WGU C202 MANAGING HUMAN
CAPITAL ACTUAL PAPER 2026
QUESTIONS WITH SOLUTIONS
GRADED A+
◉ indirect financial compensation. Answer: all the tangible and
financially valued rewards that are not included in direct
compensation including free meals, vacation time and health
insurance
◉ nonfinancial compensation. Answer: rewards and incentives given
to employees that aren't financial in nature
◉ base pay. Answer: reflects the size and scope of an employee's
responsibilities
◉ severance pay. Answer: give to employees upon termination of
their employment
◉ fixed pay. Answer: pays employees a set amount regardless of
performance
, ◉ variable pay. Answer: bases some or all of an employee's
compensation on employee, team, or organizational
◉ pay structure. Answer: the array of pay rates for different work or
skills within a single organization
◉ pay mix. Answer: the relative emphasis give to different
compensation components
◉ pay leader. Answer: organization with a compensation policy of
giving employees greater rewards than competitors
◉ pay follower. Answer: an organization that pays its front-line
employees as little as possible
◉ resource dependence theory. Answer: proposition that
organizational decisions are influenced by both internal and external
agents who control critical resources
◉ wage differentials. Answer: differences in wage between various
workers, groups of workers, or workers within a career field
◉ labor market. Answer: all of the potential employees located
within a geographic area from which the organization might be able
to hire
,◉ cost of living allowances. Answer: clauses in union contacts that
automatically increase wages base on the U.S. Bureau of Labor
Statistics' cost of living index
◉ market pricing. Answer: uses external sources of information
about how others are compensating a certain position to assign value
to a company's similar job
◉ 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.
CAPITAL ACTUAL PAPER 2026
QUESTIONS WITH SOLUTIONS
GRADED A+
◉ indirect financial compensation. Answer: all the tangible and
financially valued rewards that are not included in direct
compensation including free meals, vacation time and health
insurance
◉ nonfinancial compensation. Answer: rewards and incentives given
to employees that aren't financial in nature
◉ base pay. Answer: reflects the size and scope of an employee's
responsibilities
◉ severance pay. Answer: give to employees upon termination of
their employment
◉ fixed pay. Answer: pays employees a set amount regardless of
performance
, ◉ variable pay. Answer: bases some or all of an employee's
compensation on employee, team, or organizational
◉ pay structure. Answer: the array of pay rates for different work or
skills within a single organization
◉ pay mix. Answer: the relative emphasis give to different
compensation components
◉ pay leader. Answer: organization with a compensation policy of
giving employees greater rewards than competitors
◉ pay follower. Answer: an organization that pays its front-line
employees as little as possible
◉ resource dependence theory. Answer: proposition that
organizational decisions are influenced by both internal and external
agents who control critical resources
◉ wage differentials. Answer: differences in wage between various
workers, groups of workers, or workers within a career field
◉ labor market. Answer: all of the potential employees located
within a geographic area from which the organization might be able
to hire
,◉ cost of living allowances. Answer: clauses in union contacts that
automatically increase wages base on the U.S. Bureau of Labor
Statistics' cost of living index
◉ market pricing. Answer: uses external sources of information
about how others are compensating a certain position to assign value
to a company's similar job
◉ 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.
