Managing-Human-Capital시험준비자료 - Managing-Human-Capital자격증참고서

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WGU Managing-Human-Capital Exam Overview:

Certification Vendor:Western Governors University
Exam Name:Managing Human Capital
Exam Number:C202
Certificate Validity Period:Not applicable (course completion requirement)
Exam Format:Computer-based, Objective Assessment (proctored multiple-choice exam)
Exam Price:Included in WGU tuition
Available Languages:English
Passing Score:Competency-based (Pass/Not Pass; threshold not publicly disclosed)
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-Capital인증시험은 현재IT업계에서 아주 인기 있는 시험입니다.많은 IT인사들이 관연 자격증을 취득하려고 노력하고 있습니다.WGU Managing-Human-Capital인증시험에 대한 열기는 식지 않습니다.WGU Managing-Human-Capital자격증은 여러분의 사회생활에 많은 도움이 될 것이며 연봉상승 등 생활보장에 업그레이드 될 것입니다.

WGU Managing-Human-Capital 시험요강:

주제소개
주제 1
  • 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.
주제 2
  • 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.
주제 3
  • 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.
주제 4
  • 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.
주제 5
  • 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.

최신 Courses and Certificates Managing-Human-Capital 무료샘플문제 (Q53-Q58):

질문 # 53
A manager meets with an employee to praise the employee for achieving monthly sales goals.
Which performance management technique did this manager implement?

정답：D

설명：
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


질문 # 54
Which type of benefit is typically more secure for unionized workers than for nonunionized workers?

정답：D

설명：
Unionized workers typically enjoy more secure benefits compared to nonunionized workers, with guaranteed pensions being one of the most secure. Unions negotiate defined benefit pension plans that promise a specified monthly benefit at retirement, which is often based on factors such as salary history and years of service. These plans provide financial security for employees upon retirement and are less common in nonunionized workplaces, where defined contribution plans like 401(k)s are more prevalent.
References:
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019).Human Resource Management: Gaining a Competitive Advantage. McGraw-Hill Education.
Freeman, R. B., & Medoff, J. L. (1984).What Do Unions Do?. Basic Books.


질문 # 55
What makes an organization a closed union shop?

정답：D

설명：
Aclosed union shopis a workplace in which employers agree to hire and employonly workers who are already members of a union. According toHuman Resource Management, 16th Editionby Gary Dessler, this arrangement gives unions significant control over workforce entry by restricting employment exclusively to union members.
Dessler explains that closed shops were once common but are now illegal in the United States under the Taft- Hartley Act. However, understanding the concept remains important for distinguishing it from other union arrangements, such as union shops and agency shops. In contrast, a union shop allows nonunion employees to be hired but requires them to join the union after a certain period.
Options involving voluntary union membership or nonunion-only policies do not define a closed shop.
Therefore, the defining feature of a closed union shop is that ithires and employs current union members exclusively.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Labor Relations and Union Structures


질문 # 56
Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?

정답：C

설명：
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.
References:
* Fair Labor Standards Act of 1938, U.S. Department of Labor (DOL) website


질문 # 57
What is an example of the perception of personal loss leading to bias?

정답：B

설명：
* 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


질문 # 58
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