WGU C202 |PA |PRE-ASSESSMENT|
MANAGING HUMAN CAPITAL |TEST A -
REVIEW QUESTIONS AND ANSWERS |
LATEST UPDATE 2026|| NEWEST!!
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
Direct financial compensation -CORRECTANSWER compensation received in the form
of salary, wages, commissions, stock options or bonuses
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
MANAGING HUMAN CAPITAL |TEST A -
REVIEW QUESTIONS AND ANSWERS |
LATEST UPDATE 2026|| NEWEST!!
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
Direct financial compensation -CORRECTANSWER compensation received in the form
of salary, wages, commissions, stock options or bonuses
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
