WGU Managing-Human-Capital模擬問題、Managing-Human-Capital試験

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WGU Managing-Human-Capital Exam Syllabus Topics:

Section	Objectives
Topic 1: Human Resource Metrics and Analytics
Topic 2: Workforce Planning and Talent Acquisition
Topic 3: Performance Management
Topic 4: Strategic Human Resource Management
Topic 5: Employee Training and Development
Topic 6: Compensation and Benefits
Topic 7: Diversity, Equity, and Inclusion in the Workplace
Topic 8: Employee Relations and Labor Law

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Managing-Human-Capital試験 & Managing-Human-Capitalテキスト

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WGU Managing Human Capital C202 認定 Managing-Human-Capital 試験問題 (Q20-Q25):

質問 # 20
Employee A and Employee B are unable to reach an agreement on how to approach a project. Their manager instructs them to sit down and quickly reach a solution that will make both employees partially happy.
Which type of conflict management strategy has the manager instructed these employees to use?

A. Accommodating
B. Avoiding
C. Compromising
D. Competing

正解：C

解説：
The compromising conflict management strategy involves both parties giving up something to reach a mutually acceptable solution. In this scenario, the manager instructs Employees A and B to find a solution that will make both of them partially happy, which is characteristic of compromising. This approach is suitable when the conflict needs a quick resolution, and both parties have equal power and are willing to make concessions. It aims for a middle-ground outcome that provides partial satisfaction to both parties involved.
References:
* Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann Conflict Mode Instrument. Xicom.
* Dessler, G. (2020). Human Resource Management. Pearson.

質問 # 21
A hiring manager researched a job applicant s social media history and discovered a post from the applicant about a family member being diagnosed with Parkinson disease. The hiring manager decided not to hire the applicant based on this discovery.
Which law did the hiring manager violate?

A. Americans with Disabilities Act of 1990
B. Fair Labor Standards Act of 1938
C. Genetic Information Nondiscrimination Act of 2008
D. Family and Medical Leave Act of 1993

正解：C

解説：
The Genetic Information Nondiscrimination Act (GINA) of 2008 also covers situations where genetic information is inadvertently obtained, such as through social media. It prohibits employers from using genetic information in making employment decisions, including hiring, firing, job assignments, and promotions. The hiring manager's decision not to hire the applicant based on a social media post about a family member's diagnosis with Parkinson's disease constitutes a violation of GINA.
References:
* Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website

質問 # 22
What is a job analysis?

A. AzA contract that includes sufficient flexibility so that workers are comfortable starting new tasks as needed and proactively finding additional ways to contribute
B. A summary that outlines the main duties and responsibilities of a job
C. A step-by-step explanation of how to complete a specific task
D. A study that first identifies the required tasks and behaviors of a job and then evaluates what is required to perform each required task

正解：D

解説：
Job analysis is a systematic process that involves identifying and documenting the essential tasks, responsibilities, and behaviors required for a job. It also assesses the qualifications, skills, and knowledge needed to perform those tasks effectively. The outcome of a job analysis includes detailed job descriptions and specifications, which are used for various HR functions such as recruitment, selection, training, performance appraisal, and compensation.
"Job and Work Analysis: Methods, Research, and Applications for Human Resource Management" by Michael T. Brannick, Edward L. Levine, and Frederick P. Morgeson Society for Human Resource Management (SHRM) guidelines on job analysis

質問 # 23
What is the main reason for the failure of mergers and acquisitions?

A. Unsuccessful marketing approach
B. Inaccurate bookkeeping
C. Poor organizational design
D. Culture mismatch

正解：D

解説：
The main reason for the failure of mergers and acquisitions is often a culture mismatch between the merging organizations. When two companies with different corporate cultures come together, clashes can occur if their values, beliefs, and ways of doing business do not align. This can lead to misunderstandings, conflicts, and a lack of cohesion, ultimately hindering the integration process and reducing the chances of a successful merger or acquisition.
References:
* "Mergers and Acquisitions: Managing Culture and Human Resources" by Mark E. Mendenhall and Gary
R. Oddou
* McKinsey & Company articles on mergers and acquisitions

質問 # 24
Which employee is experiencing functional stress?

A. Employee D feels confused due to having various conflicting priorities.
B. Employee B is reluctant to ask a work question because the manager can be harsh.
C. Employee C feels challenged to have the opportunity to work on a significant project for the senior leadership team.
D. Employee A is happy to complete standard daily tasks on time.

正解：C

解説：
Stress in the workplace can be categorized as eitherfunctional (positive)ordysfunctional (negative). According toHuman Resource Management, 16th Editionby Gary Dessler,functional stress-also known as challenge stress-occurs when moderate levels of pressure motivate employees to perform at higher levels, learn new skills, and grow professionally.
In this question, Employee C is experiencing functional stress because being assigned a significant project for senior leadership presents a meaningful challenge. This type of stress can enhance focus, creativity, and job engagement, especially when employees perceive the challenge as an opportunity rather than a threat. Dessler explains that such stress can improve performance when it is manageable and supported by adequate resources.
The other options describe dysfunctional stressors. Fear of a harsh manager, confusion due to conflicting priorities, and routine tasks without challenge either create anxiety or fail to stimulate growth. Therefore, Employee C best represents functional stress.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Health, Safety, and Stress Management

質問 # 25
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