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WGU C202: Managing Human Capital Latest Questions And Answers 2023
WGU C202: Managing Human Capital Latest Questions And Answers 2023
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WGU C202 : Managing Human Capital Latest Questions And Answers 2023 Human Resource Strategy ✔✔Links the entire human resource function with the firm's business strategy. Business Strategy ✔✔Defines how the firm will compete in its marketplace. Total Rewards ✔✔The sum of all rewards employees receives in exchange for their time, efforts, and performance. The combined intrinsic and extrinsic rewards of a job. Employee Handbooks ✔✔Print or online m aterials that document the organization's HRM policies and procedures. HRM: Human Resource Management ✔✔The organizational function responsible for attracting, hiring, developing, rewarding, and retaining talent. Outsourcing ✔✔Hiring an external vendor t o do work for the company rather than doing it internally. Nonfinancial Compensation ✔✔Rewards and incentives given to employees that are not financial in nature including intrinsic rewards received from the job itself or from the work environment. Intrinsic Reward ✔✔Non-monetary rewards derived from the work itself. Competitive Advantage ✔✔Doing something differently from the competitor thus leading to outperformance and success. Talent Philosophy ✔✔A system of beliefs about how an organization's employee should be treated. Shared Service Center ✔✔Centralized routine, transaction -based HRM activities. Professional Employer Organization ✔✔A company that leases employees to companies that need them. Direct Financial Compensation ✔✔Compensation rec eived in the form of salary, wages, commissions, stock options, or bonuses. Virtue Standard ✔✔The ethical action is consistent with certain ideal virtues including civility, compassion, benevolence, etc... Common Good Standard ✔✔The ethical action shows respect and compassion for all others, especially the most vulnerable. Respect and compassion for all Codes of Conduct ✔✔Specifies expected and prohibited actions in the workplace and gives an example of appropriate behavior. Stakeholder Perspective ✔✔Considering the interests and opinions of all people, groups, organizations, or systems that affect or could be affected by the organization's actions. Performance Culture ✔✔Focuses on hiring, retaining, developing, motivating, and making work assignments based on performance data and results. Organizational Culture ✔✔The norms, values, and assumptions of organizational members that guide members' attitudes and behaviors. High-performance Work System ✔✔High involvement or high commitment organizations. Code of Ethics ✔✔A decision -making guide that describes the highest values to which an organization aspires. Rights Standard ✔✔The ethical action is the one that best respects and protects the moral rights of everyone affected by the action. Corporate Social Responsibility ✔✔Businesses showing concern for the common good and valuing human dignity. Fairness Standard ✔✔The ethical action treats all people equally, or at least fairly, based on some defensible standard. Ethics ✔✔The standards of moral behavior that define socially accepted behaviors that are right as opposed to wrong. Utilitarian Standard ✔✔The ethical action that best balances good over harm. Protected Classes ✔✔Groups underrepresented in employment. Equal Employment Opportun ity ✔✔A firm's employment practices must be designed and used in a manner that treats employees and applicants consistently regardless of their protected characteristics, such as their sex or race. Affirmative Action ✔✔Proactive efforts to eliminate discr imination and its past effects. Quid Pro Quo Harassment ✔✔Unwanted verbal or physical conduct of a sexual nature made as a term condition of employment or as a basis for employment and/or advancement decisions. Bona Fide Occupational Qualification ✔✔Char acteristic that is essential to the successful performance of a relevant job fucntion. Unfair Discrimination ✔✔When employment decisions and actions are not job -related, objective, or merit -based. Unlawful Employment Practices ✔✔Violation of federal, sta te, or local employment laws. Affirmative Action Plan ✔✔Describes in detail the actions to be taken , procedures to be followed, and standards to be met when establishing an affirmative action program. Fair Discrimination ✔✔When only objective, merit -based, and job -related characteristics are used to determine employment -related decisions. Workplace Tort ✔✔A civil wrong in which an employer violates a duty owed to its customers or employees. Adverse Impact ✔✔An employment practice has a disproportionate effect on a protected group, regardless of its intent. Preferential Treatement ✔✔Employment preference given to a member of a protected group. Inclusion ✔✔Everyone feels respected and listene d to, and everyone contributes to his or her fullest potential. Fraudulent Recruitment ✔✔Misrepresenting the job or organization to a recruit. Reasonable Accommodation ✔✔An employer is required to take reasonable steps to accommodate a disability unless it would cause the employer undue hardship. Race Norming ✔✔Comparing an applicant's scores only to members of his or her own racial subgroup and setting separate passing or cutoff scores for each subgroup. Sexual Harrassment ✔✔Unwanted sexual advances, r equests for favors, and other verbal or physical conduct of a sexual nature.The benefits of buying summaries with Stuvia:
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