Managing-Human-Capital Zertifizierungsprüfung - Managing-Human-Capital Schulungsunterlagen

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WGU Managing-Human-Capital Exam Syllabus Topics:

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

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Managing-Human-Capital Schulungsunterlagen - Managing-Human-Capital Prüfungs-Guide

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WGU Managing Human Capital C202 Managing-Human-Capital Prüfungsfragen mit Lösungen (Q26-Q31):

26. Frage
What can encourage desired behaviors from employees when implementing organizational action plans by providing key details on how well the employees are fulfilling their job duties?

Antwort: C

Begründung:
Performance metrics are quantitative measures used to assess how well employees are fulfilling their job duties. They provide specific details on various aspects of job performance, such as productivity, quality, efficiency, and adherence to deadlines. By tracking these metrics, managers can identify areas where employees excel and where they may need additional support or training. Performance metrics help in setting clear expectations, providing feedback, and aligning employee performance with organizational goals. They are essential for implementing organizational action plans as they ensure that employees' behaviors and outcomes are aligned with the desired objectives.References
* Kaplan, R. S., & Norton, D. P. (1996). "The Balanced Scorecard: Translating Strategy into Action." Harvard Business Review Press.
* Armstrong, M. (2021). "Armstrong's Handbook of Performance Management: An Evidence-Based Guide to Delivering High Performance." Kogan Page.


27. Frage
What is a benefit of internal recruiting?

Antwort: D

Begründung:
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.


28. Frage
What is the main reason for the failure of mergers and acquisitions?

Antwort: A

Begründung:
The main reason for the failure of mergers and acquisitions is often a culture mismatch between the merging organizations. When two companies with different corporate cultures come together, clashes can occur if their values, beliefs, and ways of doing business do not align. This can lead to misunderstandings, conflicts, and a lack of cohesion, ultimately hindering the integration process and reducing the chances of a successful merger or acquisition.
"Mergers and Acquisitions: Managing Culture and Human Resources" by Mark E. Mendenhall and Gary R.
Oddou
McKinsey & Company articles on mergers and acquisitions


29. Frage
How does diversity awareness improve an organization's performance?

Antwort: D

Begründung:
Inclusion in the workplace refers to creating an environment where all employees feel valued, respected, and have equal access to opportunities and resources. An inclusive scenario is one where team members collaborate, and everyone's ideas and contributions are considered. This encourages a sense of belonging and leverages the diverse perspectives of the entire team, leading to enhanced innovation and team performance.
The given example demonstrates this by showing a department where collaboration and open sharing of ideas are practiced.
References:
Roberson, Q. M. (2006).Disentangling the meanings of diversity and inclusion in organizations. Group & Organization Management.
Dessler, G. (2020).Human Resource Management. Pearson.


30. Frage
What is an example of a situational interview question?

Antwort: C

Begründung:
Situational interview questions are designed to assess how candidates would handle hypothetical scenarios related to the job. The question "How would you handle a scenario in which you are asked to do something that goes against company policy?" requires the candidate to demonstrate their problem-solving abilities, ethical judgment, and adherence to organizational rules. This type of question helps employers gauge a candidate's potential behavior and decision-making skills in challenging situations.References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology.


31. Frage
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