Managing-Human-Capital技術試験 & Managing-Human-Capital資格トレーリング

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WGU Managing-Human-Capital「WGU Managing Human Capital C202」認証試験に合格することが簡単ではなくて、WGU Managing-Human-Capital証明書は君にとってはIT業界に入るの一つの手づるになるかもしれません。しかし必ずしも大量の時間とエネルギーで復習しなくて、弊社が丹精にできあがった問題集を使って、試験なんて問題ではありません。

WGU Managing-Human-Capital Exam Syllabus Topics:

Section	Objectives
Compensation and Benefits
Performance Management
Workforce Planning and Talent Acquisition
Strategic Human Resource Management
Human Resource Metrics and Analytics
Diversity, Equity, and Inclusion in the Workplace
Employee Relations and Labor Law
Employee Training and Development

>> Managing-Human-Capital技術試験 <<

WGU Managing-Human-Capital資格トレーリング、Managing-Human-Capital復習資料

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WGU Managing Human Capital C202 認定 Managing-Human-Capital 試験問題 (Q23-Q28):

質問 # 23
What is a benefit of wellness programs for both employers and employees?

A. Eliminate the need for health insurance
B. Improve technical skills
C. Increase promotional opportunities
D. Improve employee morale

正解：D

解説：
Wellness programs are organizational initiatives designed to promote employees' physical and mental well- being through activities such as fitness programs, stress management, health screenings, and lifestyle education. According toHuman Resource Management, 16th Editionby Gary Dessler, a key benefit of wellness programs for both employers and employees isimproved employee morale.
From the employee perspective, wellness programs demonstrate that the organization values their health and quality of life, which increases job satisfaction, motivation, and organizational commitment. Employees who feel supported are more engaged and experience lower stress levels. From the employer perspective, improved morale often leads to reduced absenteeism, lower turnover, and higher productivity.
Dessler notes that while wellness programs may also contribute to long-term cost savings related to healthcare and insurance, they do not eliminate the need for health insurance nor are they designed to build technical skills or directly influence promotions. Their primary shared benefit lies in fostering a healthier, more positive, and more engaged workforce.
Thus, the correct answer isimproving employee morale.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Health and Safety and Employee Benefits

質問 # 24
A recruiter requests that an applicant complete a document that requests information about the applicant s medical conditions and the medical conditions of their family members.
Which law did this recruiter violate?

A. Americans with Disabilities Act of 1990
B. Genetic Information Nondiscrimination Act of 2008
C. Family and Medical Leave Act of 1993
D. Civil Rights Act of 1991

正解：B

解説：
The Genetic Information Nondiscrimination Act (GINA) of 2008 prohibits employers from requesting, requiring, or purchasing genetic information about an applicant or an employee, which includes family medical history. The act aims to prevent discrimination based on genetic information in both health insurance and employment. The recruiter's request for information about the applicant's medical conditions and those of their family members directly violates GINA.
References:
* Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website

質問 # 25
How can job design benefit an organization?

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

正解：B

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 # 26
What is a job analysis?

A. A summary that outlines the main duties and responsibilities of a job
B. A step-by-step explanation of how to complete a specific task
C. A study that first identifies the required tasks and behaviors of a job and then evaluates what is required to perform each required task
D. AzA contract that includes sufficient flexibility so that workers are comfortable starting new tasks as needed and proactively finding additional ways to contribute

正解：C

解説：
Job analysis is a systematic process that involves identifying and documenting the essential tasks, responsibilities, and behaviors required for a job. It also assesses the qualifications, skills, and knowledge needed to perform those tasks effectively. The outcome of a job analysis includes detailed job descriptions and specifications, which are used for various HR functions such as recruitment, selection, training, performance appraisal, and compensation.
References:
* "Job and Work Analysis: Methods, Research, and Applications for Human Resource Management" by Michael T. Brannick, Edward L. Levine, and Frederick P. Morgeson
* Society for Human Resource Management (SHRM) guidelines on job analysis

質問 # 27
What is a benefit of internal recruiting?

A. Increased staff diversity in management roles
B. Increased new insights and ability to lead change efforts
C. Reduced employee anxiety from improved workloads
D. Enhanced engagement by promoting from within

正解：D

解説：
Internal recruiting involves filling job vacancies with current employees from within the organization. One significant benefit of this approach is that it enhances employee engagement and morale. When employees see that the organization values their growth and offers opportunities for advancement, they are more likely to be motivated, committed, and loyal. This practice also reduces the time and cost associated with onboarding and training new hires, as internal candidates are already familiar with the company's culture and processes.
References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019). Human Resource Management:
Gaining a Competitive Advantage. McGraw-Hill Education.

質問 # 28
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