최신버전Managing-Human-Capital시험패스보장덤프시험덤프자료

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WGU Managing-Human-Capital Exam Syllabus Topics:

Section	Objectives
Strategic Human Resource Management	- HRM and Organizational Strategy 1. Human Resource Management Functions 2. Organizational Performance 3. Competitive Advantage 4. Business Strategy Alignment
Training and Employee Development	- Employee Growth 1. Performance Improvement 2. Coaching and Mentoring 3. Training Programs 4. Career Development
Analyzing Work and Human Resource Planning	- Workforce Planning 1. Succession Planning 2. Staffing Strategies 3. Job Analysis 4. Recruitment and Selection
Employee Relations and Workplace Safety	- Workplace Management 1. Risk Management 2. Health and Safety Programs 3. Employee Engagement 4. Conflict Resolution
The Role of Human Resource Management in Business	- Organizational Culture 1. Global HRM 2. Leadership Development 3. Ethics in HRM 4. Diversity and Inclusion
Performance Management and Compensation	- Performance Systems 1. Compensation Strategies 2. Performance Appraisal 3. Benefits Administration 4. Employee Motivation
Legal and Regulatory Requirements	- Employment Laws 1. Workplace Safety 2. Equal Employment Opportunity 3. Workplace Discrimination 4. Labor Relations

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최신 Courses and Certificates Managing-Human-Capital 무료샘플문제 (Q36-Q41):

질문 # 36
Which legislation was established for federal contractors to take proactive steps in affirmative action within their workforces?

A. Worker Adjustment and Retraining Notification Act
B. Civil Rights Act
C. Fair Labor Standards Act
D. Executive Order 11246

정답：D

설명：
* Executive Order 11246: Signed by President Lyndon B. Johnson in 1965, this order requires federal contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of their employment.
* Affirmative Action Plans: Contractors must develop and implement affirmative action plans to promote diversity and eliminate discrimination based on race, color, religion, sex, sexual orientation, gender identity, or national origin.
* Enforcement: The Office of Federal Contract Compliance Programs (OFCCP) enforces these requirements and conducts compliance evaluations to ensure adherence.
* Impact on Federal Contractors: This legislation has significantly impacted hiring practices and policies within organizations that do business with the federal government, promoting a more diverse and equitable workforce.
References:
* Executive Order 11246, Office of Federal Contract Compliance Programs (OFCCP)
* U.S. Department of Labor, Affirmative Action Overview

질문 # 37
Which tool may be used during the learning level of Kirkpatrick's training evaluation?

A. Survey
B. Long-term observation
C. Simulation
D. Performance appraisal

정답：A

설명：
The learning level of Kirkpatrick's training evaluation model measures the degree to which participants have acquired the intended knowledge, skills, and attitudes based on their participation in the training. A survey is an effective tool at this level as it can assess participants' perceptions of their learning and gather feedback on the training's content and delivery. Surveys can be designed to include specific questions related to the learning objectives and can provide quantitative data on the effectiveness of the training.
References
* Managing Human Capital Textbook
* "Evaluating Training Programs: The Four Levels" by Donald Kirkpatrick and James Kirkpatrick
* SHRM (Society for Human Resource Management) guidelines on training evaluation

질문 # 38
What is organizational design?

A. Allocating, coordinating, and supervising tasks to achieve organizational aims
B. Selecting and managing aspects of organizational structure in order to facilitate organizational goal achievement
C. Using a graphic representation of the structure of an organization to see the relationships between the organization's positions
D. Making decisions about how to plan and organize work and exercise authority

정답：B

설명：
Organizational design involves configuring the structure of an organization to effectively achieve its goals.
This includes determining the best ways to allocate resources, coordinate activities, and supervise tasks. The aim is to create an optimal organizational framework that enhances communication, improves efficiency, and supports the achievement of strategic objectives. It includes decisions about hierarchy, departmentalization, span of control, and formalization.
References:
* "Organization Design: A Guide to Building Effective Organizations" by Naomi Stanford
* Harvard Business Review articles on organizational design

질문 # 39
Which term refers to guidelines that show how to perform a task in an organization?

A. Codes
B. Rules
C. Procedures
D. Policies

정답：C

설명：
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.

질문 # 40
A manager and an employee go on a lunch break together. The manager tells the employee about another coworker that received discipline. The manager discloses to the employee that the coworker was reprimanded for poor performance.
Which part of this scenario involves an ethical dilemma?

A. The employee listening to what the manager shared
B. The manager having an unofficial one-on-one conversation with the employee
C. The manager disclosing the discipline of the coworker to the employee
D. The employee going on a lunch break with the manager

정답：C

설명：
* Confidentiality Breach: The manager discussing the disciplinary actions taken against another employee violates the principle of confidentiality. Disciplinary actions are private matters and should only be shared with those directly involved or authorized personnel.
* Professional Ethics: According to professional ethics, particularly in HR and management, sensitive information about employees should not be disclosed to others who do not have a legitimate need to know.
* Trust and Morale: Such disclosures can erode trust within the team and negatively impact morale, as employees might feel their privacy is not respected.
* Legal Implications: There could be potential legal implications if the disclosed information is used improperly or causes harm to the reputation of the disciplined employee.
References:
* Society for Human Resource Management (SHRM) Code of Ethical and Professional Standards
* HR Confidentiality Policies and Best Practices

질문 # 41
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