C236 WGU Exam Questions with Correct Answers

C236 WGU Exam Questions with Correct Answers Absolute Level - Answer-The reward can be defined. Paying an employee $50,000 salary per year, for example. Administrative - Answer-Pertaining to the activities of running an organization or a business. Anchored Rating Scale - Answer-Uses examples or definitions of typical behaviors to define each point along the scale. Autonomy - Answer-Giving employees discretion in choosing what to do and how to do it. Bad Data Challenge - Answer-Exists because the data a company obtains about market rates may not be an accurate representation of the market. It is often difficult to fully understand the quality of the data obtained from various sources, or how best to integrate this information, which adds error to any reward system based on that data. Base Pay - Answer-Salary or hourly wages Benchmark Competitors - Answer-A selection of primary organizations that exemplify the labor and product/service markets in which the organization competes. Benchmark Jobs - Answer-Jobs that are representative of the type, content, and level of jobs in the organization. Benefit Benchmark Survey - Answer-A tool that helps organizations better understand how employee benefits may impact their ability to attract and retain qualified employees. Benefit Level Strategy - Answer-Refers to the level of each benefit type provided as well as the overall company expenditure. Benefit Mix Strategy - Answer-Refers to the particular combination of benefit types that an organization offers. Broad Input - Answer-Help, advice and thoughts from employees of all levels of the organization. Broadbanding - Answer-Entails the use of a few broad bands (or grades) to organize work for pay purposes. Business Strategy - Answer-The collection of decisions, approaches, and activities that allow an organization to compete and win Business Strategy Support - Answer-Supporting a business' approach to adapting to changes in its environment in order to compete and win. Capability-based Pay - Answer-When a reward system explicitly attempts to vary rewards based upon capabilities of the employees. Types include Skill-based pay, Competency-based pay, and Seniority-based pay. Cash Compensation - Answer-Monetary pay that employees receive in exchange for their work Central Tendency - Answer-Describes what's typical for a set of data, usually measured by the arithmetic mean, median, or mode. Centralized Approach - Answer-The Human Resources department makes all decisions relating to pay strategy, as well as specific reward decisions. Centralized Global Rewards Strategy - Answer-Organizations attempt to have a single set of policies that are determined by the organization and utilized at all locations. Child Labor - Answer-Defines the type of work appropriate for children and the ages at which children can work. Co-pay Policy - Answer-A policy that requires employees to pay a set amount for each time any service is used. Collaborative Environment - Answer-Teams of employees work in concert to be creative, solve problems, and produce results. Commission-based - Answer-Most often used for jobs with a sales component and provide employees a set percentage of the sales that they make. They are used to provide a strong incentive to create sales and also to maximize the size of those sales. In this system, the full risk of low performance is borne by the employees. For this reason many companies use this system with some other form of base pay (such as salary) to more evenly distribute that risk. Communication Strategy - Answer-A plan for creating, sharing, and receiving information relating to its Total Rewards Systems. Compa-ratio - Answer-A ratio frequently used to measure the conformity of pay rates to the pay plan. Compensable Factor - Answer-Job elements or criteria that identify what the organization values for purposes of job evaluation. Step one in the Point factor Approach. Compensatory Time - Answer-Paid time off instead of overtime pay. Competencies - Answer-Configurations of knowledge, skills, and traits that enable employee performance. Computer - Answer-Programming, network administration Consolidate Information Into Job Description Draft - Answer-Review the information gathered from the interviews to create the draft of the job description. This draft should note any points o