WGU C202 Managing Human Capital Latest Rated A+
business strategy.
Links the entire human resource function with the firm's
Business Strategy Defines how the firm will compete in its marketplace.
Total Rewards The sum of all rewards employees receives in exchange for t...
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 materials 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 to 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 received 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 Opportunity ✔✔ 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 discrimination 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 ✔✔ Characteristic that is essential to the successful
performance of a relevant job fucntion.
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