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WGU Managing-Human-Capital Exam Syllabus Topics:

Topic	Details
Topic 1	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.
Topic 2	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.
Topic 3	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.
Topic 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.
Topic 5	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.

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WGU Managing Human Capital C202 Sample Questions (Q50-Q55):

NEW QUESTION # 50
What is a job analysis?

A. A step-by-step explanation of how to complete a specific task
B. A study that first identifies the required tasks and behaviors of a job and then evaluates what is required to perform each required task
C. AzA contract that includes sufficient flexibility so that workers are comfortable starting new tasks as needed and proactively finding additional ways to contribute
D. A summary that outlines the main duties and responsibilities of a job

Answer: B

Explanation:
Job analysis is a systematic process that involves identifying and documenting the essential tasks, responsibilities, and behaviors required for a job. It also assesses the qualifications, skills, and knowledge needed to perform those tasks effectively. The outcome of a job analysis includes detailed job descriptions and specifications, which are used for various HR functions such as recruitment, selection, training, performance appraisal, and compensation.
References:
* "Job and Work Analysis: Methods, Research, and Applications for Human Resource Management" by Michael T. Brannick, Edward L. Levine, and Frederick P. Morgeson
* Society for Human Resource Management (SHRM) guidelines on job analysis

NEW QUESTION # 51
What is an example of affirmative action in an organization?

A. Enacting a policy that race or gender may not be criteria for hiring decisions
B. Establishing a workforce outreach program for protected groups underrepresented in the organization
C. Including a statement in commercials that the organization has a diverse workforce
D. Removing identifying information from resumes so recruiters are unaware of applicants' backgrounds

Answer: B

Explanation:
* Definition of Affirmative Action: Affirmative action involves proactive efforts to improve employment or educational opportunities for underrepresented groups.
* Outreach Programs: Establishing outreach programs specifically targeted at protected groups is a clear example of affirmative action, as it aims to address and reduce disparities in workforce representation.
* Legal and Ethical Mandates: Such programs are often required by law for certain employers, especially federal contractors, and demonstrate a commitment to diversity and inclusion.
* Impact on Workforce Diversity: These initiatives can lead to a more diverse and inclusive workplace, which can enhance organizational culture and performance.
References:
* Title VII of the Civil Rights Act of 1964
* Executive Order 11246, which requires affirmative action programs for federal contractors

NEW QUESTION # 52
Why is human resource planning an important human resource management activity?

A. It provides guidance on how to form business goals that are in alignment with the organization s vision.
B. It helps design a workplace for optimal efficiency and performance while also identifying the talent needed to execute a business strategy.
C. It provides direction on how to budget the financial needs of an organization to ensure the organization remains profitable.
D. It provides a means to get the most output from each employee through rewards and punishments to drive greater profits.

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 # 53
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. Family and Medical Leave Act of 1993
C. Civil Rights Act of 1991
D. Americans with Disabilities Act of 1990

Answer: A

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.
References:
* Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website

NEW QUESTION # 54
Why is setting individual employee performance goals important to organizational success?

A. It helps align individual employees' goals with the organization's mission.
B. It standardizes performance expectations for employees across the organization.
C. It replaces the need for conducting job analyses.
D. It gives employees input in the content of performance evaluations.

Answer: A

Explanation:
Setting individual employee performance goals is essential for organizational success because it ensures that employees' efforts are directed towards the broader objectives of the organization. This alignment fosters a cohesive and motivated workforce working towards common goals, which enhances overall productivity and effectiveness. When employees understand how their personal goals contribute to the organization's mission, they are more likely to be engaged and committed to their work.
References
* Managing Human Capital Textbook
* "Performance Management: Integrating Strategy Execution, Methodologies, Risk, and Analytics" by Gary Cokins
* SHRM (Society for Human Resource Management) guidelines on performance management

NEW QUESTION # 55
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