WGU C202 MANAGING HUMAN CAPITAL ALL FINAL EXAM LATEST UPDATE (2024/2025). GRADED A+ WITH VERIFIED SOLUTIONS.
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WGU C202 MANAGING HUMAN CAPITAL ALL
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WGU C202 MANAGING HUMAN CAPITAL ALL
WGU C202 MANAGING HUMAN CAPITAL ALL
FINAL EXAM LATEST UPDATE (2024/2025).
GRADED A+ WITH VERIFIED SOLUTIONS.
wage differentials - ANS-differences in wage between various workers, groups of
workers, or workers within a career field
labor market - ANS-all of the potential employees located wi...
WGU C202 MANAGING HUMAN CAPITAL ALL
FINAL EXAM LATEST UPDATE (2024/2025).
GRADED A+ WITH VERIFIED SOLUTIONS.
wage differentials - ANS✔✔-differences in wage between various workers, groups of
workers, or workers within a career field
labor market - ANS✔✔-all of the potential employees located within a geographic area from
which the organization might be able to hire
cost of living allowances - ANS✔✔-clauses in union contacts that automatically increase
wages base on the U.S. Bureau of Labor Statistics' cost of living index
market pricing - ANS✔✔-uses external sources of information about how others are
compensating a certain position to assign value to a company's similar job
Compensation surveys - ANS✔✔-surveys of other organizations conducted to learn what
they are paying for specific jobs or job classes
benchmark jobs - ANS✔✔-jobs that tend to exist across departments and across diverse
organizations allowing them to be used as a basis for compensation comparisons
job evaluation - ANS✔✔-a systematic process that uses expert judgement to assess
differences in value between jobs
ranking methos - ANS✔✔-subjectively compares jobs to each other based on their overall
worth to the organization
,job classification method - ANS✔✔-subjectively classifies jobs into an exiting hierarchy of
grades and categories
point factor method - ANS✔✔-uses a set of compensable factors to determine a job's value.
skill, resp, effort, working cond.
compensable factor - ANS✔✔-any characteristic used to provide a basis for judging a job's
value
skills, responsibilities, effort, working conditions - ANS✔✔-Four categories of compensable
factors
Hay Group Guide Chart - Profile Method - ANS✔✔-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
vision - ANS✔✔-long-term goals regarding what the organization wants to become and
accomplish, describing its image of an ideal future
core values - ANS✔✔-the enduring beliefs and principles that guide an organization's
decisions and goals
business strategy - ANS✔✔-how an organization will compete in a particular market
human resource planning - ANS✔✔-aligning the organization's human resources to
effectively and efficiently accomplish the organization's strategic goals
Leading Economic Index, Consumer Confidence Index, Exchange Rate Trends, Interest
Rate Forecasts, Additional sources such as GPD and business inventories - ANS✔✔-5
sources for evaluating general economic trends to forecast labor demand:
,Trend analysis, ratio analysis, judgmental forecasting - ANS✔✔-3 Techniques used to
forecast labor demand
trend analysis - ANS✔✔-using past employment patterns to predict a firm's future labor
needs
staffing ratios - ANS✔✔-indexing headcount with a business metric.
ie manager to emp, rev to emp, cust to emp, store size to emp
judgmental forecasting - ANS✔✔-relies on managers' expertise to predict a firm's future
employment needs
top-down judgmental forecasting - ANS✔✔-relies on the organization's leaders and
experience and knowledge of their industry and company to make predictions about the
firm's future talent needs.
bottom-up judgmental forecasting - ANS✔✔-starts with lower-level managers' estimates of
the firm's future talent needs.
talent inventories - ANS✔✔-databases summarizing each employee's competencies,
qualifications, languages spoken, and anything else that can help the company understand
how the employee can contribute
replacement charts - ANS✔✔-graphically shows current jobholders, possible successors and
each successor's readiness to assume the job
succession planning - ANS✔✔-identifying, developing and tracking employees to enable
them to eventually assume higher level positions
workflow - ANS✔✔-how work is organized to meet the organization's goals
business process reengineering - ANS✔✔-a more radical rethinking and redesign of
business processes to achieve large improvements in speed, service, cost or quality
, workflow analysis - ANS✔✔-investigates how work moves through an organization to identify
changes to increase efficiency and better meet customers' needs
utilitarian - ANS✔✔-Which ethical standard: Southwest Airlines cuts all employees' pay
rather than laying anyone off
rights - ANS✔✔-Which ethical standard: If a supervisor tells an employee to handle a toxic
substance without appropriate protective gear
fairness - ANS✔✔-Which ethical standard: debate over the appropriateness of CEO salaries
and bonuses that are hundreds of times larger than the pay of the average employee.
Common Good - ANS✔✔-Which ethical standard: Ensuring that suppliers do not employ
child labor or provide unsafe working conditions
virtue - ANS✔✔-Which ethical standard: A company valuing honesty that quickly recalls
products that might be defective or dangerous
union models - ANS✔✔-closed shop
agency shop
open shop
3 types of unions - ANS✔✔-industrial, trade, and employee associations
types of strikes - ANS✔✔-unfair labor practices
economic
recognition
jurisdictional
Know-how, problem solving, accountability, working conditions - ANS✔✔-Hay Group Method
based on four main factors
Position Analysis Questionnaire - ANS✔✔-a structured job evaluation questionnaire that is
statistically analyzed to calculate pay rates based on how the labor market is valuing worker
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