Exam Managing-Human-Capital Book, New Managing-Human-Capital Test Objectives

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WGU Managing-Human-Capital Exam Overview:

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

Topic	Details
Topic 1	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 2	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.
Topic 3	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 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	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 Sample Questions (Q53-Q58):

NEW QUESTION # 53
What is a benefit of internal recruiting?

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

Answer: C

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 # 54
Why do employees who exhibit continuance commitment choose to remain employed with an organization?

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

Answer: D

Explanation:
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

NEW QUESTION # 55
What is an example of a situational interview question?

A. "What have you done to successfully turn a difficult customer into a satisfied and loyal customer?"
B. "How would you handle a scenario in which you are asked to do something that goes against company policy?"
C. "Which type of leadership style do you prefer from your direct manager, and why do you prefer this style?"
D. "How have you handled a situation in which you and a coworker could not cooperate and had to get management involved?"

Answer: B

Explanation:
Situational interview questions are designed to assess how candidates would handle hypothetical scenarios related to the job. The question "How would you handle a scenario in which you are asked to do something that goes against company policy?" requires the candidate to demonstrate their problem-solving abilities, ethical judgment, and adherence to organizational rules. This type of question helps employers gauge a candidate's potential behavior and decision-making skills in challenging situations.
References:
Dessler, G. (2020).Human Resource Management. Pearson.
Campion, M. A., Palmer, D. K., & Campion, J. E. (1997).A review of structure in the selection interview.
Personnel Psychology.

NEW QUESTION # 56
Which scenario is an example of inclusion?

A. A manager of a department works on a project independently.
B. A manager picks 2 of 10 employees to work on a project.
C. The majority of a department works well together, but opinions and requests are ignored by some.
D. A department works together on a project, and ideas are freely shared.

Answer: D

Explanation:
Inclusion in the workplace refers to creating an environment where all employees feel valued, respected, and have equal access to opportunities and resources. An inclusive scenario is one where team members collaborate, and everyone's ideas and contributions are considered. This encourages a sense of belonging and leverages the diverse perspectives of the entire team, leading to enhanced innovation and team performance.
The given example demonstrates this by showing a department where collaboration and open sharing of ideas are practiced.References:
* Roberson, Q. M. (2006). Disentangling the meanings of diversity and inclusion in organizations. Group
& Organization Management.
* Dessler, G. (2020). Human Resource Management. Pearson.

NEW QUESTION # 57
What is an example of affirmative action in an organization?

A. Including a statement in commercials that the organization has a diverse workforce
B. Enacting a policy that race or gender may not be criteria for hiring decisions
C. Removing identifying information from resumes so recruiters are unaware of applicants' backgrounds
D. Establishing a workforce outreach program for protected groups underrepresented in the organization

Answer: D

Explanation:
* Definition of Affirmative Action: Affirmative action involves proactive efforts to improve employment or educational opportunities for underrepresented groups.
* Outreach Programs: Establishing outreach programs specifically targeted at protected groups is a clear example of affirmative action, as it aims to address and reduce disparities in workforce representation.
* Legal and Ethical Mandates: Such programs are often required by law for certain employers, especially federal contractors, and demonstrate a commitment to diversity and inclusion.
* Impact on Workforce Diversity: These initiatives can lead to a more diverse and inclusive workplace, which can enhance organizational culture and performance.
References:
* Title VII of the Civil Rights Act of 1964
* Executive Order 11246, which requires affirmative action programs for federal contractors

NEW QUESTION # 58
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