WGU C202 MANAGING HUMAN CAPITAL OBJECTIVE
ASSESSMENT EXAM QUESTIONS AND VERIFIED
ANSWERS 2025/2026
Human Resource Strategy - ANSWER-Links the entire human resource function with the firm's
business strategy.
Business Strategy - ANSWER-Defines how the firm will compete in its marketplace.
Total Rewards - ANSWER-The sum of all rewards employees receives in exchange for their time,
efforts, and performance.
The combined intrinsic and extrinsic rewards of a job.
Employee Handbooks - ANSWER-Print or online materials that document the organization's HRM
policies and procedures.
HRM: Human Resource Management - ANSWER-The organizational function responsible for attracting,
hiring, developing, rewarding, and retaining talent.
Outsourcing - ANSWER-Hiring an external vendor to do work for the company rather than doing it
internally.
Nonfinancial Compensation - ANSWER-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.
Intrinsic Reward - ANSWER-Non-monetary rewards derived from the work itself.
Competitive Advantage - ANSWER-Doing something differently from the competitor thus leading to
outperformance and success.
Talent Philosophy - ANSWER-A system of beliefs about how an organization's employee should be
treated.
Shared Service Center - ANSWER-Centralized routine, transaction-based HRM activities.
Professional Employer Organization - ANSWER-A company that leases employees to companies that
need them.
Direct Financial Compensation - ANSWER-Compensation received in the form of salary, wages,
commissions, stock options, or bonuses.
Virtue Standard - ANSWER-The ethical action is consistent with certain ideal virtues including civility,
compassion, benevolence, etc...
Common Good Standard - ANSWER-The ethical action shows respect and compassion for all others,
especially the most vulnerable.
Respect and compassion for all
,Codes of Conduct - ANSWER-Specifies expected and prohibited actions in the workplace and gives an
example of appropriate behavior.
Stakeholder Perspective - ANSWER-Considering the interests and opinions of all people, groups,
organizations, or systems that affect or could be affected by the organization's actions.
Performance Culture - ANSWER-Focuses on hiring, retaining, developing, motivating, and making
work assignments based on performance data and results.
Organizational Culture - ANSWER-The norms, values, and assumptions of organizational members
that guide members' attitudes and behaviors.
High-performance Work System - ANSWER-High involvement or high commitment organizations.
Code of Ethics - ANSWER-A decision-making guide that describes the highest values to which an
organization aspires.
Rights Standard - ANSWER-The ethical action is the one that best respects and protects the moral
rights of everyone affected by the action.
Corporate Social Responsibility - ANSWER-Businesses showing concern for the common good and
valuing human dignity.
Fairness Standard - ANSWER-The ethical action treats all people equally, or at least fairly, based on
some defensible standard.
Ethics - ANSWER-The standards of moral behavior that define socially accepted behaviors that are
right as opposed to wrong.
Utilitarian Standard - ANSWER-The ethical action that best balances good over harm.
Protected Classes - ANSWER-Groups underrepresented in employment.
Equal Employment Opportunity - ANSWER-A firm's employment practices must be designed and used
in a manner that treats employees and applicants consistently regardless of their protected
characteristics, such as their sex or race.
Affirmative Action - ANSWER-Proactive efforts to eliminate discrimination and its past effects.
Quid Pro Quo Harassment - ANSWER-Unwanted verbal or physical conduct of a sexual nature made as
a term condition of employment or as a basis for employment and/or advancement decisions.
Bona Fide Occupational Qualification - ANSWER-Characteristic that is essential to the successful
performance of a relevant job fucntion.
Unfair Discrimination - ANSWER-When employment decisions and actions are not job-related,
objective, or merit-based.
Unlawful Employment Practices - ANSWER-Violation of federal, state, or local employment laws.
Affirmative Action Plan - ANSWER-Describes in detail the actions to be taken , procedures to be
followed, and standards to be met when establishing an affirmative action program.
Fair Discrimination - ANSWER-When only objective, merit-based, and job-related characteristics are
used to determine employment-related decisions.
, Workplace Tort - ANSWER-A civil wrong in which an employer violates a duty owed to its customers
or employees.
Adverse Impact - ANSWER-An employment practice has a disproportionate effect on a protected
group, regardless of its intent.
Preferential Treatement - ANSWER-Employment preference given to a member of a protected group.
Inclusion - ANSWER-Everyone feels respected and listened to, and everyone contributes to his or her
fullest potential.
Fraudulent Recruitment - ANSWER-Misrepresenting the job or organization to a recruit.
Reasonable Accommodation - ANSWER-An employer is required to take reasonable steps to
accommodate a disability unless it would cause the employer undue hardship.
Race Norming - ANSWER-Comparing an applicant's scores only to members of his or her own racial
subgroup and setting separate passing or cutoff scores for each subgroup.
Sexual Harrassment - ANSWER-Unwanted sexual advances, requests for favors, and other verbal or
physical conduct of a sexual nature.
Common Law - ANSWER-The body of case-by-case court decisions that determines what is legal and
what remedies are appropriate.
Negligent Hiring - ANSWER-A company is considered responsible for the damaging actions of its
employees if it failed to exercise reasonable care in hiring the employee who caused the harm.
Stereotype - ANSWER-Believing that everyone in a particular group shares certain characteristics or
abilities or will behave in the same way.
Disparate Treatment - ANSWER-Intentional discrimination based on a person's protected
characteristic.
Independent Contractor - ANSWER-An individual or business that provides services to another
individual or business that controls or directs only the result of the work.
Hostile Environment Harassment - ANSWER-Unwanted verbal or physical conduct of a sexual nature
creates a hostile, intimidating, or otherwise offensive working environment.
Extrinsic Reward - ANSWER-Rewards with monetary value
Trend Analysis - ANSWER-Using past employment patterns to predict a firm's future labor needs.
Job Element Job Analysis Method - ANSWER-Expert brainstorming sessions identify the characteristics
of successful workers.
Organizational Chart - ANSWER-Diagram illustrating the chain of command and reporting
relationships in a company.
Job Description - ANSWER-Written descriptions of the duties and responsibilities of the job itself.
Hierarchy - ANSWER-The degree to which some employees have formal authority over others.
Organizational Design - ANSWER-Selecting and managing aspects of organizational structure to
facilitate organizational goal accomplishment.
ASSESSMENT EXAM QUESTIONS AND VERIFIED
ANSWERS 2025/2026
Human Resource Strategy - ANSWER-Links the entire human resource function with the firm's
business strategy.
Business Strategy - ANSWER-Defines how the firm will compete in its marketplace.
Total Rewards - ANSWER-The sum of all rewards employees receives in exchange for their time,
efforts, and performance.
The combined intrinsic and extrinsic rewards of a job.
Employee Handbooks - ANSWER-Print or online materials that document the organization's HRM
policies and procedures.
HRM: Human Resource Management - ANSWER-The organizational function responsible for attracting,
hiring, developing, rewarding, and retaining talent.
Outsourcing - ANSWER-Hiring an external vendor to do work for the company rather than doing it
internally.
Nonfinancial Compensation - ANSWER-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.
Intrinsic Reward - ANSWER-Non-monetary rewards derived from the work itself.
Competitive Advantage - ANSWER-Doing something differently from the competitor thus leading to
outperformance and success.
Talent Philosophy - ANSWER-A system of beliefs about how an organization's employee should be
treated.
Shared Service Center - ANSWER-Centralized routine, transaction-based HRM activities.
Professional Employer Organization - ANSWER-A company that leases employees to companies that
need them.
Direct Financial Compensation - ANSWER-Compensation received in the form of salary, wages,
commissions, stock options, or bonuses.
Virtue Standard - ANSWER-The ethical action is consistent with certain ideal virtues including civility,
compassion, benevolence, etc...
Common Good Standard - ANSWER-The ethical action shows respect and compassion for all others,
especially the most vulnerable.
Respect and compassion for all
,Codes of Conduct - ANSWER-Specifies expected and prohibited actions in the workplace and gives an
example of appropriate behavior.
Stakeholder Perspective - ANSWER-Considering the interests and opinions of all people, groups,
organizations, or systems that affect or could be affected by the organization's actions.
Performance Culture - ANSWER-Focuses on hiring, retaining, developing, motivating, and making
work assignments based on performance data and results.
Organizational Culture - ANSWER-The norms, values, and assumptions of organizational members
that guide members' attitudes and behaviors.
High-performance Work System - ANSWER-High involvement or high commitment organizations.
Code of Ethics - ANSWER-A decision-making guide that describes the highest values to which an
organization aspires.
Rights Standard - ANSWER-The ethical action is the one that best respects and protects the moral
rights of everyone affected by the action.
Corporate Social Responsibility - ANSWER-Businesses showing concern for the common good and
valuing human dignity.
Fairness Standard - ANSWER-The ethical action treats all people equally, or at least fairly, based on
some defensible standard.
Ethics - ANSWER-The standards of moral behavior that define socially accepted behaviors that are
right as opposed to wrong.
Utilitarian Standard - ANSWER-The ethical action that best balances good over harm.
Protected Classes - ANSWER-Groups underrepresented in employment.
Equal Employment Opportunity - ANSWER-A firm's employment practices must be designed and used
in a manner that treats employees and applicants consistently regardless of their protected
characteristics, such as their sex or race.
Affirmative Action - ANSWER-Proactive efforts to eliminate discrimination and its past effects.
Quid Pro Quo Harassment - ANSWER-Unwanted verbal or physical conduct of a sexual nature made as
a term condition of employment or as a basis for employment and/or advancement decisions.
Bona Fide Occupational Qualification - ANSWER-Characteristic that is essential to the successful
performance of a relevant job fucntion.
Unfair Discrimination - ANSWER-When employment decisions and actions are not job-related,
objective, or merit-based.
Unlawful Employment Practices - ANSWER-Violation of federal, state, or local employment laws.
Affirmative Action Plan - ANSWER-Describes in detail the actions to be taken , procedures to be
followed, and standards to be met when establishing an affirmative action program.
Fair Discrimination - ANSWER-When only objective, merit-based, and job-related characteristics are
used to determine employment-related decisions.
, Workplace Tort - ANSWER-A civil wrong in which an employer violates a duty owed to its customers
or employees.
Adverse Impact - ANSWER-An employment practice has a disproportionate effect on a protected
group, regardless of its intent.
Preferential Treatement - ANSWER-Employment preference given to a member of a protected group.
Inclusion - ANSWER-Everyone feels respected and listened to, and everyone contributes to his or her
fullest potential.
Fraudulent Recruitment - ANSWER-Misrepresenting the job or organization to a recruit.
Reasonable Accommodation - ANSWER-An employer is required to take reasonable steps to
accommodate a disability unless it would cause the employer undue hardship.
Race Norming - ANSWER-Comparing an applicant's scores only to members of his or her own racial
subgroup and setting separate passing or cutoff scores for each subgroup.
Sexual Harrassment - ANSWER-Unwanted sexual advances, requests for favors, and other verbal or
physical conduct of a sexual nature.
Common Law - ANSWER-The body of case-by-case court decisions that determines what is legal and
what remedies are appropriate.
Negligent Hiring - ANSWER-A company is considered responsible for the damaging actions of its
employees if it failed to exercise reasonable care in hiring the employee who caused the harm.
Stereotype - ANSWER-Believing that everyone in a particular group shares certain characteristics or
abilities or will behave in the same way.
Disparate Treatment - ANSWER-Intentional discrimination based on a person's protected
characteristic.
Independent Contractor - ANSWER-An individual or business that provides services to another
individual or business that controls or directs only the result of the work.
Hostile Environment Harassment - ANSWER-Unwanted verbal or physical conduct of a sexual nature
creates a hostile, intimidating, or otherwise offensive working environment.
Extrinsic Reward - ANSWER-Rewards with monetary value
Trend Analysis - ANSWER-Using past employment patterns to predict a firm's future labor needs.
Job Element Job Analysis Method - ANSWER-Expert brainstorming sessions identify the characteristics
of successful workers.
Organizational Chart - ANSWER-Diagram illustrating the chain of command and reporting
relationships in a company.
Job Description - ANSWER-Written descriptions of the duties and responsibilities of the job itself.
Hierarchy - ANSWER-The degree to which some employees have formal authority over others.
Organizational Design - ANSWER-Selecting and managing aspects of organizational structure to
facilitate organizational goal accomplishment.
