WGU C202: Managing Human Capital, (Answered)
Complete Verified Solution
Human Resource Strategy
Links the entire human resource function with the firm's business strategy.
Business Strategy
Defines how the firm will compete in its marketplace.
Total Rewards
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
Print or online materials that document the organization's HRM policies and procedures.
HRM: Human Resource Management
The organizational function responsible for attracting, hiring, developing, rewarding, and
retaining talent.
Outsourcing
Hiring an external vendor to do work for the company rather than doing it internally.
Nonfinancial Compensation
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
Non-monetary rewards derived from the work itself.
Competitive Advantage
Doing something differently from the competitor thus leading to outperformance and
success.
Talent Philosophy
A system of beliefs about how an organization's employee should be treated.
Shared Service Center
Centralized routine, transaction-based HRM activities.
Professional Employer Organization
A company that leases employees to companies that need them.
Direct Financial Compensation
Compensation received in the form of salary, wages, commissions, stock options, or
bonuses.
Virtue Standard
The ethical action is consistent with certain ideal virtues including civility, compassion,
benevolence, etc...
Common Good Standard
The ethical action shows respect and compassion for all others, especially the most
vulnerable.
Respect and compassion for all
,Codes of Conduct
Specifies expected and prohibited actions in the workplace and gives an example of
appropriate behavior.
Stakeholder Perspective
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
Focuses on hiring, retaining, developing, motivating, and making work assignments
based on performance data and results.
Organizational Culture
The norms, values, and assumptions of organizational members that guide members'
attitudes and behaviors.
High-performance Work System
High involvement or high commitment organizations.
Code of Ethics
A decision-making guide that describes the highest values to which an organization
aspires.
Rights Standard
The ethical action is the one that best respects and protects the moral rights of
everyone affected by the action.
Corporate Social Responsibility
Businesses showing concern for the common good and valuing human dignity.
Fairness Standard
The ethical action treats all people equally, or at least fairly, based on some defensible
standard.
Ethics
The standards of moral behavior that define socially accepted behaviors that are right
as opposed to wrong.
Utilitarian Standard
The ethical action that best balances good over harm.
Protected Classes
Groups underrepresented in employment.
Equal Employment Opportunity
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
Proactive efforts to eliminate discrimination and its past effects.
Quid Pro Quo Harassment
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
Characteristic that is essential to the successful performance of a relevant job fucntion.
Unfair Discrimination
When employment decisions and actions are not job-related, objective, or merit-based.
Unlawful Employment Practices
, Violation of federal, state, or local employment laws.
Affirmative Action Plan
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
When only objective, merit-based, and job-related characteristics are used to determine
employment-related decisions.
Workplace Tort
A civil wrong in which an employer violates a duty owed to its customers or employees.
Adverse Impact
An employment practice has a disproportionate effect on a protected group, regardless
of its intent.
Preferential Treatement
Employment preference given to a member of a protected group.
Inclusion
Everyone feels respected and listened to, and everyone contributes to his or her fullest
potential.
Fraudulent Recruitment
Misrepresenting the job or organization to a recruit.
Reasonable Accommodation
An employer is required to take reasonable steps to accommodate a disability unless it
would cause the employer undue hardship.
Race Norming
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
Unwanted sexual advances, requests for favors, and other verbal or physical conduct of
a sexual nature.
Common Law
The body of case-by-case court decisions that determines what is legal and what
remedies are appropriate.
Negligent Hiring
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
Believing that everyone in a particular group shares certain characteristics or abilities or
will behave in the same way.
Disparate Treatment
Intentional discrimination based on a person's protected characteristic.
Independent Contractor
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
Unwanted verbal or physical conduct of a sexual nature creates a hostile, intimidating,
or otherwise offensive working environment.
Extrinsic Reward
Complete Verified Solution
Human Resource Strategy
Links the entire human resource function with the firm's business strategy.
Business Strategy
Defines how the firm will compete in its marketplace.
Total Rewards
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
Print or online materials that document the organization's HRM policies and procedures.
HRM: Human Resource Management
The organizational function responsible for attracting, hiring, developing, rewarding, and
retaining talent.
Outsourcing
Hiring an external vendor to do work for the company rather than doing it internally.
Nonfinancial Compensation
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
Non-monetary rewards derived from the work itself.
Competitive Advantage
Doing something differently from the competitor thus leading to outperformance and
success.
Talent Philosophy
A system of beliefs about how an organization's employee should be treated.
Shared Service Center
Centralized routine, transaction-based HRM activities.
Professional Employer Organization
A company that leases employees to companies that need them.
Direct Financial Compensation
Compensation received in the form of salary, wages, commissions, stock options, or
bonuses.
Virtue Standard
The ethical action is consistent with certain ideal virtues including civility, compassion,
benevolence, etc...
Common Good Standard
The ethical action shows respect and compassion for all others, especially the most
vulnerable.
Respect and compassion for all
,Codes of Conduct
Specifies expected and prohibited actions in the workplace and gives an example of
appropriate behavior.
Stakeholder Perspective
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
Focuses on hiring, retaining, developing, motivating, and making work assignments
based on performance data and results.
Organizational Culture
The norms, values, and assumptions of organizational members that guide members'
attitudes and behaviors.
High-performance Work System
High involvement or high commitment organizations.
Code of Ethics
A decision-making guide that describes the highest values to which an organization
aspires.
Rights Standard
The ethical action is the one that best respects and protects the moral rights of
everyone affected by the action.
Corporate Social Responsibility
Businesses showing concern for the common good and valuing human dignity.
Fairness Standard
The ethical action treats all people equally, or at least fairly, based on some defensible
standard.
Ethics
The standards of moral behavior that define socially accepted behaviors that are right
as opposed to wrong.
Utilitarian Standard
The ethical action that best balances good over harm.
Protected Classes
Groups underrepresented in employment.
Equal Employment Opportunity
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
Proactive efforts to eliminate discrimination and its past effects.
Quid Pro Quo Harassment
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
Characteristic that is essential to the successful performance of a relevant job fucntion.
Unfair Discrimination
When employment decisions and actions are not job-related, objective, or merit-based.
Unlawful Employment Practices
, Violation of federal, state, or local employment laws.
Affirmative Action Plan
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
When only objective, merit-based, and job-related characteristics are used to determine
employment-related decisions.
Workplace Tort
A civil wrong in which an employer violates a duty owed to its customers or employees.
Adverse Impact
An employment practice has a disproportionate effect on a protected group, regardless
of its intent.
Preferential Treatement
Employment preference given to a member of a protected group.
Inclusion
Everyone feels respected and listened to, and everyone contributes to his or her fullest
potential.
Fraudulent Recruitment
Misrepresenting the job or organization to a recruit.
Reasonable Accommodation
An employer is required to take reasonable steps to accommodate a disability unless it
would cause the employer undue hardship.
Race Norming
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
Unwanted sexual advances, requests for favors, and other verbal or physical conduct of
a sexual nature.
Common Law
The body of case-by-case court decisions that determines what is legal and what
remedies are appropriate.
Negligent Hiring
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
Believing that everyone in a particular group shares certain characteristics or abilities or
will behave in the same way.
Disparate Treatment
Intentional discrimination based on a person's protected characteristic.
Independent Contractor
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
Unwanted verbal or physical conduct of a sexual nature creates a hostile, intimidating,
or otherwise offensive working environment.
Extrinsic Reward
