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WGU C202 MANAGING HUMAN CAPITAL (ACTUAL PRACTICE EXAM )2024|BRAND NEW VERIFIED EXAM QUESTIONS AND CORRECT ANSWERS ALL GRADED A+|GUARANTEED SUCCESS|LATEST UPDATE $10.49   Add to cart

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WGU C202 MANAGING HUMAN CAPITAL (ACTUAL PRACTICE EXAM )2024|BRAND NEW VERIFIED EXAM QUESTIONS AND CORRECT ANSWERS ALL GRADED A+|GUARANTEED SUCCESS|LATEST UPDATE

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WGU C202 MANAGING HUMAN CAPITAL (ACTUAL PRACTICE EXAM )2024|BRAND NEW VERIFIED EXAM QUESTIONS AND CORRECT ANSWERS ALL GRADED A+|GUARANTEED SUCCESS|LATEST UPDATE Compensation including free meals, vacation time, and health insurance - ANSWER-indirect financial compensation Rewards and i...

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  • October 25, 2024
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  • 2024/2025
  • Exam (elaborations)
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  • WGU C202 MANAGING HUMAN CAPITAL
  • WGU C202 MANAGING HUMAN CAPITAL
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BRILLIANTSOLUTIONS
WGU C202 MANAGING HUMAN CAPITAL
(ACTUAL PRACTICE EXAM )2024|BRAND NEW
VERIFIED EXAM QUESTIONS AND CORRECT
ANSWERS ALL GRADED A+|GUARANTEED
SUCCESSLATEST UPDATE 2024-2025

Compensation including free meals, vacation time, and health insurance - ANSWER-
✔indirect financial compensation

Rewards and incentives given to employees that are not financial in nature -
ANSWER-✔nonfinancial compensation

Creating new HRM initiatives to strengthen employees' ethical awareness and
company culture - ANSWER-✔strategic risk

HRM activities directly influencing the organization's success or failure - ANSWER-
✔operational risk

Reduction in the cost of hiring employees - ANSWER-✔financial risk

Thinking through legal ramifications of an employment-related decision - ANSWER-
✔compliance risk

Common organizational strategies for international expansion - ANSWER-✔mergers
and acquisitions

Reasons for failure in mergers and acquisitions - ANSWER-✔culture issues

Extremely important interaction between HR and employees - ANSWER-
✔Communication

The four broad types of organizational culture - ANSWER-✔entrepreneurial,
bureaucratic, consensual, competitive

Culture that leads to consistent excellence - ANSWER-✔Performance

Culture exemplified by Starbucks - ANSWER-✔people-oriented

,Culture stifling innovation and risk taking - ANSWER-✔Bureaucratic

How HRM creates value within an organization - ANSWER-✔by making the
company better at executing its strategy

Purpose of the organizational function of HRM - ANSWER-✔attract, hire, develop,
reward, and retain talent

Planning ensuring availability of leaders within the organization - ANSWER-
✔Succession

Aligning individual employees' goals with organizational goals - ANSWER-
✔performance management

HRM function responsible for improving employee skills - ANSWER-✔Training

What staffing enables the organization to execute - ANSWER-✔business strategy

One of the most common aspects managed by HRM - ANSWER-✔Changes

Key element for employee commitment and successful change efforts - ANSWER-
✔Trust

Issues often causing problems in mergers - ANSWER-✔Cultural

Involving employees can improve commitment to change - ANSWER-✔Change

Reinforcing or undermining business strategies - ANSWER-✔Culture

Tied to business goals to drive employee behaviors - ANSWER-✔Metrics

Essential planning for the success of a merger or acquisition - ANSWER-✔Talent

Balancing good over harm by doing the most good or least harm ethically -
ANSWER-✔utilitarian standard

Reason for companies being acquired - ANSWER-✔talent and skills

Employees need to change their ________ for an organizational change effort to
succeed. - ANSWER-✔behaviors and goals

Employment laws and regulations exist because organizations typically have more
________ than employees do. - ANSWER-✔Power

Employment decisions that are objective, merit-based, and use job-related
characteristics to determine employment are considered ________ discrimination. -
ANSWER-✔Fair

,Organizations that focus on inclusion and are cognizant of the dimensions of gender,
nationality, sexual orientation, and disability—while remaining sensitive to cultural
variations—are practicing ________ awareness. - ANSWER-✔Diversity

The ________ prohibits retaliation against employees seeking to unionize. -
ANSWER-✔National Labor Relations Act of 1935

The ________ established both minimum-wage and overtime rules. - ANSWER-
✔Fair Labor Standards Act of 1938

Which of the following acts prohibits wage discrimination on the basis of sex? -
ANSWER-✔Equal Pay Act of 1963

What does the acronym FMLA stand for? - ANSWER-✔FMLA

Which act guarantees equal opportunity for individuals with disabilities or those
who are perceived as having disabilities? - ANSWER-✔Americans with Disabilities
Act of 1990

Which act requires employers to use an I-9 verification form to verify the
employability status of every new employee within three days of hiring? - ANSWER-
✔Immigration Reform and Control Act of 1986

The goal of affirmative action is to provide employment opportunities to a(n)
________ class. - ANSWER-✔Protected

________ can include, but is not limited to, provisions for nondiscriminatory
recruitment, training, and promotion. - ANSWER-✔An affirmative action plan

Unwanted verbal or physical conduct of a sexual nature that creates a hostile,
intimidating, or otherwise offensive working atmosphere is called ________
harassment. - ANSWER-✔hostile environment

If an organization uses the principle of taking care of employees to guide its
decisions and goals, then this is an example of core ________. - ANSWER-✔Values

The human resource ________ process reconciles labor supply and demand gaps
with action plans designed to help the organization manage anticipated talent
surpluses or shortages. - ANSWER-✔Planning

Adding more tasks at the same level of responsibility and skill related to an
employee's current position is called ________. - ANSWER-✔job enlargement

Moving workers through a variety of jobs to increase their interest and motivation is
called ________. - ANSWER-✔job rotation

, Preparing employees in more than one job or in multiple skills to enable them to do
different jobs is called ________. - ANSWER-✔cross-training

The organization's basic purpose and the scope of its operations is called its
________. - ANSWER-✔Mission

A systematic process used to identify and describe the important aspects of a job
and the worker characteristics needed to succeed is called ________. - ANSWER-
✔Job analysis

The extent to which organizational rules, procedures, and communications are
written down is called ________. - ANSWER-✔Formalization

Whether employees specialize or generalize is called ________. - ANSWER-
✔division of labor

The system of formal authority in which some employees have a greater amount of
formal authority over others is referred to as ________. - ANSWER-✔Hierarchy

A ________ is a basic principle or guideline formulated and enforced by an
organization to direct and limit its actions in pursuit of long-term goals. - ANSWER-
✔Policy

A directive instructing employees on specific actions to take in order to achieve an
objective is a ________. - ANSWER-✔Procedure

Employees who are using emergency personal time must call and talk to their
supervisor as soon as possible, but no later than sixty minutes after the start of their
shift. - ANSWER-✔procedure

Suzy spends time each morning identifying qualified individuals to recruit for her
department. - ANSWER-✔Sourcing

Activities that affect either the number or type of people willing to apply for and
accept job offers. - ANSWER-✔Recruiting

Sam is sending out résumés and talking to everyone he meets about his job hunting
techniques. - ANSWER-✔active job seeker

Someone at least somewhat interested in finding a new job, but who inconsistently
looks for one. - ANSWER-✔semipassive job seeker

Someone who is not actively looking for a new job but could be tempted by the right
opportunity. - ANSWER-✔passive job seeker

Often of high quality but difficult to attract through conventional recruiting methods.
- ANSWER-✔Passive job seekers

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