Managing-Human-Capital Prüfungsfragen, Managing-Human-Capital Fragen und Antworten, WGU Managing Human Capital C202

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WGU Managing-Human-Capital Exam Syllabus Topics:

Section	Weight	Objectives
Performance Management	25%	- Performance Measurement and Improvement 1. Discipline and improvement plans 2. Performance appraisal methods 3. Goal setting and feedback systems
Strategic Human Capital Management	20%	- HRM and Business Strategy Alignment 1. Workforce planning and job analysis 2. Legal and ethical frameworks 3. Role of HR in competitive advantage
Maximizing Employee Contribution	10%	- Organizational Effectiveness 1. HR metrics and value creation 2. Empowerment and team dynamics
Employee Motivation and Development	20%	- Learning and Development 1. Career development and organizational learning 2. Motivation theories and applications 3. Training design and evaluation (Kirkpatrick model)
Talent Management Strategies	25%	- Talent Acquisition and Retention 1. Sourcing, recruiting, and selection processes 2. Diversity, EEO, and affirmative action 3. Employee engagement and retention strategies

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WGU Managing Human Capital C202 Managing-Human-Capital Prüfungsfragen mit Lösungen (Q12-Q17):

12. Frage
What are employees experiencing if they are motivated by finding fulfillment in their work?

A. External motivation
B. Intrinsic motivation
C. Extrinsic motivation
D. Incentive motivation

Antwort: B

Begründung:
Motivation can originate from internal or external sources. According toHuman Resource Management, 16th Editionby Gary Dessler,intrinsic motivationoccurs when employees are driven by internal satisfaction, enjoyment, or fulfillment derived from the work itself rather than external rewards.
Employees who find their work meaningful, challenging, or personally rewarding are intrinsically motivated.
Dessler emphasizes that intrinsic motivation is associated with higher levels of engagement, creativity, and long-term commitment because the motivation comes from within the individual rather than from pay, bonuses, or promotions.
External, extrinsic, or incentive motivation refers to behavior driven by external rewards or avoidance of punishment. Since the question specifies fulfillment from the work itself, the correct classification isintrinsic motivation.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Motivation and Engagement

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

Antwort: A

Begründung:
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.
Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website

14. Frage
Why is human resource planning an important human resource management activity?

A. It helps design a workplace for optimal efficiency and performance while also identifying the talent needed to execute a business strategy.
B. It provides a means to get the most output from each employee through rewards and punishments to drive greater profits.
C. It provides direction on how to budget the financial needs of an organization to ensure the organization remains profitable.
D. It provides guidance on how to form business goals that are in alignment with the organization s vision.

Antwort: A

Begründung:
Human resource planning is a critical function of human resource management that involves forecasting an organization's future human resource needs and planning for how to meet those needs. This includes designing jobs and workspaces for optimal efficiency, ensuring the right number of employees with the right skills are in place, and aligning human resources with the organization's strategic goals. This planning ensures the organization can meet its future demands and remain competitive.
References:
* Human Resource Planning, Society for Human Resource Management (SHRM) website

15. Frage
Which scenario illustrates how a human resources (HR) department serves as an internal consultant for managers?

A. An HR department conducts background checks on newly hired employees before they report for their first day with their manager.
B. A manager wants to address repeated employee tardiness and gets advice from the HR department about protocol before addressing the situation.
C. An HR department selects applicants who will receive job offers without seeking a manager's approval.
D. A manager informs the HR department that an employee has been late numerous times, and the HR department tells the manager to refer to the organization's policy.

Antwort: B

Begründung:
In this scenario, the HR department acts as an internal consultant by providing expert advice and guidance to the manager on handling a specific employee issue-repeated tardiness. The HR department helps the manager understand the appropriate protocol, ensuring that the manager's actions are consistent with company policies and legal requirements. This consultative role supports managers in making informed decisions and effectively addressing workplace challenges.
"Human Resource Management" by Gary Dessler
Society for Human Resource Management (SHRM) resources on HR as an internal consultant

16. Frage
How does diversity awareness improve an organization's performance?

A. Enables companies to earn more profit
B. Enables companies to have better reputations
C. Enables companies to give managers flexibility in their hiring practices
D. Enables companies to hire, retain, and motivate the best talent

Antwort: D

Begründung:
Inclusion in the workplace refers to creating an environment where all employees feel valued, respected, and have equal access to opportunities and resources. An inclusive scenario is one where team members collaborate, and everyone's ideas and contributions are considered. This encourages a sense of belonging and leverages the diverse perspectives of the entire team, leading to enhanced innovation and team performance.
The given example demonstrates this by showing a department where collaboration and open sharing of ideas are practiced.References:
* Roberson, Q. M. (2006). Disentangling the meanings of diversity and inclusion in organizations. Group
& Organization Management.
* Dessler, G. (2020). Human Resource Management. Pearson.

17. Frage
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