Managing-Human-Capital学習体験談、Managing-Human-Capital模擬試験サンプル

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WGU Managing-Human-Capital Exam Syllabus Topics:

SectionWeightObjectives
Topic 1: Performance Management25%- Performance Measurement and Improvement
  • 1. Goal setting and feedback systems
  • 2. Discipline and improvement plans
  • 3. Performance appraisal methods
Topic 2: Strategic Human Capital Management20%- HRM and Business Strategy Alignment
  • 1. Role of HR in competitive advantage
  • 2. Legal and ethical frameworks
  • 3. Workforce planning and job analysis
Topic 3: Maximizing Employee Contribution10%- Organizational Effectiveness
  • 1. Empowerment and team dynamics
  • 2. HR metrics and value creation
Topic 4: Talent Management Strategies25%- Talent Acquisition and Retention
  • 1. Employee engagement and retention strategies
  • 2. Sourcing, recruiting, and selection processes
  • 3. Diversity, EEO, and affirmative action
Topic 5: Employee Motivation and Development20%- Learning and Development
  • 1. Training design and evaluation (Kirkpatrick model)
  • 2. Career development and organizational learning
  • 3. Motivation theories and applications

>> Managing-Human-Capital学習体験談 <<

Managing-Human-Capital模擬試験サンプル & Managing-Human-Capital合格記

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WGU Managing Human Capital C202 認定 Managing-Human-Capital 試験問題 (Q44-Q49):

質問 # 44
How can human resource managers increase procedural fairness in the hiring process?

正解：C

解説：
Procedural fairness in the hiring process can be increased by implementing validated selection methods that are directly related to the job requirements. This includes using standardized tests, structured interviews, and job simulations that have been scientifically proven to predict job performance. These methods ensure that all candidates are evaluated consistently and objectively based on their qualifications and abilities relevant to the job, thereby reducing biases and enhancing the perceived fairness of the selection process.
References:
Dessler, G. (2020).Human Resource Management. Pearson.
Boudreau, J. W., & Cascio, W. F. (2017).Applied Psychology in Talent Management. Sage Publications.


質問 # 45
Employees are allowed to have flexible work schedules.
Which form of compensation is represented in this example?

正解：B

解説：
Flexible work schedules are considered a form of nonfinancial compensation because they do not directly increase an employee's monetary earnings. Instead, they offer value through improved work-life balance, increased autonomy, and greater job satisfaction. Nonfinancial compensation can include various perks and benefits that enhance an employee's quality of life, contributing to their overall well-being and job satisfaction without direct financial incentives.
References
* Managing Human Capital Textbook
* "Strategic Compensation: A Human Resource Management Approach" by Joseph J. Martocchio
* SHRM (Society for Human Resource Management) guidelines on nonfinancial compensation


質問 # 46
Which behavior from a manager qualifies as workplace bullying?

正解：D

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 # 47
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?

正解：A

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 # 48
What is an example of a situational interview question?

正解：D

解説：
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.


質問 # 49
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