WGU C202 MANAGING HUMAN CAPITAL
|OA| OBJECTIVE ASSESSMENT EXAM
QUESTIONS AND ANSWERS FOR PRACTICE
| LATEST UPDATE 2026 | FULLY SOLVED
FOR GUARANTEED PASS | ALREADY
GRADED A+!!!!
Direct financial compensation - CORRECTANSWER compensation received in the form of salary,
wages, commissions, stock options or bonuses
indirect financial compensation - CORRECTANSWER all the tangible and financially valued
rewards that are not included in direct compensation including free meals, vacation time and
health insurance
nonfinancial compensation - CORRECTANSWER rewards and incentives given to employees that
aren't financial in nature
base pay - CORRECTANSWER reflects the size and scope of an employee's responsibilities
severance pay - CORRECTANSWER give to employees upon termination of their employment
,fixed pay - CORRECTANSWER pays employees a set amount regardless of performance
variable pay - CORRECTANSWER bases some or all of an employee's compensation on
employee, team, or organizational
pay structure - CORRECTANSWER the array of pay rates for different work or skills within a
single organization
pay mix - CORRECTANSWER the relative emphasis give to different compensation components
pay leader - CORRECTANSWER organization with a compensation policy of giving employees
greater rewards than competitors
pay follower - CORRECTANSWER an organization that pays its front-line employees as little as
possible
resource dependence theory - CORRECTANSWER proposition that organizational decisions are
influenced by both internal and external agents who control critical resources
wage differentials - CORRECTANSWER differences in wage between various workers, groups of
workers, or workers within a career field
labor market - CORRECTANSWER all of the potential employees located within a geographic
area from which the organization might be able to hire
cost of living allowances - CORRECTANSWER clauses in union contacts that automatically
increase wages base on the U.S. Bureau of Labor Statistics' cost of living index
,market pricing - CORRECTANSWER uses external sources of information about how others are
compensating a certain position to assign value to a company's similar job
Compensation surveys - CORRECTANSWER surveys of other organizations conducted to learn
what they are paying for specific jobs or job classes
benchmark jobs - CORRECTANSWER jobs that tend to exist across departments and across
diverse organizations allowing them to be used as a basis for compensation comparisons
job evaluation - CORRECTANSWER a systematic process that uses expert judgement to assess
differences in value between jobs
ranking methos - CORRECTANSWER subjectively compares jobs to each other based on their
overall worth to the organization
job classification method - CORRECTANSWER subjectively classifies jobs into an exiting hierarchy
of grades and categories
point factor method - CORRECTANSWER uses a set of compensable factors to determine a job's
value. skill, resp, effort, working cond.
compensable factor - CORRECTANSWER any characteristic used to provide a basis for judging a
job's value
skills, responsibilities, effort, working conditions - CORRECTANSWER Four categories of
compensable factors
, Hay Group Guide Chart - Profile Method - CORRECTANSWER a point-factor system is used to
produce both a profile and a point score for each position.
know how
problem solving
accountability
working conditions
Know-how, problem solving, accountability, working conditions - CORRECTANSWER Hay Group
Method based on four main factors
Position Analysis Questionnaire - CORRECTANSWER a structured job evaluation questionnaire
that is statistically analyzed to calculate pay rates based on how the labor market is valuing
worker characteristics. a copyrighted, standardized, structured job analysis questionnaire. 6
sections covering 187 job elements.
job pricing - CORRECTANSWER the generation of salary structures and pay levels for each job
based on the job evaluation data
single rate system, pay grades and broadbanding - CORRECTANSWER Three most common job
pricing systems
pay grade (pay scale) - CORRECTANSWER the range of possible pay for a group of jobs
broadbanding - CORRECTANSWER using very wide pay grades to increase pay flexibility
internal equity - CORRECTANSWER when employees perceive their pay to be fair relative to the
pay of other jobs in the organization
|OA| OBJECTIVE ASSESSMENT EXAM
QUESTIONS AND ANSWERS FOR PRACTICE
| LATEST UPDATE 2026 | FULLY SOLVED
FOR GUARANTEED PASS | ALREADY
GRADED A+!!!!
Direct financial compensation - CORRECTANSWER compensation received in the form of salary,
wages, commissions, stock options or bonuses
indirect financial compensation - CORRECTANSWER all the tangible and financially valued
rewards that are not included in direct compensation including free meals, vacation time and
health insurance
nonfinancial compensation - CORRECTANSWER rewards and incentives given to employees that
aren't financial in nature
base pay - CORRECTANSWER reflects the size and scope of an employee's responsibilities
severance pay - CORRECTANSWER give to employees upon termination of their employment
,fixed pay - CORRECTANSWER pays employees a set amount regardless of performance
variable pay - CORRECTANSWER bases some or all of an employee's compensation on
employee, team, or organizational
pay structure - CORRECTANSWER the array of pay rates for different work or skills within a
single organization
pay mix - CORRECTANSWER the relative emphasis give to different compensation components
pay leader - CORRECTANSWER organization with a compensation policy of giving employees
greater rewards than competitors
pay follower - CORRECTANSWER an organization that pays its front-line employees as little as
possible
resource dependence theory - CORRECTANSWER proposition that organizational decisions are
influenced by both internal and external agents who control critical resources
wage differentials - CORRECTANSWER differences in wage between various workers, groups of
workers, or workers within a career field
labor market - CORRECTANSWER all of the potential employees located within a geographic
area from which the organization might be able to hire
cost of living allowances - CORRECTANSWER clauses in union contacts that automatically
increase wages base on the U.S. Bureau of Labor Statistics' cost of living index
,market pricing - CORRECTANSWER uses external sources of information about how others are
compensating a certain position to assign value to a company's similar job
Compensation surveys - CORRECTANSWER surveys of other organizations conducted to learn
what they are paying for specific jobs or job classes
benchmark jobs - CORRECTANSWER jobs that tend to exist across departments and across
diverse organizations allowing them to be used as a basis for compensation comparisons
job evaluation - CORRECTANSWER a systematic process that uses expert judgement to assess
differences in value between jobs
ranking methos - CORRECTANSWER subjectively compares jobs to each other based on their
overall worth to the organization
job classification method - CORRECTANSWER subjectively classifies jobs into an exiting hierarchy
of grades and categories
point factor method - CORRECTANSWER uses a set of compensable factors to determine a job's
value. skill, resp, effort, working cond.
compensable factor - CORRECTANSWER any characteristic used to provide a basis for judging a
job's value
skills, responsibilities, effort, working conditions - CORRECTANSWER Four categories of
compensable factors
, Hay Group Guide Chart - Profile Method - CORRECTANSWER a point-factor system is used to
produce both a profile and a point score for each position.
know how
problem solving
accountability
working conditions
Know-how, problem solving, accountability, working conditions - CORRECTANSWER Hay Group
Method based on four main factors
Position Analysis Questionnaire - CORRECTANSWER a structured job evaluation questionnaire
that is statistically analyzed to calculate pay rates based on how the labor market is valuing
worker characteristics. a copyrighted, standardized, structured job analysis questionnaire. 6
sections covering 187 job elements.
job pricing - CORRECTANSWER the generation of salary structures and pay levels for each job
based on the job evaluation data
single rate system, pay grades and broadbanding - CORRECTANSWER Three most common job
pricing systems
pay grade (pay scale) - CORRECTANSWER the range of possible pay for a group of jobs
broadbanding - CORRECTANSWER using very wide pay grades to increase pay flexibility
internal equity - CORRECTANSWER when employees perceive their pay to be fair relative to the
pay of other jobs in the organization
