1|Page
Wgu C202 Managing Human Capital Exam Questions
And Verified Answers, 100%Guaranteed Pass (2024 /
2025) ||Complete A+ Grade
Direct financial compensation - (answers)compensation received in the form of
salary, wages, commissions, stock options or bonuses
indirect financial compensation - (answers)all the tangible and financially valued
rewards that are not included in direct compensation including free meals,
vacation time and health insurance
nonfinancial compensation - (answers)rewards and incentives given to employees
that aren't financial in nature
base pay - (answers)reflects the size and scope of an employee's responsibilities
severance pay - (answers)give to employees upon termination of their
employment
fixed pay - (answers)pays employees a set amount regardless of performance
variable pay - (answers)bases some or all of an employee's compensation on
employee, team, or organizational
pay structure - (answers)the array of pay rates for different work or skills within a
single organization
,2|Page
pay mix - (answers)the relative emphasis give to different compensation
components
pay leader - (answers)organization with a compensation policy of giving
employees greater rewards than competitors
pay follower - (answers)an organization that pays its front-line employees as little
as possible
resource dependence theory - (answers)proposition that organizational decisions
are influenced by both internal and external agents who control critical resources
wage differentials - (answers)differences in wage between various workers,
groups of workers, or workers within a career field
labor market - (answers)all of the potential employees located within a
geographic area from which the organization might be able to hire
cost of living allowances - (answers)clauses in union contacts that automatically
increase wages base on the U.S. Bureau of Labor Statistics' cost of living index
market pricing - (answers)uses external sources of information about how others
are compensating a certain position to assign value to a company's similar job
,3|Page
Compensation surveys - (answers)surveys of other organizations conducted to
learn what they are paying for specific jobs or job classes
benchmark jobs - (answers)jobs that tend to exist across departments and across
diverse organizations allowing them to be used as a basis for compensation
comparisons
job evaluation - (answers)a systematic process that uses expert judgement to
assess differences in value between jobs
ranking methos - (answers)subjectively compares jobs to each other based on
their overall worth to the organization
job classification method - (answers)subjectively classifies jobs into an exiting
hierarchy of grades and categories
point factor method - (answers)uses a set of compensable factors to determine a
job's value. skill, resp, effort, working cond.
compensable factor - (answers)any characteristic used to provide a basis for
judging a job's value
skills, responsibilities, effort, working conditions - (answers)Four categories of
compensable factors
, 4|Page
Hay Group Guide Chart - Profile Method - (answers)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 - (answers)Hay
Group Method based on four main factors
Position Analysis Questionnaire - (answers)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 - (answers)the generation of salary structures and pay levels for each
job based on the job evaluation data
single rate system, pay grades and broadbanding - (answers)Three most common
job pricing systems
pay grade (pay scale) - (answers)the range of possible pay for a group of jobs
Wgu C202 Managing Human Capital Exam Questions
And Verified Answers, 100%Guaranteed Pass (2024 /
2025) ||Complete A+ Grade
Direct financial compensation - (answers)compensation received in the form of
salary, wages, commissions, stock options or bonuses
indirect financial compensation - (answers)all the tangible and financially valued
rewards that are not included in direct compensation including free meals,
vacation time and health insurance
nonfinancial compensation - (answers)rewards and incentives given to employees
that aren't financial in nature
base pay - (answers)reflects the size and scope of an employee's responsibilities
severance pay - (answers)give to employees upon termination of their
employment
fixed pay - (answers)pays employees a set amount regardless of performance
variable pay - (answers)bases some or all of an employee's compensation on
employee, team, or organizational
pay structure - (answers)the array of pay rates for different work or skills within a
single organization
,2|Page
pay mix - (answers)the relative emphasis give to different compensation
components
pay leader - (answers)organization with a compensation policy of giving
employees greater rewards than competitors
pay follower - (answers)an organization that pays its front-line employees as little
as possible
resource dependence theory - (answers)proposition that organizational decisions
are influenced by both internal and external agents who control critical resources
wage differentials - (answers)differences in wage between various workers,
groups of workers, or workers within a career field
labor market - (answers)all of the potential employees located within a
geographic area from which the organization might be able to hire
cost of living allowances - (answers)clauses in union contacts that automatically
increase wages base on the U.S. Bureau of Labor Statistics' cost of living index
market pricing - (answers)uses external sources of information about how others
are compensating a certain position to assign value to a company's similar job
,3|Page
Compensation surveys - (answers)surveys of other organizations conducted to
learn what they are paying for specific jobs or job classes
benchmark jobs - (answers)jobs that tend to exist across departments and across
diverse organizations allowing them to be used as a basis for compensation
comparisons
job evaluation - (answers)a systematic process that uses expert judgement to
assess differences in value between jobs
ranking methos - (answers)subjectively compares jobs to each other based on
their overall worth to the organization
job classification method - (answers)subjectively classifies jobs into an exiting
hierarchy of grades and categories
point factor method - (answers)uses a set of compensable factors to determine a
job's value. skill, resp, effort, working cond.
compensable factor - (answers)any characteristic used to provide a basis for
judging a job's value
skills, responsibilities, effort, working conditions - (answers)Four categories of
compensable factors
, 4|Page
Hay Group Guide Chart - Profile Method - (answers)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 - (answers)Hay
Group Method based on four main factors
Position Analysis Questionnaire - (answers)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 - (answers)the generation of salary structures and pay levels for each
job based on the job evaluation data
single rate system, pay grades and broadbanding - (answers)Three most common
job pricing systems
pay grade (pay scale) - (answers)the range of possible pay for a group of jobs
