WGU C202: Managing Human Capital Study Guide

Comprehensive vocabulary flashcards generated from WGU C202 Managing Human Capital lecture notes covering all key domains and terms.

Human Capital Strategy

Aligning workforce planning, talent acquisition, and development architecture with long-term corporate goals.

HR Metrics

Quantitative analytics like turnover rates, time-to-hire, and cost-per-hire used to demonstrate real business ROI to executives.

Title VII of the Civil Rights Act (1964)

Federal law that prohibits employment discrimination based on race, color, religion, sex, or national origin, established the EEOC, and applies to employers with 15+ workers.

Americans with Disabilities Act - ADA (1990)

Federal law prohibiting discrimination against qualified individuals with physical or mental disabilities and requiring employers to provide 'reasonable accommodations' unless it creates 'undue hardship'.

Age Discrimination in Employment Act - ADEA (1967)

Federal framework that protects individuals who are 40 years of age or older from employment discrimination based on age.

Fair Labor Standards Act - FLSA (1938)

Federal law that establishes minimum wage, overtime pay requirements (1.5x regular pay for hours worked over 40 in a workweek for non-exempt staff), and restricts child labor.

Family and Medical Leave Act - FMLA (1993)

Provides up to 12 weeks of unpaid, job-protected leave per year for qualifying family and medical reasons (e.g., birth, adoption, serious health condition) and applies to employers with 50+ workers.

Occupational Safety and Health Act - OSHA (1970)

Federal act that mandates safe, hazard-free physical working environments and enforces standard safety protocols and record-keeping mandates.

Disparate Treatment

Intentional discrimination where individuals are intentionally treated differently based on a protected trait.

Disparate Impact

Unintentional discrimination where a facially neutral policy has an adverse, disproportionate impact on a protected class (measured using the 4/5ths or 80% rule).

Job Analysis

The structural foundation of HR that combines Job Descriptions (tasks, duties, responsibilities) and Job Specifications (KSAOs).

Job Specifications

A component of job analysis specifying KSAOs: Knowledge, Skills, Abilities, and Other characteristics.

Internal Sourcing

Recruitment method from within the organization that increases morale and lowers onboarding costs, but limits diverse ideas.

External Sourcing

Recruitment method from outside the organization that injects fresh skills, but introduces culture risks and high expenses.

Performance Management

Process that ensures organizational output aligns with operational targets via structured appraisals, 360-degree review feedback loops, and direct development blueprints.

Direct Compensation

Base pay (salaries, wages) and variable pay (bonuses, piece-rate, commissions).

Indirect Compensation (Benefits)

Non-monetary total rewards, including mandatory benefits (Social Security, Medicare, Unemployment Insurance, Workers' Comp, FMLA) and voluntary benefits (health insurance, 401(k) matching, paid time off).

Internal Equity

A compensation fairness framework comparing pay relative to other roles inside the firm.

External Equity

A compensation fairness framework comparing pay relative to market competitiveness against outside organizations.

Employment-at-Will

A baseline legal doctrine stating either the employer or the employee can terminate the employment relationship at any time, for any lawful reason, or for no reason at all.

Exceptions to Employment-at-Will

Legal limitations to baseline termination rules, including public policy violations (refusing to commit illegal acts), implied contracts (oral or written manager assurances), and covenant of good faith.

National Labor Relations Act (NLRA / Wagner Act)

Federal legislation governing labor unions that establishes collective bargaining guidelines, resolves workplace grievances via structural arbitration, and mediates fair labor environments.