WGU Managing-Human-Capital考題 - Managing-Human-Capital證照信息

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WGU Managing-Human-Capital 考試大綱：

主題	簡介
主題 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.
主題 2	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.
主題 3	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.
主題 4	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.
主題 5	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.

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最新的 Courses and Certificates Managing-Human-Capital 免費考試真題 (Q69-Q74):

問題 #69
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?

A. Genetic Information Nondiscrimination Act of 2008
B. Americans with Disabilities Act of 1990
C. Civil Rights Act of 1991
D. Family and Medical Leave Act of 1993

答案：A

解題說明：
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

問題 #70
Which scenario illustrates how a human resources (HR) department serves as an internal consultant for managers?

A. An HR department conducts background checks on newly hired employees before they report for their first day with their manager.
B. A manager informs the HR department that an employee has been late numerous times, and the HR department tells the manager to refer to the organization's policy.
C. An HR department selects applicants who will receive job offers without seeking a manager's approval.
D. A manager wants to address repeated employee tardiness and gets advice from the HR department about protocol before addressing the situation.

答案：D

解題說明：
In this scenario, the HR department acts as an internal consultant by providing expert advice and guidance to the manager on handling a specific employee issue-repeated tardiness. The HR department helps the manager understand the appropriate protocol, ensuring that the manager's actions are consistent with company policies and legal requirements. This consultative role supports managers in making informed decisions and effectively addressing workplace challenges.
"Human Resource Management" by Gary Dessler
Society for Human Resource Management (SHRM) resources on HR as an internal consultant

問題 #71
Employee A and Employee B are unable to reach an agreement on how to approach a project. Their manager instructs them to sit down and quickly reach a solution that will make both employees partially happy.
Which type of conflict management strategy has the manager instructed these employees to use?

A. Avoiding
B. Compromising
C. Accommodating
D. Competing

答案：B

解題說明：
Conflict management strategies describe how individuals or managers handle disagreements in the workplace.
According toHuman Resource Management, 16th Editionby Gary Dessler,compromisingis a strategy in which each party gives up something to reach a mutually acceptable solution. The outcome does not fully satisfy either party but resolves the conflict quickly and fairly.
In this scenario, the manager instructs both employees to reach a solution that will make thempartially happy, which directly aligns with the definition of compromise. Dessler explains that compromise is particularly useful when time is limited and when maintaining working relationships is important. It allows progress without prolonged conflict, even though it may not produce the optimal solution.
Avoiding would involve ignoring the conflict, competing would result in one party winning at the expense of the other, and accommodating would require one employee to fully give in. None of these match the manager' s instruction. Therefore, the correct answer iscompromising.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Relations and Conflict Management

問題 #72
What describes a bona fide occupational qualification under Title VII of the Civil Rights Act of 1964?

A. An exemption from performing essential job functions for people with specific traits
B. A characteristic that is essential to the successful performance of a relevant job function
C. A quota for workforce diversity in government agencies and large organizations
D. A provision that makes retaliation against whistleblowers illegal

答案：B

解題說明：
A bona fide occupational qualification (BFOQ) under Title VII of the Civil Rights Act of 1964 allows employers to hire employees based on characteristics typically prohibited under the act, such as religion, sex, or national origin, if these characteristics are reasonably necessary to the normal operation of a particular business. This means the characteristic must be essential to the performance of the job. For example, hiring a female actor for a female role is considered a BFOQ.
Title VII of the Civil Rights Act of 1964, U.S. Equal Employment Opportunity Commission (EEOC) website

問題 #73
What is an example of a situational interview question?

A. "What have you done to successfully turn a difficult customer into a satisfied and loyal customer?"
B. "Which type of leadership style do you prefer from your direct manager, and why do you prefer this style?"
C. "How have you handled a situation in which you and a coworker could not cooperate and had to get management involved?"
D. "How would you handle a scenario in which you are asked to do something that goes against company policy?"

答案：D

解題說明：
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.

問題 #74
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