Practice WGU Managing-Human-Capital Questions | Exam Managing-Human-Capital Blueprint

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WGU Managing-Human-Capital Exam Syllabus Topics:

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

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WGU Managing Human Capital C202 Sample Questions (Q56-Q61):

NEW QUESTION # 56
What makes an organization a closed union shop?

Answer: D

Explanation:
A closed union shop is a type of union security agreement where an employer agrees to hire only individuals who are already members of a union. This means that all employees must be union members before they can be employed by the organization. This arrangement ensures that all workers are unionized, thereby enhancing the union's negotiating power and ensuring collective bargaining coverage for all employees. Closed shop agreements are less common today due to various legal restrictions in many jurisdictions.References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Gould, W. B. (2019). A Primer on American Labor Law. Cambridge University Press.


NEW QUESTION # 57
What is an example of a situational interview question?

Answer: C

Explanation:
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.


NEW QUESTION # 58
What guides the development of training content and delivery methods?

Answer: C

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 # 59
Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?

Answer: B

Explanation:
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


NEW QUESTION # 60
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: B

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 # 61
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