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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
  • 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 4
  • 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 5
  • 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.

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WGU Managing Human Capital C202 Sample Questions (Q15-Q20):

NEW QUESTION # 15
Which term refers to guidelines that show how to perform a task in an organization?

Answer: D

Explanation:
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.


NEW QUESTION # 16
Which behavior from a manager qualifies as workplace bullying?

Answer: B

Explanation:
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


NEW QUESTION # 17
What is a benefit to the employer of providing a healthy and safe work environment?

Answer: C

Explanation:
* Healthy Work Environment: Providing a healthy and safe work environment helps prevent workplace injuries and illnesses, promoting overall well-being.
* Absenteeism Reduction: When employees are healthy, they are less likely to take time off due to illness or injury, leading to decreased absenteeism.
* Productivity and Morale: A safe work environment enhances employee morale and productivity, as employees feel valued and protected.
* Cost Savings: Reduced absenteeism also translates into cost savings for the employer, as fewer resources are spent on temporary replacements and overtime for covering absent employees.
References:
* Occupational Safety and Health Administration (OSHA) guidelines
* Studies on workplace safety and productivity by the National Institute for Occupational Safety and Health (NIOSH)


NEW QUESTION # 18
Which term refers to guidelines that show how to perform a task in an organization?

Answer: D

Explanation:
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.


NEW QUESTION # 19
What is a benefit of wellness programs for both employers and employees?

Answer: A

Explanation:
Wellness programs are organizational initiatives designed to promote employees' physical and mental well- being through activities such as fitness programs, stress management, health screenings, and lifestyle education. According toHuman Resource Management, 16th Editionby Gary Dessler, a key benefit of wellness programs for both employers and employees isimproved employee morale.
From the employee perspective, wellness programs demonstrate that the organization values their health and quality of life, which increases job satisfaction, motivation, and organizational commitment. Employees who feel supported are more engaged and experience lower stress levels. From the employer perspective, improved morale often leads to reduced absenteeism, lower turnover, and higher productivity.
Dessler notes that while wellness programs may also contribute to long-term cost savings related to healthcare and insurance, they do not eliminate the need for health insurance nor are they designed to build technical skills or directly influence promotions. Their primary shared benefit lies in fostering a healthier, more positive, and more engaged workforce.
Thus, the correct answer isimproving employee morale.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Health and Safety and Employee Benefits


NEW QUESTION # 20
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