors
●● What is Job Design?
Answer: Used to fulfill needs for employees through motivations and
job efficiency.
●● What does SMART stand for?
Answer: Specific
Measurable
Attainable
Results Focused
Time Bound
●● What are the 5 job characteristics from the Job Characteristics
Model?
Answer: 1. Skill Variety
, 2. Task Identity
3. Task significance
4. Autonomy
5. Task Feedback
●● Job characteristic model is defined as...
Answer: The job characteristic model proposes that objective
characteristic of the job leads to job satisfactions for employees.
●● What is Succession Management and Planning?
Answer: 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.
●● What is Action Planning?
Answer: Developing actions to address gaps of labor and supply
demands. They should match with the organizational philosophy, values,
mission through recruiting/retention, compensation, succession
management, and training/development needs.
●● What is forecasting?
Answer: Forecasting labor demand and expected supply to identify
shortages and surplus.
