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WGU Managing-Human-Capital Exam Syllabus Topics:

TopicDetails
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
  • 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 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
  • 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.

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WGU Managing Human Capital C202 Sample Questions (Q20-Q25):

NEW QUESTION # 20
What is an example of affirmative action in an 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 # 21
Why do employees who exhibit continuance commitment choose to remain employed with an organization?

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 # 22
Within how many hours must an employer notify the Occupational Safety and Health Administration (OSHA) when a workplace fatality occurs or three or more employees are hospitalized?

Answer: A

Explanation:
According toHuman Resource Management, 16th Editionby Gary Dessler, employers are legally required to report serious workplace incidents to the Occupational Safety and Health Administration (OSHA) within a specified time frame. OSHA regulations mandate that an employer must notify OSHAwithin 8 hoursof a workplace fatality or whenthree or more employees are hospitalizedas a result of a work-related incident.
This reporting requirement is part of OSHA's broader mission to ensure safe and healthy working conditions by allowing the agency to investigate severe incidents promptly. Timely reporting enables OSHA to assess hazards, enforce safety standards, and prevent similar incidents in the future. Failure to comply with these reporting requirements can result in significant penalties and legal consequences for employers.
Dessler emphasizes that managers must be familiar with OSHA notification rules as part of their responsibility for employee safety and health. Immediate reporting reflects an organization's commitment to legal compliance and reinforces the importance of maintaining a safe workplace. Therefore, the correct answer is8 hours.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Safety and Health


NEW QUESTION # 23
Which type of work culture utilizes hiring, retaining, developing, and motivating employees while making work assignments that are connected to data or outcomes?

Answer: C

Explanation:
A performance culture is one that focuses on achieving specific results and aligning employee activities with the organization's strategic goals. In this type of culture, hiring, retaining, developing, and motivating employees are driven by data and outcomes. Performance metrics are used to make work assignments and evaluate employee contributions to ensure that the organizational objectives are met effectively and efficiently.
References:
* "High Performance Work Systems" by David A. Buchanan and Andrzej A. Huczynski, "Organizational Behavior"
* Society for Human Resource Management (SHRM) articles on performance culture


NEW QUESTION # 24
What is a benefit to the employer of providing a healthy and safe work environment?

Answer: B

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 # 25
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