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WGU Managing-Human-Capital Exam Overview:

Certification Vendor:Western Governors University
Exam Name:Managing Human Capital
Exam Number:C202
Exam Format:Computer-based, Objective Assessment (proctored multiple-choice exam)
Available Languages:English
Passing Score:Competency-based (Pass/Not Pass; threshold not publicly disclosed)
Certificate Validity Period:Not applicable (course completion requirement)
Exam Price:Included in WGU tuition
Recommended Training:WGU Programs and Course Resources
Exam Registration:WGU Official Site
Sample Questions:WGU Managing-Human-Capital Sample Questions
Exam Way:Online proctored assessment (remote)
Pre Condition:No strict prerequisites; typically part of enrollment in a WGU business degree program
Official Syllabus URL:https://www.wgu.edu

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WGU Managing-Human-Capital Exam Syllabus Topics:

TopicDetails
Topic 1
  • 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 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
  • 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 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
  • 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.

WGU Managing Human Capital C202 Sample Questions (Q30-Q35):

NEW QUESTION # 30
What guides the development of training content and delivery methods?

Answer: B

Explanation:
The development of training content and delivery methods is guided by clearly defined learning objectives.
Learning objectives specify what employees are expected to learn and achieve by the end of the training program. They provide a clear direction for designing the training materials, selecting appropriate instructional methods, and evaluating the effectiveness of the training. By aligning training content with specific learning objectives, organizations ensure that the training is relevant, targeted, and effective in meeting both employee and organizational needs.
References:
Noe, R. A. (2020).Employee Training and Development. McGraw-Hill Education.
Blanchard, P. N., & Thacker, J. W. (2013).Effective Training: Systems, Strategies, and Practices. Pearson.


NEW QUESTION # 31
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:
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.


NEW QUESTION # 32
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: A

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 # 33
What explains how (or the sequence of steps) to apply company guidelines to accomplish a task?

Answer: C

Explanation:
A procedure explains how to apply company guidelines to accomplish a task through a sequence of steps. It is more detailed than a policy and provides the exact steps to follow in order to ensure consistency and efficiency in task completion.
References:
* Managing Human Capital Textbook
* HR best practices from SHRM (Society for Human Resource Management)


NEW QUESTION # 34
What is a cost associated with avoidable voluntary turnover?

Answer: A

Explanation:
Avoidable voluntary turnover occurs when employees voluntarily leave the organization for preventable reasons, such as dissatisfaction with pay, management, or working conditions. According toHuman Resource Management, 16th Editionby Gary Dessler, one of the most significant costs associated with avoidable voluntary turnover islost talent.
Dessler explains that when experienced and high-performing employees leave, organizations lose valuable knowledge, skills, and institutional memory. This loss can negatively affect productivity, customer relationships, team morale, and overall performance. Additionally, replacing talented employees requires recruitment, selection, onboarding, and training costs, further increasing the financial impact.
Severance pay is typically associated with involuntary turnover, while reorganization and discipline costs relate to internal restructuring or performance management processes. These are not primary costs of voluntary turnover.
Therefore, the key cost linked to avoidable voluntary turnover is theloss of skilled and experienced talent.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Retention, Turnover, and Workforce Planning


NEW QUESTION # 35
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