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WGU Managing-Human-Capital Exam Syllabus Topics:

SectionObjectives
Topic 1: Employee Relations and Workplace Safety- Workplace Management
  • 1. Conflict Resolution
  • 2. Health and Safety Programs
  • 3. Risk Management
  • 4. Employee Engagement
Topic 2: Performance Management and Compensation- Performance Systems
  • 1. Employee Motivation
  • 2. Benefits Administration
  • 3. Compensation Strategies
  • 4. Performance Appraisal
Topic 3: The Role of Human Resource Management in Business- Organizational Culture
  • 1. Ethics in HRM
  • 2. Global HRM
  • 3. Leadership Development
  • 4. Diversity and Inclusion
Topic 4: Analyzing Work and Human Resource Planning- Workforce Planning
  • 1. Succession Planning
  • 2. Job Analysis
  • 3. Staffing Strategies
  • 4. Recruitment and Selection
Topic 5: Legal and Regulatory Requirements- Employment Laws
  • 1. Workplace Safety
  • 2. Workplace Discrimination
  • 3. Labor Relations
  • 4. Equal Employment Opportunity
Topic 6: Strategic Human Resource Management- HRM and Organizational Strategy
  • 1. Organizational Performance
  • 2. Competitive Advantage
  • 3. Business Strategy Alignment
  • 4. Human Resource Management Functions
Topic 7: Training and Employee Development- Employee Growth
  • 1. Performance Improvement
  • 2. Career Development
  • 3. Training Programs
  • 4. Coaching and Mentoring

>> Managing-Human-Capital Exam Topics <<

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WGU Managing Human Capital C202 Sample Questions (Q15-Q20):

NEW QUESTION # 15
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?

Answer: D

Explanation:
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.


NEW QUESTION # 16
What are mandatory benefits?

Answer: B

Explanation:
Mandatory benefits are those that employers are legally required to provide to employees. These benefits typically include social security, unemployment insurance, workers' compensation, and in some regions, health insurance. The purpose of mandatory benefits is to ensure a basic level of security and protection for all employees, safeguarding their financial and physical well-being.
References
* Managing Human Capital Textbook
* "Employee Benefits" by Joseph J. Martocchio
* SHRM (Society for Human Resource Management) guidelines on mandatory benefits


NEW QUESTION # 17
What is the main reason for the failure of mergers and acquisitions?

Answer: D

Explanation:
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.
References:
* "Mergers and Acquisitions: Managing Culture and Human Resources" by Mark E. Mendenhall and Gary
R. Oddou
* McKinsey & Company articles on mergers and acquisitions


NEW QUESTION # 18
Employees are allowed to have flexible work schedules.
Which form of compensation is represented in this example?

Answer: A

Explanation:
Flexible work schedules are considered a form of nonfinancial compensation because they do not directly increase an employee's monetary earnings. Instead, they offer value through improved work-life balance, increased autonomy, and greater job satisfaction. Nonfinancial compensation can include various perks and benefits that enhance an employee's quality of life, contributing to their overall well-being and job satisfaction without direct financial incentives.
References
* Managing Human Capital Textbook
* "Strategic Compensation: A Human Resource Management Approach" by Joseph J. Martocchio
* SHRM (Society for Human Resource Management) guidelines on nonfinancial compensation


NEW QUESTION # 19
Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?

Answer: D

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 # 20
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