WGU C202 Managing Human Capital
Questions with Correct Verified Answers
Graded A+ 2026
1
,Direct financial compensation ANSWER >> compensation received in the form of
salary, wages, commissions, stock options or bonuses
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
2
,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.
3
, 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.
job pricing ANSWER >> the generation of salary structures and pay levels for each job
based on the job evaluation data
single rate system, pay grades and broadbanding ANSWER >> Three most common
job pricing systems
pay grade (pay scale) ANSWER >> the range of possible pay for a group of jobs
4
Questions with Correct Verified Answers
Graded A+ 2026
1
,Direct financial compensation ANSWER >> compensation received in the form of
salary, wages, commissions, stock options or bonuses
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
2
,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.
3
, 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.
job pricing ANSWER >> the generation of salary structures and pay levels for each job
based on the job evaluation data
single rate system, pay grades and broadbanding ANSWER >> Three most common
job pricing systems
pay grade (pay scale) ANSWER >> the range of possible pay for a group of jobs
4
