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WGU Managing-Human-Capital Exam Overview:

Certification Vendor:	Western Governors University
Exam Name:	Managing Human Capital
Exam Number:	C202
Real Exam Qty:	60-70
Passing Score:	Competency-Based Pass
Certificate Validity Period:	No Expiration
Related Certifications:	Business Management Programs MBA MSML
Exam Format:	Multiple Choice, Objective Assessment, Scenario-Based Questions
Available Languages:	English
Exam Duration:	120 minutes
Sample Questions:	WGU Managing-Human-Capital Sample Questions
Exam Way:	Online Proctored Objective Assessment
Pre Condition:	Enrollment in a WGU business or management degree program
Official Syllabus URL:	https://www.wgu.edu/

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WGU Managing-Human-Capital 認定試験の出題範囲：

トピック	出題範囲
トピック 1	Talent Management Strategies: This section of the exam measures skills of Human Resource Managers and covers talent management strategies to motivate and develop employees. Learners explore methods for attracting, developing, and retaining talent within organizations. The content addresses how managers can implement effective talent management programs that align employee capabilities with organizational goals and foster employee engagement and productivity.
トピック 2	Performance Management Best Practices: This section of the exam measures skills of Human Resource Managers and covers best practices to manage performance for added value. Learners examine systems and processes for measuring, evaluating, and improving employee performance. The content addresses how managers can establish clear performance expectations, provide effective feedback, conduct performance reviews, and implement improvement plans that drive individual and organizational results.
トピック 3	Maximizing Employee Contribution: This section of the exam measures skills of Business Managers and covers strategies to maximize employee contribution to organizational excellence. Learners investigate methods for leveraging employee strengths and capabilities to achieve business objectives. The material focuses on how managers can create environments where employees are empowered to contribute their best work and how individual contributions integrate to create overall organizational excellence.
トピック 4	Managing Human Capital: Managing Human Capital focuses on strategies and tools that managers use to maximize employee contribution and create organizational excellence. You will learn talent management strategies to motivate and develop employees as well as best practices to manage performance for added value.
トピック 5	Employee Motivation and Development: This section of the exam measures skills of Organizational Development Specialists and covers strategies to motivate and develop employees for optimal performance. Learners study approaches for understanding employee motivation factors and creating development opportunities. The material focuses on techniques managers use to enhance employee skills, encourage professional growth, and build a motivated workforce that contributes to organizational success.

WGU Managing Human Capital C202 認定 Managing-Human-Capital 試験問題 (Q20-Q25):

質問 # 20
What describes a bona fide occupational qualification under Title VII of the Civil Rights Act of 1964?

A. A provision that makes retaliation against whistleblowers illegal
B. An exemption from performing essential job functions for people with specific traits
C. A quota for workforce diversity in government agencies and large organizations
D. A characteristic that is essential to the successful performance of a relevant job function

正解：D

解説：
A bona fide occupational qualification (BFOQ) under Title VII of the Civil Rights Act of 1964 allows employers to hire employees based on characteristics typically prohibited under the act, such as religion, sex, or national origin, if these characteristics are reasonably necessary to the normal operation of a particular business. This means the characteristic must be essential to the performance of the job. For example, hiring a female actor for a female role is considered a BFOQ.
Title VII of the Civil Rights Act of 1964, U.S. Equal Employment Opportunity Commission (EEOC) website

質問 # 21
Which behavior from a manager qualifies as workplace bullying?

A. Mistakenly revealing personal information about an employee during a staff meeting
B. Consistently ignoring emails and questions from one particular employee
C. Documenting negative observations in an employee's performance review
D. Responding with an irritated tone of voice to an employee's disruptive behavior

正解：B

解説：
Workplace bullying is defined as repeated, unreasonable actions directed toward an employee that are intended to intimidate, degrade, or undermine them. According toHuman Resource Management, 16th Editionby Gary Dessler, bullying often involvespersistent behaviorssuch as exclusion, isolation, or deliberately withholding information necessary for an employee to perform their job.
Consistently ignoring emails and questions from one specific employee fits this definition because it represents ongoing, targeted behavior that can harm the employee's ability to work effectively and can cause emotional distress. Dessler highlights that bullying is distinguished from occasional irritation or isolated mistakes by its repetitive and targeted nature.
An irritated tone used in response to disruptive behavior may be poor communication but does not necessarily constitute bullying. Accidentally revealing personal information is a confidentiality breach, not bullying.
Documenting negative observations in a performance review is a legitimate management responsibility when done objectively and fairly.
Thus, the behavior that qualifies as workplace bullying isconsistently ignoring emails and questions from one particular employee.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Workplace Fairness and Employee Relations

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

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

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
What is the difference between adverse impact and disparate treatment?

A. Disparate treatment is intentional discrimination based on protected characteristics, while adverse impact is where employment practices appear neutral but have a discriminatory effect.
B. Disparate treatment is when a discriminatory effect impacts a protected group but is unintentional, whereas adverse impact is blatantly discriminating against a protected class.
C. Adverse impact provides a level of discrimination that is intentional and causes harm to protected groups, while disparate treatment relates to employer practices that : seem to be nondiscriminatory but cause negative effects for protected groups.
D. Adverse impact provides nonneutral discriminatory effects on a protected group, whereas disparate treatment is unseen discrimination of an employment policy that ° produces negative consequences.

正解：A

解説：
* Disparate Treatment: This involves deliberate discrimination where an individual is treated differently based on a protected characteristic (e.g., race, gender, age).
* Intentionality: The key aspect of disparate treatment is the intent to discriminate.
* Adverse Impact: Also known as disparate impact, this occurs when a policy or practice that appears neutral results in a disproportionate negative effect on a protected group.
* Unintentional Discrimination: Adverse impact does not require intent to discriminate, only that the outcome of a practice is discriminatory.
* Legal Standards: Both concepts are critical in employment law and are evaluated under different standards of proof and remediation.
References:
* Civil Rights Act of 1964, Title VII
* Uniform Guidelines on Employee Selection Procedures (1978)

質問 # 24
What explains how (or the sequence of steps) to apply company guidelines to accomplish a task?

A. Rule
B. Principle
C. Procedure
D. Policy

正解：C

解説：
A procedure explains how to apply company guidelines to accomplish a task through a sequence of steps. It is more detailed than a policy and provides the exact steps to follow in order to ensure consistency and efficiency in task completion.
References:
* Managing Human Capital Textbook
* HR best practices from SHRM (Society for Human Resource Management)

質問 # 25
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