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WGU Managing-Human-Capital Exam Syllabus Topics:

Section	Weight	Objectives
Performance Management	25%	- Performance Measurement and Improvement 1. Discipline and improvement plans 2. Goal setting and feedback systems 3. Performance appraisal methods
Employee Motivation and Development	20%	- Learning and Development 1. Training design and evaluation (Kirkpatrick model) 2. Motivation theories and applications 3. Career development and organizational learning
Talent Management Strategies	25%	- Talent Acquisition and Retention 1. Employee engagement and retention strategies 2. Sourcing, recruiting, and selection processes 3. Diversity, EEO, and affirmative action
Maximizing Employee Contribution	10%	- Organizational Effectiveness 1. HR metrics and value creation 2. Empowerment and team dynamics
Strategic Human Capital Management	20%	- HRM and Business Strategy Alignment 1. Legal and ethical frameworks 2. Role of HR in competitive advantage 3. Workforce planning and job analysis

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WGU Managing Human Capital C202 認定 Managing-Human-Capital 試験問題 (Q21-Q26):

質問 # 21
Why is human resource planning an important human resource management activity?

A. It helps design a workplace for optimal efficiency and performance while also identifying the talent needed to execute a business strategy.
B. It provides direction on how to budget the financial needs of an organization to ensure the organization remains profitable.
C. It provides guidance on how to form business goals that are in alignment with the organization s vision.
D. It provides a means to get the most output from each employee through rewards and punishments to drive greater profits.

正解：A

解説：
Human resource planning is a critical function of human resource management that involves forecasting an organization's future human resource needs and planning for how to meet those needs. This includes designing jobs and workspaces for optimal efficiency, ensuring the right number of employees with the right skills are in place, and aligning human resources with the organization's strategic goals. This planning ensures the organization can meet its future demands and remain competitive.
References:
* Human Resource Planning, Society for Human Resource Management (SHRM) website

質問 # 22
What is an example of a customary benefit?

A. Social security
B. Unemployment insurance
C. Retirement plan
D. Workers' compensation

正解：C

解説：
A customary benefit refers to benefits that are traditionally offered by employers, though not legally required.
Retirement plans, such as 401(k) plans or pension plans, are common examples of customary benefits. These plans provide financial security for employees in their post-working years and are often used by employers to attract and retain talent by offering long-term financial planning options.
References
* Managing Human Capital Textbook
* "Employee Benefits" by Joseph J. Martocchio
* SHRM (Society for Human Resource Management) guidelines on customary benefits

質問 # 23
How can job design benefit an organization?

A. By creating positions that motivate managers to segment work into very simple elements, removing opportunities for creativity and increasing efficiency
B. By creating positions that can push an employee to the highest level of output for the benefit of the organization
C. By creating positions that require consistent performance from employees, which increases the organization's output
D. By creating positions that enable the organization to achieve its goals while motivating employees by assigning them work based on their needs and talents

正解：D

解説：
Job design is the process of organizing tasks, duties, and responsibilities into a productive unit of work. By creating positions that align with employees' needs and talents, job design can significantly benefit an organization. This approach not only helps in achieving organizational goals by ensuring that work is done efficiently and effectively but also motivates employees by recognizing their individual strengths and preferences. Motivated employees tend to be more engaged, productive, and satisfied with their jobs, which in turn leads to higher retention rates and better overall organizational performance. Effective job design considers various factors such as job enrichment, job enlargement, job rotation, and the use of teams to create a fulfilling work environment.
References
* Hackman, J. R., & Oldham, G. R. (1976). "Motivation through the Design of Work: Test of a Theory." Organizational Behavior and Human Performance.
* Armstrong, M. (2021). "Armstrong's Handbook of Human Resource Management Practice." Kogan Page.

質問 # 24
Which scenario is an example of a procedure?

A. A store manager requires all employees to clean their workstations at the end of each shift.
B. A store manager does not allow any employee to leave until their workstation is audited.
C. A store manager says that they like it when employees clean their workstations.
D. A store manager trusts employees to clean their workstations.

正解：A

解説：
A procedure is a series of steps or actions that need to be followed in order to achieve a specific outcome.
Option D specifies that the store manager requires all employees to clean their workstations at the end of each shift, indicating a clear, consistent, and repeatable set of actions (steps) that employees must follow, which is the essence of a procedure.
References:
* Managing Human Capital Textbook
* SHRM (Society for Human Resource Management) guidelines on procedures

質問 # 25
Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?

A. National Labor Relations Act of 1935
B. Fair Labor Standards Act of 1938
C. Equal Pay Act of 1963
D. Rehabilitation Act of 1973

正解：B

解説：
The Fair Labor Standards Act (FLSA) of 1938 establishes several key labor standards, including a national minimum wage, overtime pay eligibility, recordkeeping, and child labor regulations. The FLSA is administered by the Wage and Hour Division of the U.S. Department of Labor and ensures that workers receive fair compensation and that minors are protected in the workplace.
References:
* Fair Labor Standards Act of 1938, U.S. Department of Labor (DOL) website

質問 # 26
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