WGU C202 Managing Human Capital
How can HRM create value within an organization? ANS: by making the company better at executing its
strategy
The purpose of the organizational function of HRM is to ______. ANS: attract, hire, develop, reward,
and retain talent
Taking workplace health and safety seriously helps reduce ________ risk. ANS: Compliance
When an organization adopts a new manufacturing process, which HRM function is responsible for
improving employee's skills to meet its talent needs? ANS: Training
Staffing is the process of planning, acquiring, deploying, and retaining employees that enables the
organization to meet its talent needs and execute its _______. ANS: business strategy
Separations due to poor performance, layoffs, or restructuring are part of which HRM function? ANS:
staffing
________ planning can help to ensure that an organization has people ready to assume leadership
positions as soon as those positions become available. ANS: Succession
What type of management involves aligning individual employees' goals and behaviors with
organizational goals and strategies? ANS: performance management
By providing the raw talent that the system will manage, staffing influences the effectiveness of which
system? ANS: performance management
To promote and maintain ethical behavior, managers need to provide ______ feedback. ANS:
Performance
,Compensation received in the form of salary, wages, commissions, stock options, or bonuses is called
_______. ANS: direct financial compensation
Compensation including free meals, vacation time, and health insurance is called _____. ANS: indirect
financial compensation
Rewards and incentives given to employees that are not financial in nature, including intrinsic rewards
received from the job itself or from the work environment, are called ________. ANS: nonfinancial
compensation
When a company creates new HRM initiatives to strengthen employees' ethical awareness and company
culture to enhance its competitive advantage, it is managing ________. ANS: strategic risk
HRM affects the speed and effectiveness of talent acquisition as well as the development of employees'
skills and the identification and retention of top performers. These and other HRM activities that can
directly influence the organization's success or failure are examples of ________. ANS: operational risk
When new HRM processes reduce the cost of hiring employees, they have reduced its ________. ANS:
financial risk
Thinking through the ramifications of an employment-related decision in terms of legal risk, particularly
in the areas of diversity, health and safety, union relations, whistleblowers, and harassment, is an
example of managing ________. ANS: compliance risk
To expand internationally, ________ have been common organizational strategies. ANS: mergers and
acquisitions
Mergers and acquisitions often fail because of ________. ANS: culture issues
, ________ between HR and employees is extremely important. ANS: Communication
What are the four broad types of organizational culture? ANS: entrepreneurial, bureaucratic,
consensual, competitive
Sports teams like the New York Yankees and Pittsburgh Steelers consistently excel because of their
strong ________ culture. ANS: Performance
Restaurants that schedule their highest performing servers during the busiest shifts are focused on
________ culture. ANS: Performance
Starbucks is a good example of a(n) ________ culture. ANS: people-oriented
A(n) ________ culture that stifles innovation and risk taking is thought to have contributed to Nokia's
declining market share. ANS: Bureaucratic
The standards of moral behavior that define socially acceptable behaviors as right or wrong are known
as ________. ANS: Ethics
Which ethical action shows respect and compassion for all others, especially the most vulnerable? ANS:
common good standard
Which ethical action is consistent with certain ideal virtues including civility, compassion, benevolence,
etc.? ANS: virtue standard
Rolling out a new benefits program is one of the most common ________ managed by HRM. ANS:
Changes
How can HRM create value within an organization? ANS: by making the company better at executing its
strategy
The purpose of the organizational function of HRM is to ______. ANS: attract, hire, develop, reward,
and retain talent
Taking workplace health and safety seriously helps reduce ________ risk. ANS: Compliance
When an organization adopts a new manufacturing process, which HRM function is responsible for
improving employee's skills to meet its talent needs? ANS: Training
Staffing is the process of planning, acquiring, deploying, and retaining employees that enables the
organization to meet its talent needs and execute its _______. ANS: business strategy
Separations due to poor performance, layoffs, or restructuring are part of which HRM function? ANS:
staffing
________ planning can help to ensure that an organization has people ready to assume leadership
positions as soon as those positions become available. ANS: Succession
What type of management involves aligning individual employees' goals and behaviors with
organizational goals and strategies? ANS: performance management
By providing the raw talent that the system will manage, staffing influences the effectiveness of which
system? ANS: performance management
To promote and maintain ethical behavior, managers need to provide ______ feedback. ANS:
Performance
,Compensation received in the form of salary, wages, commissions, stock options, or bonuses is called
_______. ANS: direct financial compensation
Compensation including free meals, vacation time, and health insurance is called _____. ANS: indirect
financial compensation
Rewards and incentives given to employees that are not financial in nature, including intrinsic rewards
received from the job itself or from the work environment, are called ________. ANS: nonfinancial
compensation
When a company creates new HRM initiatives to strengthen employees' ethical awareness and company
culture to enhance its competitive advantage, it is managing ________. ANS: strategic risk
HRM affects the speed and effectiveness of talent acquisition as well as the development of employees'
skills and the identification and retention of top performers. These and other HRM activities that can
directly influence the organization's success or failure are examples of ________. ANS: operational risk
When new HRM processes reduce the cost of hiring employees, they have reduced its ________. ANS:
financial risk
Thinking through the ramifications of an employment-related decision in terms of legal risk, particularly
in the areas of diversity, health and safety, union relations, whistleblowers, and harassment, is an
example of managing ________. ANS: compliance risk
To expand internationally, ________ have been common organizational strategies. ANS: mergers and
acquisitions
Mergers and acquisitions often fail because of ________. ANS: culture issues
, ________ between HR and employees is extremely important. ANS: Communication
What are the four broad types of organizational culture? ANS: entrepreneurial, bureaucratic,
consensual, competitive
Sports teams like the New York Yankees and Pittsburgh Steelers consistently excel because of their
strong ________ culture. ANS: Performance
Restaurants that schedule their highest performing servers during the busiest shifts are focused on
________ culture. ANS: Performance
Starbucks is a good example of a(n) ________ culture. ANS: people-oriented
A(n) ________ culture that stifles innovation and risk taking is thought to have contributed to Nokia's
declining market share. ANS: Bureaucratic
The standards of moral behavior that define socially acceptable behaviors as right or wrong are known
as ________. ANS: Ethics
Which ethical action shows respect and compassion for all others, especially the most vulnerable? ANS:
common good standard
Which ethical action is consistent with certain ideal virtues including civility, compassion, benevolence,
etc.? ANS: virtue standard
Rolling out a new benefits program is one of the most common ________ managed by HRM. ANS:
Changes
