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WGU Managing-Human-Capital Exam Overview:

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

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WGU Managing-Human-Capital Prüfungsplan:

Thema	Einzelheiten
Thema 1	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.
Thema 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.
Thema 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.
Thema 4	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.
Thema 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 Managing-Human-Capital Prüfungsfragen mit Lösungen (Q48-Q53):

48. Frage
Which characteristic of an employee demonstrates a strong person-organization fit?

A. Completes all projects accurately and on time
B. Is highly qualified to perform the job
C. Is responsible for training coworkers
D. Shows deep commitment to the organization

Antwort: D

Begründung:
Person-organization fit refers to the compatibility between an employee and the organization in terms of values, beliefs, and culture. An employee who demonstrates a strong person-organization fit shows deep commitment to the organization, aligning their personal values with the company's mission and culture. This commitment often leads to higher job satisfaction, better performance, and lower turnover rates.
"Organizational Behavior" by Stephen P. Robbins and Timothy A. Judge
Articles on person-organization fit from the Society for Human Resource Management (SHRM)

49. Frage
What is the primary purpose of progressive discipline?

A. To ensure that legal regulations are followed when collecting performance-based feedback
B. To make employees aware of performance problems using the least severe action necessary to motivate change
C. To ensure that the maximum corrective action is administered to correct future performance issues
D. To provide a method for managers to fairly administer performance evaluations that are free from biases

Antwort: B

Begründung:
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

50. Frage
Which legislation was established for federal contractors to take proactive steps in affirmative action within their workforces?

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

Antwort: C

Begründung:
* 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

51. Frage
How can job design benefit an organization?

A. By creating positions that motivate managers to segment work into very simple elements, removing opportunities for creativity and increasing efficiency
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 can push an employee to the highest level of output for the benefit of the organization
D. By creating positions that require consistent performance from employees, which increases the organization's output

Antwort: B

52. Frage
What is an example of a customary benefit?

A. Retirement plan
B. Workers' compensation
C. Social Security
D. Unemployment insurance

Antwort: A

Begründung:
Customary benefits are benefits that employers commonly provide but arenot legally required. According toHuman Resource Management, 16th Editionby Gary Dessler, these benefits are offered to remain competitive in the labor market and to attract and retain employees.
Retirement plans, such as employer-sponsored pension plans or 401(k) contributions, are classic examples of customary benefits. While highly valued by employees, employers are not legally mandated to provide them.
In contrast, workers' compensation, Social Security, and unemployment insurance are mandatory benefits required by law.
Dessler explains that customary benefits allow organizations flexibility in designing compensation packages that align with their strategy and workforce needs. Thus, the correct example of a customary benefit is aretirement plan.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Benefits and Total Rewards

53. Frage
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