WGU C202; MANAGING HUMAN
CAPITAL EXAM QUESTIONS WITH
CORRECT ANSWERS
Multi-source Assessments - Answer-Performance feedback from the employees's
supervisor as well as other sources who are familiar with an employee's job
performance.
Performance Improvement Plan - Answer-A tool to monitor and measure an employee's
deficient work products, processes, and/or behaviors to improve performance or modify
behavior.
Upward Reviews - Answer-The target employee is reviewed by one or more
subordinates.
Results - Answer-The specific subgoals for each unit that will be the focus of the
performance management process.
Leniency Error - Answer-All employees are given high ratings regardless of
performance.
Behaviorally Anchored Rating Scales - Answer-Use a set of behavioral statements
relating to qualities important for performance.
Performance Rating Methods - Answer-Compares employees performance to a set of
standards to identify a number or letter rating that represents the employee's
performance level.
Forced-Choice Rating Method - Answer-Forces the assessor to choose the statement
that best fits the target employee from a provided set of statements that are scored and
weighted in advance.
Accountability - Answer-An individual is expected to provide a regular accounting to a
superior about the results of what she or he is doing and will be held responsible for the
outcome.
Critical Incident Appraisal Method - Answer-An assessor discusses specific examples of
the target employee's positive and negative behaviors with the employee.
,Standards - Answer-Specify the level of results considered acceptable.
Performance Plan - Answer-Describes desired goals and results, how results will be
measured and weighted, and what standards will be used to evaluate results.
Similar-to-me- Effect - Answer-Giving high rating to someone because she or he is
perceived as being similar to the rater.
Continuous Performance Appraisal - Answer-An ongoing performance appraisal
process that involves the employee in evaluating his or her performance and setting
performance goals and provides continuous coaching and feedback.
First Impression Bias - Answer-Initial judgments influence later assessments.
Forced Ranking Method - Answer-Employees are ranked in order of best to worst
performance.
Essay Appraisal Method - Answer-The assessor writes a brief essay providing an
assessment of the strengths, weaknesses, and potential of the target employee.
Work Standards - Answer-Comparing an employee's performance to output targets that
reflect different levels of performance.
Recency Effect - Answer-Allowing recent events and performance to have a
disproportionately large influence on the rating.
Balanced Scorecard - Answer-A performance measurement system that translates the
organization's strategy into financial, business process, learning and growth, and
customer outcomes.
Graphic Rating Scale - Answer-Uses ratings of unsatisfactory, average, above average,
and outstanding to evaluate either work quality or personal traits.
Progressive Discipline - Answer-Using increasingly severe measures when an
employee fails to correct a deficiency after being given a reasonable opportunity to do
so.
Opportunity Bias - Answer-Ignoring factors beyond the employee's control that influence
his or her performance.
Management by objectives - Answer-The rater evaluates the target employee against
mutually set goals.
Contrast Effect - Answer-Over-or underrating someone based on a comparison with
someone else.
, High Potential Erro - Answer-Confusing potential with performance.
Halo Effect - Answer-Letting one positive factor influence assessments of the other
areas of behavior or performance.
Behavioral Observation Scales - Answer-Measure the frequency of desired behaviors.
Performance Ranking Methods - Answer-Compares employees to each other in some
way.
Central Tendency - Answer-Rating all employees in the middle of the scale regardless
of performance .
Performance Management - Answer-Directs and motivates employees, work groups,
and business units to accomplish organizational goals by linking past performance with
future needs, setting specific goals for future behavior and performance, providing
feedback, and identifying and removing performance obstacles.
Task Acquatiance - Answer-The amount and type of work contact an evaluator has with
the person being assessed.
Safety Culuture - Answer-The shared safety attitudes, beliefs, and practices that shape
employees' safety behavior.
OSHA Standards - Answer-Rules describing the methods employers must legally follow
to protect their workers from hazards.
Employees Wellness Program - Answer-Any initiative designed to increase company
performance or employee performance or morale through improved employee health.
Functional Stress - Answer-Manageable levels of stress that generate positive emotions
including satisfaction, excitement, and enjoyment.
Ergonomics - Answer-Designing the work environment to reduce the physical and
psychological demands placed on employees.
Emotion-focused coping strategies - Answer-Focus on the emotions brought on by the
stressor.
Cumulative Trauma Disorders - Answer-Skeletal and muscle injuries that occur when
the same muscles are used to perform tasks repetitively.
OSHA: Occupational Safety and Health Act - Answer-Created by the Occupational
Safety and Health Act to set and enforce protective workplace safety and health
standards.
CAPITAL EXAM QUESTIONS WITH
CORRECT ANSWERS
Multi-source Assessments - Answer-Performance feedback from the employees's
supervisor as well as other sources who are familiar with an employee's job
performance.
Performance Improvement Plan - Answer-A tool to monitor and measure an employee's
deficient work products, processes, and/or behaviors to improve performance or modify
behavior.
Upward Reviews - Answer-The target employee is reviewed by one or more
subordinates.
Results - Answer-The specific subgoals for each unit that will be the focus of the
performance management process.
Leniency Error - Answer-All employees are given high ratings regardless of
performance.
Behaviorally Anchored Rating Scales - Answer-Use a set of behavioral statements
relating to qualities important for performance.
Performance Rating Methods - Answer-Compares employees performance to a set of
standards to identify a number or letter rating that represents the employee's
performance level.
Forced-Choice Rating Method - Answer-Forces the assessor to choose the statement
that best fits the target employee from a provided set of statements that are scored and
weighted in advance.
Accountability - Answer-An individual is expected to provide a regular accounting to a
superior about the results of what she or he is doing and will be held responsible for the
outcome.
Critical Incident Appraisal Method - Answer-An assessor discusses specific examples of
the target employee's positive and negative behaviors with the employee.
,Standards - Answer-Specify the level of results considered acceptable.
Performance Plan - Answer-Describes desired goals and results, how results will be
measured and weighted, and what standards will be used to evaluate results.
Similar-to-me- Effect - Answer-Giving high rating to someone because she or he is
perceived as being similar to the rater.
Continuous Performance Appraisal - Answer-An ongoing performance appraisal
process that involves the employee in evaluating his or her performance and setting
performance goals and provides continuous coaching and feedback.
First Impression Bias - Answer-Initial judgments influence later assessments.
Forced Ranking Method - Answer-Employees are ranked in order of best to worst
performance.
Essay Appraisal Method - Answer-The assessor writes a brief essay providing an
assessment of the strengths, weaknesses, and potential of the target employee.
Work Standards - Answer-Comparing an employee's performance to output targets that
reflect different levels of performance.
Recency Effect - Answer-Allowing recent events and performance to have a
disproportionately large influence on the rating.
Balanced Scorecard - Answer-A performance measurement system that translates the
organization's strategy into financial, business process, learning and growth, and
customer outcomes.
Graphic Rating Scale - Answer-Uses ratings of unsatisfactory, average, above average,
and outstanding to evaluate either work quality or personal traits.
Progressive Discipline - Answer-Using increasingly severe measures when an
employee fails to correct a deficiency after being given a reasonable opportunity to do
so.
Opportunity Bias - Answer-Ignoring factors beyond the employee's control that influence
his or her performance.
Management by objectives - Answer-The rater evaluates the target employee against
mutually set goals.
Contrast Effect - Answer-Over-or underrating someone based on a comparison with
someone else.
, High Potential Erro - Answer-Confusing potential with performance.
Halo Effect - Answer-Letting one positive factor influence assessments of the other
areas of behavior or performance.
Behavioral Observation Scales - Answer-Measure the frequency of desired behaviors.
Performance Ranking Methods - Answer-Compares employees to each other in some
way.
Central Tendency - Answer-Rating all employees in the middle of the scale regardless
of performance .
Performance Management - Answer-Directs and motivates employees, work groups,
and business units to accomplish organizational goals by linking past performance with
future needs, setting specific goals for future behavior and performance, providing
feedback, and identifying and removing performance obstacles.
Task Acquatiance - Answer-The amount and type of work contact an evaluator has with
the person being assessed.
Safety Culuture - Answer-The shared safety attitudes, beliefs, and practices that shape
employees' safety behavior.
OSHA Standards - Answer-Rules describing the methods employers must legally follow
to protect their workers from hazards.
Employees Wellness Program - Answer-Any initiative designed to increase company
performance or employee performance or morale through improved employee health.
Functional Stress - Answer-Manageable levels of stress that generate positive emotions
including satisfaction, excitement, and enjoyment.
Ergonomics - Answer-Designing the work environment to reduce the physical and
psychological demands placed on employees.
Emotion-focused coping strategies - Answer-Focus on the emotions brought on by the
stressor.
Cumulative Trauma Disorders - Answer-Skeletal and muscle injuries that occur when
the same muscles are used to perform tasks repetitively.
OSHA: Occupational Safety and Health Act - Answer-Created by the Occupational
Safety and Health Act to set and enforce protective workplace safety and health
standards.
