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WGU C236 OBJECTIVE ASSESSMENT COMPENSATION
AND BENEFITS EXAM A, B & C LATEST ACTUAL EXAM
QUESTIONS AND CORRECT DETAILED ANSWERS
ALREADY GRADED A+ 2024-2025 UPDATE
WGU C236 OBJECTIVE ASSESSMENT COMPENSATION AND BENEFITS EXAM A
What is a Reward System? - ANSWER-Reward Systems are also mechanisms for exchanging value between two parties. Employees create value for the organization through their work, and organizations provide value for employees through the reward systems.
Define Job Analysis - ANSWER-the process of systematically analyzing positions that result in completed work in organizations.
What are the implications of Job Analysis on the compensation system? - ANSWER-1) Job Analysis, provides a process for understanding how work is organized and serves as the basis for most reward systems.2) Job Analysis will detail the knowledge, skill, and ability requirement for a job, which will have a direct connection to the reward strategy for that particular job.3) the job analysis defined the nature of the work which serves as an important determinant of Fair Labor Standards Act status (exempt vs. non-exempt).4) Job Analysis provides an understanding of the nature of the work performance which is vital for determining the likely effectiveness of performance-based pay systems. 1 / 4
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What does an employee contribute to the organization to create value? - ANSWER-Work
What are 3 job analysis methods available to a company to analyze a job? - ANSWER-1) Traditional Interviews 2) Questionnaires 3) Panel Interview
What is involved in the traditional interview? - ANSWER-The job analyst asks the job incumbent preset questions about the content, skills needed, and time spent on activities in the job.
How is the panel interview used to analyze a job? - ANSWER-Multiple job incumbents (and sometimes multiple job analysts) all meet together to analyze the job. In panel interviews, the job incumbents themselves explore the agreement and contradictions in their responses.
What analysis method does an organization use to overcome some of the limitations of interview methods? - ANSWER-Questionares
When creating a job analysis who should you speak with for input? - ANSWER-In small organizations, the information may be gathered from every incumbent of a given job. As the number of job incumbents per job increases, organizations typically try to make the process more efficient by choosing a subset of the job incumbents to be involved in the process. 2 / 4
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Why is it necessary to gain buy in for a job analysis to create a value-added analysis? - ANSWER- It is important to involve people from all levels in the organization, not only to increase the quality of the information, but also to obtain buy-in from those who will be using it for reward decisions.
What is the goal of a job analysis? - ANSWER-Understand the work involved and how it creates value (The goal is not to evaluate the performance of any particular employee in performing that work)
Define job design and state what is its purpose? - ANSWER-The process of systematically constructing jobs to make them functional, efficient, and motivational
Job Title - ANSWER-Name by which the job is known within the company
Job Specification - ANSWER-Translates the TDRs into the Knowledge, Skills, Abilities, and Other (KSAOs) that an employee needs to perform the job at a satisfactory level
What is included in the bulk of the job description? - ANSWER-Written documents that serve as the primary source of information about jobs for many uses within the organization, and these descriptions play a key role in the design and implementation of total reward systems.
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4 Job Family - ANSWER-Grouping of jobs that have similar functions or content
What does the Fair Labor Standards Act require of organizations? - ANSWER-Organizations determine the "employee status" of each job
What does an Independent Contractor have the ability to do? - ANSWER-Have the ability to set their own hours and work processes, and they work and are paid on a project basis with the opportunity for profit or loss
Salary Level Test - ANSWER-Any employee paid less than $35,568 per year (or $684 per week) is non-exempt and covered by the FLSA for purposes of paying overtime
Salary Basis Test - ANSWER-Any employee whose pay is reduced based on the hours worked is non-exempt
Primary Duties Test - ANSWER-If an employee has significant discretion and exercises independent judgment, that employee is classified as exempt from FLSA provisions. The tests of duties are broken into exemption criteria for Executives, Learned Professionals, Creative Professionals, Administrative, Computer, Outside Sales, and High Compensated.
How does FSLA require a company to cover compensatory time? - ANSWER-Any employee working above 40 hours per week must be paid time and a half for those extra hours.
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