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WGU Managing-Human-Capital Exam Syllabus Topics:

Section	Objectives
Topic 1: Training and Employee Development	- Employee Growth 1. Training Programs 2. Coaching and Mentoring 3. Performance Improvement 4. Career Development
Topic 2: Legal and Regulatory Requirements	- Employment Laws 1. Equal Employment Opportunity 2. Workplace Safety 3. Labor Relations 4. Workplace Discrimination
Topic 3: Employee Relations and Workplace Safety	- Workplace Management 1. Health and Safety Programs 2. Conflict Resolution 3. Risk Management 4. Employee Engagement
Topic 4: Strategic Human Resource Management	- HRM and Organizational Strategy 1. Organizational Performance 2. Competitive Advantage 3. Human Resource Management Functions 4. Business Strategy Alignment
Topic 5: Analyzing Work and Human Resource Planning	- Workforce Planning 1. Staffing Strategies 2. Succession Planning 3. Job Analysis 4. Recruitment and Selection
Topic 6: Performance Management and Compensation	- Performance Systems 1. Compensation Strategies 2. Performance Appraisal 3. Benefits Administration 4. Employee Motivation
Topic 7: The Role of Human Resource Management in Business	- Organizational Culture 1. Ethics in HRM 2. Leadership Development 3. Global HRM 4. Diversity and Inclusion

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最新的 Courses and Certificates Managing-Human-Capital 免費考試真題 (Q49-Q54):

問題 #49
What is a benefit of internal recruiting?

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

答案：C

解題說明：
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.

問題 #50
Why do employees who exhibit continuance commitment choose to remain employed with an organization?

A. Close relationships with managers and peers
B. A feeling of moral or ethical obligation to the organization
C. Perceived economic or social costs of leaving
D. Strong identification with the organization's values and goals

答案：C

解題說明：
Organizational commitment is commonly categorized into affective, continuance, and normative commitment. According toHuman Resource Management, 16th Editionby Gary Dessler,continuance commitmentrefers to an employee's attachment to an organization based on theperceived costs associated with leaving, rather than emotional attachment or moral obligation.
Employees with continuance commitment remain because they believe leaving would result in significant economic or social losses, such as loss of salary, benefits, retirement plans, seniority, or difficulty finding comparable employment. Dessler explains that this type of commitment is calculated and cost-based; employees stay not because they want to or feel they ought to, but because they feel they have to.
Close relationships and strong identification with organizational values reflect affective commitment, while moral or ethical obligation reflects normative commitment. Since the question specifically refers to continuance commitment, the correct explanation is theperceived economic or social costs of leaving.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Engagement and Organizational Commitment

問題 #51
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 nonneutral discriminatory effects on a protected group, whereas disparate treatment is unseen discrimination of an employment policy that ° produces negative consequences.
D. 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.

答案：A

解題說明：
* 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)

問題 #52
Which legislation was established for federal contractors to take proactive steps in affirmative action within their workforces?

A. Executive Order 11246
B. Worker Adjustment and Retraining Notification Act
C. Civil Rights Act
D. Fair Labor Standards Act

答案：A

解題說明：
* Executive Order 11246: Signed by President Lyndon B. Johnson in 1965, this order requires federal contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of their employment.
* Affirmative Action Plans: Contractors must develop and implement affirmative action plans to promote diversity and eliminate discrimination based on race, color, religion, sex, sexual orientation, gender identity, or national origin.
* Enforcement: The Office of Federal Contract Compliance Programs (OFCCP) enforces these requirements and conducts compliance evaluations to ensure adherence.
* Impact on Federal Contractors: This legislation has significantly impacted hiring practices and policies within organizations that do business with the federal government, promoting a more diverse and equitable workforce.
References:
* Executive Order 11246, Office of Federal Contract Compliance Programs (OFCCP)
* U.S. Department of Labor, Affirmative Action Overview

問題 #53
Which tools are used for the employee-relations functions of human resource management (HRM)?

A. Benefits and rewards
B. Performance goals and principles
C. Labor participation programs and employee surveys
D. Training and development programs

答案：C

解題說明：
* Labor Participation Programs: These programs encourage employee involvement in organizational decision-making, promoting better labor relations and a more engaged workforce.
* Employee Surveys: These are tools used to gather feedback from employees about their job satisfaction, work environment, and overall experience within the company. The data collected helps HR identify areas of improvement and address any concerns.
* Purpose in HRM: Both tools are crucial for understanding employee perspectives, improving communication, and fostering a positive work environment, which are central to effective employee relations.
* Benefits: Improved employee relations can lead to higher job satisfaction, reduced turnover, and enhanced organizational performance.
References:
* Society for Human Resource Management (SHRM) resources on employee relations
* Human Resource Management textbooks and best practices

問題 #54
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