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WGU Managing-Human-Capital Exam Syllabus Topics:

TopicDetails
Topic 1
  • 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 2
  • 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 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
  • 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 5
  • 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.

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WGU Managing Human Capital C202 Sample Questions (Q46-Q51):

NEW QUESTION # 46
A recruiter requests that an applicant complete a document that requests information about the applicant s medical conditions and the medical conditions of their family members.
Which law did this recruiter violate?

Answer: B

Explanation:
The Genetic Information Nondiscrimination Act (GINA) of 2008 prohibits employers from requesting, requiring, or purchasing genetic information about an applicant or an employee, which includes family medical history. The act aims to prevent discrimination based on genetic information in both health insurance and employment. The recruiter's request for information about the applicant's medical conditions and those of their family members directly violates GINA.
Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website


NEW QUESTION # 47
Which behavior from a manager qualifies as workplace bullying?

Answer: D

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 # 48
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?

Answer: C

Explanation:
Conflict management strategies describe how individuals or managers handle disagreements in the workplace.
According toHuman Resource Management, 16th Editionby Gary Dessler,compromisingis a strategy in which each party gives up something to reach a mutually acceptable solution. The outcome does not fully satisfy either party but resolves the conflict quickly and fairly.
In this scenario, the manager instructs both employees to reach a solution that will make thempartially happy, which directly aligns with the definition of compromise. Dessler explains that compromise is particularly useful when time is limited and when maintaining working relationships is important. It allows progress without prolonged conflict, even though it may not produce the optimal solution.
Avoiding would involve ignoring the conflict, competing would result in one party winning at the expense of the other, and accommodating would require one employee to fully give in. None of these match the manager' s instruction. Therefore, the correct answer iscompromising.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Relations and Conflict Management


NEW QUESTION # 49
A manager meets with an employee to praise the employee for achieving monthly sales goals.
Which performance management technique did this manager implement?

Answer: C

Explanation:
The manager implemented the technique of positive feedback by praising the employee for achieving monthly sales goals. Positive feedback involves recognizing and affirming good performance, which helps to reinforce desirable behaviors and motivate employees. It is a critical component of effective performance management because it not only acknowledges the employee's efforts and achievements but also encourages them to maintain or improve their performance.
References
* Managing Human Capital Textbook
* "The Power of Feedback: Giving, Seeking, and Using Feedback for Performance Improvement" by Manuel London
* SHRM (Society for Human Resource Management) guidelines on performance feedback


NEW QUESTION # 50
What is an example of a customary benefit?

Answer: C

Explanation:
Customary benefits are benefits that employers commonly provide but arenot legally required. According toHuman Resource Management, 16th Editionby Gary Dessler, these benefits are offered to remain competitive in the labor market and to attract and retain employees.
Retirement plans, such as employer-sponsored pension plans or 401(k) contributions, are classic examples of customary benefits. While highly valued by employees, employers are not legally mandated to provide them.
In contrast, workers' compensation, Social Security, and unemployment insurance are mandatory benefits required by law.
Dessler explains that customary benefits allow organizations flexibility in designing compensation packages that align with their strategy and workforce needs. Thus, the correct example of a customary benefit is aretirement plan.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Benefits and Total Rewards


NEW QUESTION # 51
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