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The WGU Managing-Human-Capital certification exam is one of the top rated career advancement certification exams in the market. This WGU Managing Human Capital C202 (Managing-Human-Capital) exam is designed to prove candidates' skills and knowledge levels. By doing this the WGU Managing-Human-Capital certificate holders can gain multiple personal and professional benefits. These benefits assist the Managing-Human-Capital Exam holder to pursue a rewarding career in the highly competitive market and achieve their career objectives in a short time period.

WGU Managing-Human-Capital Exam Overview:

Certification Vendor:WGU (Western Governors University)
Exam Name:WGU Managing Human Capital
Exam Number:C202 / Managing-Human-Capital
Related Certifications:Master of Science in Human Resource Management
Master of Business Administration (MBA)
Available Languages:English
Real Exam Qty:50–75
Exam Duration:45–120
Passing Score:700/1000 or 70%
Exam Price:Included in program tuition; no separate fee
Exam Format:Scenario-based, Multiple Choice, Objective Assessment
Certificate Validity Period:Valid while enrolled; no expiration after completion
Recommended Training:WGU Course Materials
Exam Registration:WGU Student Portal
Sample Questions:WGU Managing-Human-Capital Sample Questions
Exam Way:Online proctored assessment
Pre Condition:Enrollment in WGU graduate business or HR program; no prior exams required
Official Syllabus URL:https://www.wgu.edu/

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WGU Managing-Human-Capital Exam Syllabus Topics:

TopicDetails
Topic 1
  • 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 2
  • 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 3
  • 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 4
  • 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.
Topic 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.

WGU Managing Human Capital C202 Sample Questions (Q31-Q36):

NEW QUESTION # 31
Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?

Answer: A

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.
Fair Labor Standards Act of 1938, U.S. Department of Labor (DOL) website


NEW QUESTION # 32
Which type of work culture utilizes hiring, retaining, developing, and motivating employees while making work assignments that are connected to data or outcomes?

Answer: A

Explanation:
A performance culture is one that focuses on achieving specific results and aligning employee activities with the organization's strategic goals. In this type of culture, hiring, retaining, developing, and motivating employees are driven by data and outcomes. Performance metrics are used to make work assignments and evaluate employee contributions to ensure that the organizational objectives are met effectively and efficiently.
"High Performance Work Systems" by David A. Buchanan and Andrzej A. Huczynski, "Organizational Behavior" Society for Human Resource Management (SHRM) articles on performance culture


NEW QUESTION # 33
What describes a bona fide occupational qualification under Title VII of the Civil Rights Act of 1964?

Answer: B

Explanation:
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


NEW QUESTION # 34
What is the definition of staffing?

Answer: B

Explanation:
* Definition of Staffing: Staffing encompasses a series of activities aimed at ensuring the organization has the right people in the right jobs at the right time.
* Components:
* Planning: Assessing current and future staffing needs based on organizational goals.
* Acquiring: Recruiting and selecting candidates who fit the organizational culture and job requirements.
* Deploying: Placing employees in roles where they can be most effective.
* Retaining: Implementing strategies to keep talented employees engaged and committed to the organization.
* Importance: Effective staffing ensures that the organization has the human capital necessary to achieve its objectives and maintain a competitive edge.
References:
* Human Resource Management theories and practices
* Strategic Staffing models and frameworks


NEW QUESTION # 35
What guides the development of training content and delivery methods?

Answer: D

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 # 36
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