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WGU Managing-Human-Capital Exam Overview:

Certification Vendor:Western Governors University
Exam Name:Managing Human Capital
Exam Number:C202
Exam Format:Scenario-Based Questions, Objective Assessment, Multiple Choice
Certificate Validity Period:No Expiration
Passing Score:Competency-Based Pass
Exam Duration:120 minutes
Real Exam Qty:60-70
Available Languages:English
Related Certifications:MSML
MBA
Business Management Programs
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 Exam Syllabus Topics:

TopicDetails
Topic 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.
Topic 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.
Topic 3
  • 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.
Topic 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.
Topic 5
  • 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.

WGU Managing Human Capital C202 Sample Questions (Q24-Q29):

NEW QUESTION # 24
What must an organization that incorporates an ethics and compliance program that follows the Federal Sentencing Guidelines for Organizations enable all employees to do?

Answer: B

Explanation:
* Federal Sentencing Guidelines for Organizations:These guidelines encourage organizations to implement effective ethics and compliance programs to prevent and detect violations of law.
* Anonymous Reporting:A critical component of these programs is providing a mechanism for employees to report unethical conduct without fear of retaliation. Anonymity ensures that employees feel safe to report misconduct.
* Encouraging Ethical Behavior:By enabling anonymous reporting, organizations foster an environment where ethical behavior is promoted, and issues can be addressed promptly.
* Protection for Whistleblowers:This measure protects whistleblowers from potential backlash and ensures that the organization can identify and mitigate unethical practices effectively.
References:
Federal Sentencing Guidelines for Organizations, U.S. Sentencing Commission Ethics and Compliance Programs: A Resource Guide by the U.S. Department of Justice and the SEC


NEW QUESTION # 25
Which type of benefit is typically more secure for unionized workers than for nonunionized workers?

Answer: A

Explanation:
Unionized workers typically enjoy more secure benefits compared to nonunionized workers, with guaranteed pensions being one of the most secure. Unions negotiate defined benefit pension plans that promise a specified monthly benefit at retirement, which is often based on factors such as salary history and years of service.
These plans provide financial security for employees upon retirement and are less common in nonunionized workplaces, where defined contribution plans like 401(k)s are more prevalent.References:
* Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019). Human Resource Management:
Gaining a Competitive Advantage. McGraw-Hill Education.
* Freeman, R. B., & Medoff, J. L. (1984). What Do Unions Do?. Basic Books.


NEW QUESTION # 26
What is the primary purpose of progressive discipline?

Answer: A

Explanation:
The primary purpose of progressive discipline is to address performance issues by making employees aware of problems in a structured manner, starting with the least severe actions. The goal is to provide employees with opportunities to correct their behavior before more severe measures are taken. This approach helps to maintain a fair and supportive work environment while ensuring that employees understand the consequences of continued poor performance. Progressive discipline typically involves a series of steps, such as verbal warnings, written warnings, and, if necessary, termination.
References
* Managing Human Capital Textbook
* "Progressive Discipline Handbook" by Paul Falcone
* SHRM (Society for Human Resource Management) guidelines on progressive discipline


NEW QUESTION # 27
Employee A and Employee B are unable to reach an agreement on how to approach a project. Their manager instructs them to sit down and quickly reach a solution that will make both employees partially happy.
Which type of conflict management strategy has the manager instructed these employees to use?

Answer: A

Explanation:
Conflict management strategies describe how individuals or managers handle disagreements in the workplace.
According toHuman Resource Management, 16th Editionby Gary Dessler,compromisingis a strategy in which each party gives up something to reach a mutually acceptable solution. The outcome does not fully satisfy either party but resolves the conflict quickly and fairly.
In this scenario, the manager instructs both employees to reach a solution that will make thempartially happy, which directly aligns with the definition of compromise. Dessler explains that compromise is particularly useful when time is limited and when maintaining working relationships is important. It allows progress without prolonged conflict, even though it may not produce the optimal solution.
Avoiding would involve ignoring the conflict, competing would result in one party winning at the expense of the other, and accommodating would require one employee to fully give in. None of these match the manager' s instruction. Therefore, the correct answer iscompromising.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Relations and Conflict Management


NEW QUESTION # 28
What is a benefit of internal recruiting?

Answer: D

Explanation:
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.


NEW QUESTION # 29
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