Western Governors University (WGU) – C236 Compensation and Benefits Complete Study
Guide & Exam Prep (2025)
Total Rewards all forms of pay including cash benefits, tangiable/intangiable etc... << correct answer
>>what forms of pay are invoved in Total Reward for the Organization? cash, benefits, intangiables. <<
correct answer >>cash compensation ____________ influences the employee in an organization <<
correct answer >>HR Generalist impacts compensation by. making the reward strategy and a
business strategy line up. << correct answer >>Compensation Manager's responsibility in the
compensation plan? improve compensation systems and beter enable the organization to meet
goals. << correct answer >>What are the forms of pay and compensation? Define Each? cash
compensation - 1. monetery pay exchanged for work base pay (hourly or salary) 2.. variable pay- bonus
or commission << correct answer >>Intangiable rewards meaningful work, positive relationships, work
location << correct answer >>The outcomes of a ___________________ represent the goals or the
criteria by which a rewards system can be judged? total rewards system << correct answer
>>_______________ comprises the joint or collective actions of groups of employees ? Team
Performance << correct answer >>An objective of a total rewards system is to ___________________
sustain quality performance in each area over time << correct answer >>Define the concept of
Organiztaional Citizenship Behaviors (OCB) value creating activities in which employees engage but
its not part of their job. << correct answer >>Explain Organizational Performance. effectiveness at
meeting needs, new product, gains in parket, shares, financial gain. << correct answer >>How are Cost
and Efficiency related to the outcomes of the rewards System the cost of the rewards system is a large
expense that is a huge investment for human capital. << correct answer >>Which of the following does
organiztainal performance not include? Developing employees << correct answer >>Which of the
following laws relates to total rewards? Civil Rights Laws << correct answer >>Which of the following is
not considered a guide to fairness in total rewards? Extreme << correct answer >>Business Strategy
the collection of decisions, approaches, and activities that allow an organization to compete and
win. << correct answer >>What does a Cost Leadership Strategy emphasize? focuses business
priorities on having a lower cost product or service as a high priority. << correct answer >>differentiation
strategy? high priority is placed on providing innovative, exceptional, and high-quality products to
customers. << correct answer >>Niche-Focused Strategycompany uses a small segmented market and
competes only in that arena. << correct answer >>Hybrid Strategy has cost-differentiation, and
niche-focused approach to business. (takes a multi-faceted focus) << correct answer >>critical success
factors and how an organization can use the process capabilities, activities, customer perceptions,
market positions that allow an organization to outcompete rivals. << correct answer >>Human Resource
Strategy? policies, practices, systems that manage the interface between company and
employees, long-term performance << correct answer >>functions of Human Resources. HR info system,
refruiting, performance management, payroll, etc... << correct answer >>Strategic Human Resource
Management ensures that HR practices are aligned with the ______________ in general and critical
success factors in particular? Business Strategy << correct answer >>______ plays a vital role in the
Business Strategy? Total Rewards << correct answer >>Explain what an organizations Total Rewards
Strategy is composed of? composed of combination of pay forms, plans, policies, practices that
, enable long-term organization performance. << correct answer >>Total Rewards Content Strategy
specifies type, level, combo of rewards offered to employees << correct answer >>Reward Form
Combination Strategy refers to reward forms offered. << correct answer >>The level of reward offered
for a job can be understood in two waysAbsolute Level or Relative Level << correct answer >>Relative
Level states the rewards strategy as greater than, equal to, or less than some labor reference point <<
correct answer >>What is the difference between Leading the Market, Lagging the Market, and
Matching the Market? where the reward strategy stands in comparison to the market. << correct
answer >>How does the organization use Total Rewards Process Strategies? decisions, policies,
practices that define how rewards are designed and implemented. << correct answer >>Principles of
Transparency? clear info on who/what/where/when/why << correct answer >>How are Data and Broad
Input used in developing the Design Strategy? they are able to get the info from all employees to
implement the best strategy << correct answer >>Communication Strategy plan for creating,
sharing, and receiving info << correct answer >>Role and Control Strategy (two approaches) policies
and practices that allocate design implement control of rewards system...centralized (HR DEPT) or
Decentralized (Manager or Supervisor) << correct answer >>Which questions help in in determining the
effectiveness of the compensation plan? does it help? Is it fair? Does it accomplish objectives? <<
correct answer >>Business Strategy Support supporting a business approach to establish changes in
order to win. << correct answer >>Reward Strategy Coherence. extent to which everything fits together
<< correct answer >>Organizational Cultural Fit as it relates to the Total Rewards System. extent
to which rewards strategy aligns with companies culture << correct answer >>Reward System helps
two parties meet a goal. Mechanisms for exchanging value between two parties << correct answer
>>Job Analysis. process of systematically analyzing positions that result in completed work in
organizations. << correct answer >>Implications of Job Analysis on the compensation system 1.
provides a process for understanding how work is organized. 2. details KSA for a job. 3. defines nature of
work as exempt/ non-exempt. 4. understanding the nature of the work performance which is vital for
determining kikely effectiveness of performance-based pay systems. << correct answer >>What does an
employee contribute to the organization to create value? work << correct answer >>3 job analysis
methods available to an organization to analyze a job? * traditional interview (1 on 1 incumbent) *2
panel interview (panel incumbents) *3 - questionnaire << correct answer >>What is involved in the
traditional interview? interviewing incumbents not currently working that position to see what the job
entails and how long it takes to complete << correct answer >>How is the panel interview used to
analyze a job? multiple incumbents. Takes time and sometimes hard to pull substance as it can lean
toward politics << correct answer >>What analysis method does an organization use to overcome some
of the limitations of interview methods?Questionnaires << correct answer >>_____________________
are two generalizable job information sources available to managers to review data bases of job
descriptions for useful information about jobs? Job Databases and Interviews << correct answer
>>Generic Questions are questions brought in by _________________? a third party << correct answer
>>When creating a job analysis who should you speak with for input? people with varying levels of
experience that have completed the job. Experienced ppl may forget parts that are routined. Also
Managers or supervisors. This is to assure that jobs are understood. << correct answer >>Why is it
necessary to gain buy in for a job analysis to create a value-added analysis? it will be used for
reward purposes. << correct answer >>What is the goal of a job analysis? to understand the work
involved in creating value for an organization. << correct answer >>job design and its purpose
constructing jobs to make them functional, efficient, and motivational. << correct answer >>A
Guide & Exam Prep (2025)
Total Rewards all forms of pay including cash benefits, tangiable/intangiable etc... << correct answer
>>what forms of pay are invoved in Total Reward for the Organization? cash, benefits, intangiables. <<
correct answer >>cash compensation ____________ influences the employee in an organization <<
correct answer >>HR Generalist impacts compensation by. making the reward strategy and a
business strategy line up. << correct answer >>Compensation Manager's responsibility in the
compensation plan? improve compensation systems and beter enable the organization to meet
goals. << correct answer >>What are the forms of pay and compensation? Define Each? cash
compensation - 1. monetery pay exchanged for work base pay (hourly or salary) 2.. variable pay- bonus
or commission << correct answer >>Intangiable rewards meaningful work, positive relationships, work
location << correct answer >>The outcomes of a ___________________ represent the goals or the
criteria by which a rewards system can be judged? total rewards system << correct answer
>>_______________ comprises the joint or collective actions of groups of employees ? Team
Performance << correct answer >>An objective of a total rewards system is to ___________________
sustain quality performance in each area over time << correct answer >>Define the concept of
Organiztaional Citizenship Behaviors (OCB) value creating activities in which employees engage but
its not part of their job. << correct answer >>Explain Organizational Performance. effectiveness at
meeting needs, new product, gains in parket, shares, financial gain. << correct answer >>How are Cost
and Efficiency related to the outcomes of the rewards System the cost of the rewards system is a large
expense that is a huge investment for human capital. << correct answer >>Which of the following does
organiztainal performance not include? Developing employees << correct answer >>Which of the
following laws relates to total rewards? Civil Rights Laws << correct answer >>Which of the following is
not considered a guide to fairness in total rewards? Extreme << correct answer >>Business Strategy
the collection of decisions, approaches, and activities that allow an organization to compete and
win. << correct answer >>What does a Cost Leadership Strategy emphasize? focuses business
priorities on having a lower cost product or service as a high priority. << correct answer >>differentiation
strategy? high priority is placed on providing innovative, exceptional, and high-quality products to
customers. << correct answer >>Niche-Focused Strategycompany uses a small segmented market and
competes only in that arena. << correct answer >>Hybrid Strategy has cost-differentiation, and
niche-focused approach to business. (takes a multi-faceted focus) << correct answer >>critical success
factors and how an organization can use the process capabilities, activities, customer perceptions,
market positions that allow an organization to outcompete rivals. << correct answer >>Human Resource
Strategy? policies, practices, systems that manage the interface between company and
employees, long-term performance << correct answer >>functions of Human Resources. HR info system,
refruiting, performance management, payroll, etc... << correct answer >>Strategic Human Resource
Management ensures that HR practices are aligned with the ______________ in general and critical
success factors in particular? Business Strategy << correct answer >>______ plays a vital role in the
Business Strategy? Total Rewards << correct answer >>Explain what an organizations Total Rewards
Strategy is composed of? composed of combination of pay forms, plans, policies, practices that
, enable long-term organization performance. << correct answer >>Total Rewards Content Strategy
specifies type, level, combo of rewards offered to employees << correct answer >>Reward Form
Combination Strategy refers to reward forms offered. << correct answer >>The level of reward offered
for a job can be understood in two waysAbsolute Level or Relative Level << correct answer >>Relative
Level states the rewards strategy as greater than, equal to, or less than some labor reference point <<
correct answer >>What is the difference between Leading the Market, Lagging the Market, and
Matching the Market? where the reward strategy stands in comparison to the market. << correct
answer >>How does the organization use Total Rewards Process Strategies? decisions, policies,
practices that define how rewards are designed and implemented. << correct answer >>Principles of
Transparency? clear info on who/what/where/when/why << correct answer >>How are Data and Broad
Input used in developing the Design Strategy? they are able to get the info from all employees to
implement the best strategy << correct answer >>Communication Strategy plan for creating,
sharing, and receiving info << correct answer >>Role and Control Strategy (two approaches) policies
and practices that allocate design implement control of rewards system...centralized (HR DEPT) or
Decentralized (Manager or Supervisor) << correct answer >>Which questions help in in determining the
effectiveness of the compensation plan? does it help? Is it fair? Does it accomplish objectives? <<
correct answer >>Business Strategy Support supporting a business approach to establish changes in
order to win. << correct answer >>Reward Strategy Coherence. extent to which everything fits together
<< correct answer >>Organizational Cultural Fit as it relates to the Total Rewards System. extent
to which rewards strategy aligns with companies culture << correct answer >>Reward System helps
two parties meet a goal. Mechanisms for exchanging value between two parties << correct answer
>>Job Analysis. process of systematically analyzing positions that result in completed work in
organizations. << correct answer >>Implications of Job Analysis on the compensation system 1.
provides a process for understanding how work is organized. 2. details KSA for a job. 3. defines nature of
work as exempt/ non-exempt. 4. understanding the nature of the work performance which is vital for
determining kikely effectiveness of performance-based pay systems. << correct answer >>What does an
employee contribute to the organization to create value? work << correct answer >>3 job analysis
methods available to an organization to analyze a job? * traditional interview (1 on 1 incumbent) *2
panel interview (panel incumbents) *3 - questionnaire << correct answer >>What is involved in the
traditional interview? interviewing incumbents not currently working that position to see what the job
entails and how long it takes to complete << correct answer >>How is the panel interview used to
analyze a job? multiple incumbents. Takes time and sometimes hard to pull substance as it can lean
toward politics << correct answer >>What analysis method does an organization use to overcome some
of the limitations of interview methods?Questionnaires << correct answer >>_____________________
are two generalizable job information sources available to managers to review data bases of job
descriptions for useful information about jobs? Job Databases and Interviews << correct answer
>>Generic Questions are questions brought in by _________________? a third party << correct answer
>>When creating a job analysis who should you speak with for input? people with varying levels of
experience that have completed the job. Experienced ppl may forget parts that are routined. Also
Managers or supervisors. This is to assure that jobs are understood. << correct answer >>Why is it
necessary to gain buy in for a job analysis to create a value-added analysis? it will be used for
reward purposes. << correct answer >>What is the goal of a job analysis? to understand the work
involved in creating value for an organization. << correct answer >>job design and its purpose
constructing jobs to make them functional, efficient, and motivational. << correct answer >>A
