WGU C202 MANAGING HUMAN
CAPITAL - BASED OFF THE STUDY
GUIDE AS OF 10/2017.QUESTIONS
WITH CORRECT ANSWERS!!
They are "what we do" - ANSWERWhat does Policies do?
By law they are offered from the employer.
ex. Worker's Compensation, COBRA, Social Security - ANSWERWhat are
mandatory benefits?
Prohibits discrimination against veterans that are returning back from deployment,
including Vietnam era, disabled, and active duty. - ANSWERVietnam Era Veterans
Readjustment Assistance Act of 1978
They are "how we do it" - ANSWERWhat are Procedures?
Documents all the Human Resource Management (HRM) policies and procedures.
Employees can become familiar with their rights and what the policies and
procedures are. - ANSWERExplain why employee handbooks protect both the
employer and employee?
Job Description, Person Specification, Selecting Applicants, and Develop
performance evaluation tools. - ANSWERWhat are some uses and outcomes to Job
Analysis?
The systematic process of gathering and interpreting information about the essential
duties, tasks, and responsibilities of a job.
It also gathers information about the context within which the job in performed. -
ANSWERWhat is Job Analysis?
Job Analysis - ANSWEREmployee performance goals and results should be tied to
organizational strategies, values, and objectives, AND based on what?
1. Focus attention on objectives
2. Increase efforts to achieve objectives
3. Persist in setbacks
4. Develop strategies to deal with challenges and to reach goals. - ANSWERWhat
are 4 benefits of setting goals with employees?
Job Rotation - moves through variety of jobs.
Job Enlargement - horizontal expansion.
, Cross Training - learn new skills to do multiple jobs.
Job Enrichment - vertical job expansion - ANSWERWhat are the types of Job
Design?
Issued by President Johnson in the EO 11246, the following classes are protected:
African Americans, Native Americans, Hispanic Americans, Asian Americans, and
Women.
EEO (Equal Employment Opportunity) came about from Affirmative Action. -
ANSWERWhat is the goal for Affirmative Action?
Race, Color, Religion, National Origin, and Gender - ANSWERWhat classes are
protected?
1. Counseling - makes employee aware
2. Written Warning - outlines problem and gives expectation
3. Suspension without pay
4. Termination - ANSWERWhat are the 4 progressive discipline steps?
1. Not communicating performance plan
2. Lack of accountability from employee/employer
3. Human Bias and errors - ANSWERWhat are 3 common performance
management obstacles?
Used to fulfill needs for employees through motivations and job efficiency. -
ANSWERWhat is Job Design?
Specific
Measurable
Attainable
Results Focused
Time Bound - ANSWERWhat does SMART stand for?
1. Skill Variety
2. Task Identity
3. Task significance
4. Autonomy
5. Task Feedback - ANSWERWhat are the 5 job characteristics from the Job
Characteristics Model?
The job characteristic model proposes that objective characteristic of the job leads to
job satisfactions for employees. - ANSWERJob characteristic model is defined as...
Process of identifying and developing new leaders who can replace old leaders
when they retire or move to another position.
Succession Planning is to develop an internal candidate to fill a key position. -
ANSWERWhat is Succession Management and Planning?
CAPITAL - BASED OFF THE STUDY
GUIDE AS OF 10/2017.QUESTIONS
WITH CORRECT ANSWERS!!
They are "what we do" - ANSWERWhat does Policies do?
By law they are offered from the employer.
ex. Worker's Compensation, COBRA, Social Security - ANSWERWhat are
mandatory benefits?
Prohibits discrimination against veterans that are returning back from deployment,
including Vietnam era, disabled, and active duty. - ANSWERVietnam Era Veterans
Readjustment Assistance Act of 1978
They are "how we do it" - ANSWERWhat are Procedures?
Documents all the Human Resource Management (HRM) policies and procedures.
Employees can become familiar with their rights and what the policies and
procedures are. - ANSWERExplain why employee handbooks protect both the
employer and employee?
Job Description, Person Specification, Selecting Applicants, and Develop
performance evaluation tools. - ANSWERWhat are some uses and outcomes to Job
Analysis?
The systematic process of gathering and interpreting information about the essential
duties, tasks, and responsibilities of a job.
It also gathers information about the context within which the job in performed. -
ANSWERWhat is Job Analysis?
Job Analysis - ANSWEREmployee performance goals and results should be tied to
organizational strategies, values, and objectives, AND based on what?
1. Focus attention on objectives
2. Increase efforts to achieve objectives
3. Persist in setbacks
4. Develop strategies to deal with challenges and to reach goals. - ANSWERWhat
are 4 benefits of setting goals with employees?
Job Rotation - moves through variety of jobs.
Job Enlargement - horizontal expansion.
, Cross Training - learn new skills to do multiple jobs.
Job Enrichment - vertical job expansion - ANSWERWhat are the types of Job
Design?
Issued by President Johnson in the EO 11246, the following classes are protected:
African Americans, Native Americans, Hispanic Americans, Asian Americans, and
Women.
EEO (Equal Employment Opportunity) came about from Affirmative Action. -
ANSWERWhat is the goal for Affirmative Action?
Race, Color, Religion, National Origin, and Gender - ANSWERWhat classes are
protected?
1. Counseling - makes employee aware
2. Written Warning - outlines problem and gives expectation
3. Suspension without pay
4. Termination - ANSWERWhat are the 4 progressive discipline steps?
1. Not communicating performance plan
2. Lack of accountability from employee/employer
3. Human Bias and errors - ANSWERWhat are 3 common performance
management obstacles?
Used to fulfill needs for employees through motivations and job efficiency. -
ANSWERWhat is Job Design?
Specific
Measurable
Attainable
Results Focused
Time Bound - ANSWERWhat does SMART stand for?
1. Skill Variety
2. Task Identity
3. Task significance
4. Autonomy
5. Task Feedback - ANSWERWhat are the 5 job characteristics from the Job
Characteristics Model?
The job characteristic model proposes that objective characteristic of the job leads to
job satisfactions for employees. - ANSWERJob characteristic model is defined as...
Process of identifying and developing new leaders who can replace old leaders
when they retire or move to another position.
Succession Planning is to develop an internal candidate to fill a key position. -
ANSWERWhat is Succession Management and Planning?
