WGU C202 MANAGING HUMAN CAPITAL
EXAM A EXAM REVIEW SOLVED QUESTIONS
WITH ACCURATE ANSWERS
◉ Compensation surveys.
Answer: surveys of other organizations conducted to learn what
they are paying for specific jobs or job classes
◉ benchmark jobs.
Answer: jobs that tend to exist across departments and across
diverse organizations allowing them to be used as a basis for
compensation comparisons
◉ job evaluation.
Answer: a systematic process that uses expert judgement to assess
differences in value between jobs
◉ ranking methos.
Answer: subjectively compares jobs to each other based on their
overall worth to the organization
◉ job classification method.
,Answer: subjectively classifies jobs into an exiting hierarchy of
grades and categories
◉ point factor method.
Answer: uses a set of compensable factors to determine a job's value.
skill, resp, effort, working cond.
◉ compensable factor.
Answer: any characteristic used to provide a basis for judging a job's
value
◉ skills, responsibilities, effort, working conditions.
Answer: Four categories of compensable factors
◉ Hay Group Guide Chart - Profile Method.
Answer: 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.
,Answer: Hay Group Method based on four main factors
◉ Position Analysis Questionnaire.
Answer: 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.
Answer: the generation of salary structures and pay levels for each
job based on the job evaluation data
◉ single rate system, pay grades and broadbanding.
Answer: Three most common job pricing systems
◉ pay grade (pay scale).
Answer: the range of possible pay for a group of jobs
◉ broadbanding.
Answer: using very wide pay grades to increase pay flexibility
◉ internal equity.
, Answer: when employees perceive their pay to be fair relative to the
pay of other jobs in the organization
◉ employee equity.
Answer: the perceived fairness of the relative pay between
employees performing similar jobs for the same organization
◉ external equity.
Answer: when an organization's employees believe that their pay is
fair when compared to what other employers pay their employees
who perform similar jobs
◉ comparable worth.
Answer: if two jobs have equal difficulty requirements, the pay
should be the same, regardless of who fills them
◉ wage rate compression.
Answer: starting salaries for new hires exceed the salaries paid to
experienced employees
◉ golden parachute.
Answer: lucrative benefits given to executives in the event the
company is taken over
EXAM A EXAM REVIEW SOLVED QUESTIONS
WITH ACCURATE ANSWERS
◉ Compensation surveys.
Answer: surveys of other organizations conducted to learn what
they are paying for specific jobs or job classes
◉ benchmark jobs.
Answer: jobs that tend to exist across departments and across
diverse organizations allowing them to be used as a basis for
compensation comparisons
◉ job evaluation.
Answer: a systematic process that uses expert judgement to assess
differences in value between jobs
◉ ranking methos.
Answer: subjectively compares jobs to each other based on their
overall worth to the organization
◉ job classification method.
,Answer: subjectively classifies jobs into an exiting hierarchy of
grades and categories
◉ point factor method.
Answer: uses a set of compensable factors to determine a job's value.
skill, resp, effort, working cond.
◉ compensable factor.
Answer: any characteristic used to provide a basis for judging a job's
value
◉ skills, responsibilities, effort, working conditions.
Answer: Four categories of compensable factors
◉ Hay Group Guide Chart - Profile Method.
Answer: 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.
,Answer: Hay Group Method based on four main factors
◉ Position Analysis Questionnaire.
Answer: 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.
Answer: the generation of salary structures and pay levels for each
job based on the job evaluation data
◉ single rate system, pay grades and broadbanding.
Answer: Three most common job pricing systems
◉ pay grade (pay scale).
Answer: the range of possible pay for a group of jobs
◉ broadbanding.
Answer: using very wide pay grades to increase pay flexibility
◉ internal equity.
, Answer: when employees perceive their pay to be fair relative to the
pay of other jobs in the organization
◉ employee equity.
Answer: the perceived fairness of the relative pay between
employees performing similar jobs for the same organization
◉ external equity.
Answer: when an organization's employees believe that their pay is
fair when compared to what other employers pay their employees
who perform similar jobs
◉ comparable worth.
Answer: if two jobs have equal difficulty requirements, the pay
should be the same, regardless of who fills them
◉ wage rate compression.
Answer: starting salaries for new hires exceed the salaries paid to
experienced employees
◉ golden parachute.
Answer: lucrative benefits given to executives in the event the
company is taken over
