WGU Managing-Human-Capital資格問題対応 & Managing-Human-Capitalコンポーネント

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WGU Managing-Human-Capital Exam Overview:

Certification Vendor:Western Governors University
Exam Name:Managing Human Capital
Exam Number:C202
Passing Score:Competency-Based Pass
Exam Duration:120 minutes
Available Languages:English
Certificate Validity Period:No Expiration
Real Exam Qty:60-70
Related Certifications:MSML
MBA
Business Management Programs
Exam Format:Objective Assessment, Scenario-Based Questions, Multiple Choice
Sample Questions:WGU Managing-Human-Capital Sample Questions
Exam Way:Online Proctored Objective Assessment
Pre Condition:Enrollment in a WGU business or management degree program
Official Syllabus URL:https://www.wgu.edu/

>> WGU Managing-Human-Capital資格問題対応 <<

Managing-Human-Capitalコンポーネント、Managing-Human-Capital関連問題資料

調査、研究を経って、IT職員の月給の増加とジョブのプロモーションはWGU Managing-Human-Capital資格認定と密接な関係があります。給料の増加とジョブのプロモーションを真になるために、MogiExamのWGU Managing-Human-Capital問題集を勉強しましょう。いつまでもManaging-Human-Capital試験に準備する皆様に便宜を与えるMogiExamは、高品質の試験資料と行き届いたサービスを提供します。

WGU Managing-Human-Capital 認定試験の出題範囲：

トピック出題範囲
トピック 1
  • 従業員のモチベーションと育成：この試験セクションでは、組織開発スペシャリストのスキルを評価し、従業員のモチベーションを高め、最適なパフォーマンスを引き出すための育成戦略を網羅します。受講者は、従業員のモチベーションを高める要因を理解し、育成機会を創出するためのアプローチを学びます。教材は、マネージャーが従業員のスキル向上、専門的成長の促進、そして組織の成功に貢献する意欲の高い労働力の構築に用いる手法に焦点を当てています。
トピック 2
  • 人的資本管理：人的資本管理は、従業員の貢献を最大化し、組織の卓越性を高めるために管理者が用いる戦略とツールに焦点を当てています。従業員のモチベーションを高め、育成するためのタレントマネジメント戦略と、付加価値を生み出すパフォーマンス管理のベストプラクティスを学びます。
トピック 3
  • タレントマネジメント戦略：このセクションでは、人事マネージャーのスキルを評価し、従業員のモチベーションを高め、育成するためのタレントマネジメント戦略について学びます。受講者は、組織内で人材を獲得、育成、維持するための方法を探求します。このコンテンツでは、マネージャーが従業員の能力を組織目標と整合させ、従業員のエンゲージメントと生産性を高める効果的なタレントマネジメントプログラムをどのように実施できるかについて学びます。
トピック 4
  • パフォーマンス管理のベストプラクティス：このセクションでは、人事マネージャーのスキルを評価し、付加価値を生み出すパフォーマンス管理のベストプラクティスを網羅します。受講者は、従業員のパフォーマンスを測定、評価、改善するためのシステムとプロセスを検証します。このコンテンツでは、マネージャーが明確なパフォーマンス目標を設定し、効果的なフィードバックを提供し、パフォーマンスレビューを実施し、個人と組織の成果を向上させる改善計画を実行する方法について学びます。
トピック 5
  • 従業員の貢献の最大化：このセクションでは、ビジネスマネージャーのスキルを評価し、組織の卓越性への従業員の貢献を最大化するための戦略を網羅します。受講者は、従業員の強みと能力を活用してビジネス目標を達成する方法を探究します。この教材は、従業員が最高のパフォーマンスを発揮できる環境をマネージャーがどのように構築できるか、そして個々の貢献がどのように統合されて組織全体の卓越性を生み出すかに焦点を当てています。

WGU Managing Human Capital C202 認定 Managing-Human-Capital 試験問題 (Q72-Q77):

質問 # 72
What is the difference between sourcing and recruiting?

正解：D

解説：
Sourcing and recruiting are two distinct but interrelated steps in the hiring process. Sourcing involves identifying and attracting potential candidates who have the skills and qualifications necessary to meet the organization's staffing needs. This process can include searching for candidates through various channels such as job boards, social media, networking events, and employee referrals. Once a pool of potential candidates is identified, the recruiting process begins. Recruiting involves engaging with these candidates, assessing their suitability for the role, and encouraging them to apply for the open positions. This includes activities such as conducting interviews, evaluating applications, and managing the offer process. By differentiating between sourcing and recruiting, organizations can streamline their hiring processes and ensure they attract and hire the best possible talent.References
* Phillips, J. M., & Gully, S. M. (2015). "Strategic Staffing." Pearson Education.
* SHRM. "Sourcing Candidates."


質問 # 73
Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?

正解：C

解説：
The Fair Labor Standards Act (FLSA) of 1938 establishes several key labor standards, including a national minimum wage, overtime pay eligibility, recordkeeping, and child labor regulations. The FLSA is administered by the Wage and Hour Division of the U.S. Department of Labor and ensures that workers receive fair compensation and that minors are protected in the workplace.
Fair Labor Standards Act of 1938, U.S. Department of Labor (DOL) website


質問 # 74
What is an example of the perception of personal loss leading to bias?

正解：B

解説：
* Definition of Perception of Personal Loss:This refers to the feeling that one's own opportunities or status within the organization may be threatened by certain changes or policies.
* Bias Formation:When a manager believes that hiring a diverse workforce will limit future employment opportunities, this belief stems from a perception of personal loss. The manager might feel that their own prospects or advantages are at risk due to increased competition or changes in organizational priorities.
* Impact on Diversity and Inclusion:Such a bias can negatively impact the organization's diversity and inclusion efforts. It can lead to resistance against hiring diverse candidates and maintaining a homogenous workforce, which can limit the benefits that come from a diverse team.
* Addressing the Bias:It is important to educate and train managers to understand the value of diversity, which includes improved problem-solving, creativity, and performance. Overcoming this bias helps create a more inclusive environment that benefits everyone in the organization.
References:
SHRM: Understanding and Managing Bias in the Workplace
Diversity and Inclusion Best Practices by the Human Resources Professional Association (HRPA) Studies on the impact of diversity on organizational performance by McKinsey & Company


質問 # 75
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?

正解：A

解説：
* 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


質問 # 76
Which step could a company take to prevent workplace violence?

正解：B

解説：
Preventing workplace violence requires proactive identification and management of risk factors such as stress, substance abuse, emotional distress, and personal crises. According toHuman Resource Management, 16th Editionby Gary Dessler, one effective preventive measure is tooffer and publicize an employee assistance program (EAP).
Employee assistance programs provide confidential counseling and support services for employees dealing with personal or work-related problems, including stress, depression, financial issues, and family difficulties.
Dessler explains that EAPs help reduce the likelihood that unresolved personal problems escalate into aggressive or violent behavior at work.
By making employees aware of available support resources, organizations demonstrate concern for employee well-being while also reducing safety risks. Fitness centers, performance awards, and professional development opportunities may improve morale or engagement, but they do not directly address the emotional and psychological factors linked to workplace violence.
Therefore, the most appropriate step a company can take to prevent workplace violence is tooffer and publicize an employee assistance program.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Safety, Health, and Workplace Violence Prevention


質問 # 77
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