BTW, DOWNLOAD part of DumpStillValid Managing-Human-Capital dumps from Cloud Storage: https://drive.google.com/open?id=1OtFFlupi7eVfspUyKrewWUf8TKghpbP_
Having more competitive advantage means that you will have more opportunities and have a job that will satisfy you. This is why more and more people have long been eager for the certification of Managing-Human-Capital. There is no doubt that obtaining this Managing-Human-Capital certification is recognition of their ability so that they can find a better job and gain the social status that they want. Most people are worried that it is not easy to obtain the certification of Managing-Human-Capital, so they dare not choose to start. We are willing to appease your troubles and comfort you. We are convinced that our Managing-Human-Capital test material can help you solve your problems. Compared to other learning materials, our products are of higher quality and can give you access to the Managing-Human-Capital certification that you have always dreamed of. Now let me introduce our Managing-Human-Capital test questions for you. I will show you our study materials.
| Certification Vendor: | Western Governors University |
|---|---|
| Exam Name: | Managing Human Capital |
| Exam Number: | C202 |
| Exam Format: | Objective Assessment, Scenario-Based Questions, Multiple Choice |
| Exam Duration: | 120 minutes |
| Available Languages: | English |
| Passing Score: | Competency-Based Pass |
| Related Certifications: | MBA Business Management Programs MSML |
| Certificate Validity Period: | No Expiration |
| Real Exam Qty: | 60-70 |
| 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/ |
>> Test Managing-Human-Capital Pattern <<
The WGU Managing-Human-Capital desktop practice exam software is customizable and suits the learning needs of candidates. A free demo of the WGU Managing Human Capital C202 (Managing-Human-Capital) desktop software is available for sampling purposes. You can change WGU Managing-Human-Capital Practice Exam's conditions such as duration and the number of questions. This simulator creates a WGU Managing Human Capital C202 (Managing-Human-Capital) real exam environment that helps you to get familiar with the original test.
| Topic | Details |
|---|---|
| Topic 1 |
|
| Topic 2 |
|
| Topic 3 |
|
| Topic 4 |
|
| Topic 5 |
|
NEW QUESTION # 47
Which area has the main functions of staffing, health, safety, employee-management relations, rewards, benefits, training, development, and performance management?
Answer: D
Explanation:
* Scope of HRM: Human resource management (HRM) covers a wide range of functions critical to managing an organization's workforce.
* Key Functions:
* Staffing: Recruiting, selecting, and onboarding employees.
* Health and Safety: Ensuring a safe workplace and promoting employee well-being.
* Employee-Management Relations: Managing interactions between employees and management to maintain a positive work environment.
* Rewards and Benefits: Designing compensation packages and benefits that attract and retain talent.
* Training and Development: Providing learning opportunities to enhance employee skills and career growth.
* Performance Management: Evaluating and improving employee performance to align with organizational goals.
* Objective: The main objective of HRM is to maximize employee performance and ensure that human capital contributes effectively to the achievement of organizational goals.
References:
* Fundamentals of Human Resource Management by Gary Dessler
* SHRM guidelines and best practices in HRM
NEW QUESTION # 48
What is a benefit of internal recruiting?
Answer: A
Explanation:
Internal recruiting involves filling job vacancies with current employees from within the organization. One significant benefit of this approach is that it enhances employee engagement and morale. When employees see that the organization values their growth and offers opportunities for advancement, they are more likely to be motivated, committed, and loyal. This practice also reduces the time and cost associated with onboarding and training new hires, as internal candidates are already familiar with the company's culture and processes.
References:
Dessler, G. (2020).Human Resource Management. Pearson.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019).Human Resource Management: Gaining a Competitive Advantage. McGraw-Hill Education.
NEW QUESTION # 49
What are employees experiencing if they are motivated by finding fulfillment in their work?
Answer: D
Explanation:
When employees are motivated by finding fulfillment in their work, they are experiencing intrinsic motivation.
Intrinsic motivation comes from within the individual and is driven by personal satisfaction, the enjoyment of the task itself, and a sense of accomplishment. Unlike extrinsic motivation, which relies on external rewards such as money or recognition, intrinsic motivation is rooted in the inherent interest or pleasure in the activity.
References
* Managing Human Capital Textbook
* "Drive: The Surprising Truth About What Motivates Us" by Daniel H. Pink
* SHRM (Society for Human Resource Management) guidelines on employee motivation
NEW QUESTION # 50
Why is human resource planning an important human resource management activity?
Answer: B
Explanation:
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
NEW QUESTION # 51
A manager gives an employee a verbal warning for being tardy. The employee arrives late to work one more time the following week.
What is the next step if the manager is using progressive discipline?
Answer: B
Explanation:
Progressive discipline is a structured and systematic approach used by managers to address employee misconduct or performance issues by applying increasingly severe penalties for repeated offenses. According toHuman Resource Management, 16th Editionby Gary Dessler, progressive discipline is designed to give employees clear notice of unacceptable behavior and a fair opportunity to correct it before more serious action is taken.
The typical sequence of progressive discipline begins with averbal warning, followed by awritten warning, thensuspension, and finallyterminationif the behavior continues. In this case, the employee has already received a verbal warning for tardiness. When the employee arrives late again the following week, the manager must move to the next formal step in the disciplinary process. That step is issuing awritten warning, which formally documents the problem, specifies expectations for improvement, and warns the employee of possible future consequences if the behavior persists.
Skipping directly to harsher penalties such as suspension, demotion, or termination would violate the principles of fairness and due process emphasized in effective human resource management. Progressive discipline ensures consistency, legal defensibility, and transparency, while reinforcing organizational standards. Thus, based on established HRM practices, the correct next step after a verbal warning is awritten warning.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Discipline and Employee Relations
NEW QUESTION # 52
......
Managing-Human-Capital Hottest Certification: https://www.dumpstillvalid.com/Managing-Human-Capital-prep4sure-review.html
What's more, part of that DumpStillValid Managing-Human-Capital dumps now are free: https://drive.google.com/open?id=1OtFFlupi7eVfspUyKrewWUf8TKghpbP_