WGU C202- Managing Human Capital Questions and
Answers (2025) (100% Verified Answers by Expert)
1. Human Resource Strategy -
| Links the entire human
| | | | | |
|resource function with the firm's business strategy.
| | | | | |
2. Business Strategy - | | | Defines how the firm will compete in
| | | | | |
|its marketplace.
|
3. Total Rewards -
| The sum of all rewards employees
| | | | | | |
|receives in exchange for their time, efforts, and performance.
| | | | | | | | |
4. The combined intrinsic and extrinsic rewards of a job.
| | | | | | | |
5. Employee Handbooks - Print or online materials that
| | | | | | |
|document the organization's HRM policies and procedures.
| | | | | |
6. HRM: Human Resource Management -
| | The | | |
|organizational function responsible for attracting, hiring,
| | | | |
|developing, rewarding, and retaining talent.
| | | |
7. Outsourcing - Hiring an external vendor to do work for
| | | | | | | | |
|the company rather than doing it internally.
| | | | | |
,8. Nonfinancial 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.
9. Intrinsic Reward - | | | Non-monetary rewards derived from | | |
| the work itself.
| |
10. Competitive Advantage - Doing something | | | |
| differently from the competitor thus leading to outperformance
| | | | | | |
| and success.
|
11. Talent Philosophy - A system of beliefs about how
| | | | | | | |
| an organization's employee should be treated.
| | | | |
12. Shared Service Center - | | | | Centralized routine, |
| transaction-based HRM activities. | |
13. Professional Employer Organization - A company
| | | | |
| that leases employees to companies that need them.
| | | | | | |
14. Direct Financial Compensation - | Compensation | | |
| received in the form of salary, wages, commissions, stock options,
| | | | | | | | |
| or bonuses.
|
,15. Virtue Standard - | The ethical action is consistent | | | | | |
| with certain ideal virtues including civility, compassion,
| | | | | |
| benevolence, etc... |
16. Common Good Standard - The ethical action
| | | | | |
| shows respect and compassion for all others, especially the most
| | | | | | | | |
| vulnerable. |
17. Respect and compassion for all | | | |
18. Codes of Conduct - | Specifies expected and
| | | | |
| prohibited actions in the workplace and gives an example of
| | | | | | | | |
| appropriate behavior. |
19. Stakeholder Perspective - Considering the interests
| | | | |
| and opinions of all people, groups, organizations, or systems that
| | | | | | | | |
| affect or could be affected by the organization's actions.
| | | | | | | |
20. Performance Culture - Focuses on hiring, retaining, | | | | | |
| developing, motivating, and making work assignments based on
| | | | | | |
| performance data and results. | | |
21. Organizational Culture - The norms, values, and | | | | | |
| assumptions of organizational members that guide members'
| | | | | |
| attitudes and behaviors.| |
, 22. High-performance Work System - High | | | |
| involvement or high commitment organizations.
| | | |
23. Code of Ethics - | A decision-making guide that
| | | | | |
| describes the highest values to which an organization aspires.
| | | | | | | |
24. Rights Standard - The ethical action is the one that
| | | | | | | | |
| best respects and protects the moral rights of everyone affected
| | | | | | | | |
| by the action.
| |
25. Corporate Social Responsibility - Businesses| | | |
| showing concern for the common good and valuing human
| | | | | | | |
| dignity.
26. Fairness Standard - The ethical action treats all
| | | | | | |
| people equally, or at least fairly, based on some defensible
| | | | | | | | |
| standard.
27. Ethics - The standards of moral behavior that
| | | | | | |
| define socially accepted behaviors that are right as opposed to
| | | | | | | | |
| wrong.
28. Utilitarian Standard - | | | The ethical action that best
| | | |
| balances good over harm.
| | |
Answers (2025) (100% Verified Answers by Expert)
1. Human Resource Strategy -
| Links the entire human
| | | | | |
|resource function with the firm's business strategy.
| | | | | |
2. Business Strategy - | | | Defines how the firm will compete in
| | | | | |
|its marketplace.
|
3. Total Rewards -
| The sum of all rewards employees
| | | | | | |
|receives in exchange for their time, efforts, and performance.
| | | | | | | | |
4. The combined intrinsic and extrinsic rewards of a job.
| | | | | | | |
5. Employee Handbooks - Print or online materials that
| | | | | | |
|document the organization's HRM policies and procedures.
| | | | | |
6. HRM: Human Resource Management -
| | The | | |
|organizational function responsible for attracting, hiring,
| | | | |
|developing, rewarding, and retaining talent.
| | | |
7. Outsourcing - Hiring an external vendor to do work for
| | | | | | | | |
|the company rather than doing it internally.
| | | | | |
,8. Nonfinancial 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.
9. Intrinsic Reward - | | | Non-monetary rewards derived from | | |
| the work itself.
| |
10. Competitive Advantage - Doing something | | | |
| differently from the competitor thus leading to outperformance
| | | | | | |
| and success.
|
11. Talent Philosophy - A system of beliefs about how
| | | | | | | |
| an organization's employee should be treated.
| | | | |
12. Shared Service Center - | | | | Centralized routine, |
| transaction-based HRM activities. | |
13. Professional Employer Organization - A company
| | | | |
| that leases employees to companies that need them.
| | | | | | |
14. Direct Financial Compensation - | Compensation | | |
| received in the form of salary, wages, commissions, stock options,
| | | | | | | | |
| or bonuses.
|
,15. Virtue Standard - | The ethical action is consistent | | | | | |
| with certain ideal virtues including civility, compassion,
| | | | | |
| benevolence, etc... |
16. Common Good Standard - The ethical action
| | | | | |
| shows respect and compassion for all others, especially the most
| | | | | | | | |
| vulnerable. |
17. Respect and compassion for all | | | |
18. Codes of Conduct - | Specifies expected and
| | | | |
| prohibited actions in the workplace and gives an example of
| | | | | | | | |
| appropriate behavior. |
19. Stakeholder Perspective - Considering the interests
| | | | |
| and opinions of all people, groups, organizations, or systems that
| | | | | | | | |
| affect or could be affected by the organization's actions.
| | | | | | | |
20. Performance Culture - Focuses on hiring, retaining, | | | | | |
| developing, motivating, and making work assignments based on
| | | | | | |
| performance data and results. | | |
21. Organizational Culture - The norms, values, and | | | | | |
| assumptions of organizational members that guide members'
| | | | | |
| attitudes and behaviors.| |
, 22. High-performance Work System - High | | | |
| involvement or high commitment organizations.
| | | |
23. Code of Ethics - | A decision-making guide that
| | | | | |
| describes the highest values to which an organization aspires.
| | | | | | | |
24. Rights Standard - The ethical action is the one that
| | | | | | | | |
| best respects and protects the moral rights of everyone affected
| | | | | | | | |
| by the action.
| |
25. Corporate Social Responsibility - Businesses| | | |
| showing concern for the common good and valuing human
| | | | | | | |
| dignity.
26. Fairness Standard - The ethical action treats all
| | | | | | |
| people equally, or at least fairly, based on some defensible
| | | | | | | | |
| standard.
27. Ethics - The standards of moral behavior that
| | | | | | |
| define socially accepted behaviors that are right as opposed to
| | | | | | | | |
| wrong.
28. Utilitarian Standard - | | | The ethical action that best
| | | |
| balances good over harm.
| | |
