WGU C202: Managing Human Capital | Final Exam Questions with Verified Answers Latest 2023/2024 (Graded A+)

WGU C202: Managing Human Capital | Final Exam Questions with Verified Answers Latest 2023/2024 (Graded A+). Workflow - ANSWER How work is organized to meet the organization's goals. Job Enlargement - ANSWER Adding more tasks at the same level of responsibility and skill related to an employee's current position. Competencies - ANSWER Broad worker characteristics that underlie successful job performance. Job Task - ANSWER An observable unit of work with a beginning and an end. Job Rewards Analysis - ANSWER Job analysis technique that identifies the intrinsic and extrinsic rewards of a job. Gap Analysis - ANSWER Comparing labor supply and demand forecasts to identify future talent needs. Person Specification - ANSWER Summarizes the characteristics of someone able to perform the job. Workflow Analysis - ANSWER Investigates how work moves through an organization to identify changes to increase efficiency and better meet customers' needs. Other Characteristics - ANSWER A miscellaneous category for worker characteristics that are not knowledge, skills, or abilities, including personality traits, values, and work styles. Task Statements - ANSWER Identify in specific behavioral terms the regular duties and responsibilities of a position. Action Plans - ANSWER A strategy for proactively addressing an expected talent shortage or surplus. Scientific Management - ANSWER Breaks work down into its simplest elements and then systematically improves the worker's performance of each element. Job Analysis - ANSWER A systematic process used to identify and describe the important aspects of a job and the characteristics a worker needs to perform the job well. Job Enrichement - ANSWER A job design approach that increases a job's complexity to give workers greater responsibility and opportunities to feel a sense of achievement. Human Resource Planning - ANSWER Aligning the organization's human resources to effectively and efficiently accomplish the organization's strategic goals. Replacement Charts - ANSWER Graphically shows current jobholders, possible successors, and each successor's readiness to assume the job. Organizational Structure - ANSWER The organization's formal system of task, power, and reporting relationships. Position Analysis Questionnaire - ANSWER A copyrighted, standardized structured job analysis questionnaire. Skill - ANSWER The ability to use some sort of knowledge in performing a physical task; often refers to psychomotor activities. Training Evaluation - ANSWER Systematically collecting the information necessary to make effective decisions about adopting, improving, valuing, and continuing an instrumental activity or set of activities. Serial Socialization - ANSWER Accessible and supportive organizational members serve as role models and mentors. Task Needs Analysis - ANSWER Focuses on identifying which jobs, competencies, abilities, behaviors, etc. the training effort should focus on. Needs Assessment - ANSWER The process of identifying any gaps between what exists and what is needed in the future in terms of employee performance, competencies, and behaviors. Fixed Socialization - ANSWER New hires are informed in advance when their probationary status will end. Disjunctive Socialization - ANSWER Newcomers are left alone to develop their own interpretations of the organization and situations they observe. Informal Socialization - ANSWER Unstructured, on-the-job socialization done by coworkers. Self-regulation - ANSWER Process enabling an individual to guide his/her goal-directed activities over time. Sequential Socialization - ANSWER The degree to which socialization follows a specific sequence of steps. Sensory Modality - ANSWER A system that interacts with the environment through one of the basic senses. Collective Socialization - ANSWER Newcomers go through a common set of experiences as a group. Tournament Socialization - ANSWER Each stage of socialization is an "elimination round" and a new hire is out of the organizaition if he or she fails to pass. Socialization - ANSWER A long-term process of planned and unplanned, formal and informal activities and experiences through which an individual acquires the attitudes, behaviors, and knowledge needed to successfully participate as an organizational member. Orientation - ANSWER Training activities to help new hires fit in as organizational members. Motivation to transfer - ANSWER Intention and willingness to transfer any knowledge acquired in a training or development activity back to the work context. Training - ANSWER Formal and informal activities to improve competencies relevant to an employee's or workgroup's current job. Development - ANSWER Focuses on developing competencies that an employee or workgroup is expected to need in the future. Learning Objectives - ANSWER Identify desired learning outcomes. Person needs analysis - ANSWER Evaluates how individual employees are doing in the training area and determines who needs what type of training. Self-management Strategies - ANSWER Efforts to control one's motivation, emotions, and decision making to enhance the application of learned capabilities to the job. Individual Socialization - ANSWER Newcomers are socialized individually as in an apprenticeship. Training Transfer - ANSWER Effectively using what is learned in training back on the job. Random Socialization - ANSWER Socialization steps are ambiguous or changing. Contest Socialization - ANSWER Each socialization stage is a "contest" in which one builds up a performance record. Organizational Needs Analysis - ANSWER Identifies where in the organization development or improvement opportunities exist.