Managing-Human-Capital완벽한시험자료, Managing-Human-Capital시험문제

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WGU Managing-Human-Capital Exam Syllabus Topics:

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

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Managing-Human-Capital시험문제, Managing-Human-Capital퍼펙트 공부자료

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최신 Courses and Certificates Managing-Human-Capital 무료샘플문제 (Q62-Q67):

질문 # 62
A manager gives an employee a verbal warning for being tardy. The employee arrives late to work one more time the following week.
What is the next step if the manager is using progressive discipline?

정답：D

설명：
Progressive discipline is a structured and systematic approach used by managers to address employee misconduct or performance issues by applying increasingly severe penalties for repeated offenses. According toHuman Resource Management, 16th Editionby Gary Dessler, progressive discipline is designed to give employees clear notice of unacceptable behavior and a fair opportunity to correct it before more serious action is taken.
The typical sequence of progressive discipline begins with averbal warning, followed by awritten warning, thensuspension, and finallyterminationif the behavior continues. In this case, the employee has already received a verbal warning for tardiness. When the employee arrives late again the following week, the manager must move to the next formal step in the disciplinary process. That step is issuing awritten warning, which formally documents the problem, specifies expectations for improvement, and warns the employee of possible future consequences if the behavior persists.
Skipping directly to harsher penalties such as suspension, demotion, or termination would violate the principles of fairness and due process emphasized in effective human resource management. Progressive discipline ensures consistency, legal defensibility, and transparency, while reinforcing organizational standards. Thus, based on established HRM practices, the correct next step after a verbal warning is awritten warning.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Discipline and Employee Relations


질문 # 63
Which scenario is an example of a procedure?

정답：C

설명：
A procedure is a series of steps or actions that need to be followed in order to achieve a specific outcome.
Option D specifies that the store manager requires all employees to clean their workstations at the end of each shift, indicating a clear, consistent, and repeatable set of actions (steps) that employees must follow, which is the essence of a procedure.
References:
* Managing Human Capital Textbook
* SHRM (Society for Human Resource Management) guidelines on procedures


질문 # 64
Which term refers to guidelines that show how to perform a task in an organization?

정답：A

설명：
Procedures are specific, step-by-step instructions that guide employees on how to perform tasks and activities within an organization. They ensure consistency, efficiency, and safety by providing detailed guidance on the correct way to complete work processes. Procedures help standardize operations, minimize errors, and ensure compliance with organizational policies and external regulations. They are crucial for training new employees, maintaining quality control, and facilitating continuous improvement.
References:
Dessler, G. (2020).Human Resource Management. Pearson.
Armstrong, M., & Taylor, S. (2020).Armstrong's Handbook of Human Resource Management Practice.
Kogan Page.


질문 # 65
What guides the development of training content and delivery methods?

정답：C

설명：
The development of training content and delivery methods is guided by clearly defined learning objectives.
Learning objectives specify what employees are expected to learn and achieve by the end of the training program. They provide a clear direction for designing the training materials, selecting appropriate instructional methods, and evaluating the effectiveness of the training. By aligning training content with specific learning objectives, organizations ensure that the training is relevant, targeted, and effective in meeting both employee and organizational needs.
References:
Noe, R. A. (2020).Employee Training and Development. McGraw-Hill Education.
Blanchard, P. N., & Thacker, J. W. (2013).Effective Training: Systems, Strategies, and Practices. Pearson.


질문 # 66
What is a driver for employee retention?

정답：D

설명：
Employee retention is strongly influenced by opportunities for growth, advancement, and long-term career development. According toHuman Resource Management, 16th Editionby Gary Dessler,succession managementis a key driver of employee retention because it signals to employees that the organization is invested in their future.
Succession management involves identifying, developing, and preparing employees for future leadership or critical roles. Dessler explains that when employees see clear career paths and development opportunities within the organization, they are more likely to remain committed and less likely to seek opportunities elsewhere.
Performance metrics and competency databases are tools used to measure and manage performance and skills, but they do not directly motivate employees to stay. External sourcing focuses on hiring from outside the organization and does not contribute to retaining existing employees. Therefore, the strongest driver of employee retention among the options issuccession management.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Career Development, Succession Planning, and Retention


질문 # 67
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