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WGU Managing-Human-Capital Prüfungsplan:

Thema	Einzelheiten
Thema 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.
Thema 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.
Thema 3	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.
Thema 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.
Thema 5	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.

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WGU Managing Human Capital C202 Managing-Human-Capital Prüfungsfragen mit Lösungen (Q73-Q78):

73. Frage
Which activity is benefited by maintaining skills inventories for current employees?

A. Legal hiring procedures
B. Voluntary termination practices
C. Workforce redeployment efforts
D. External sourcing methods

Antwort: C

Begründung:
Askills inventoryis a database or record of employees' current skills, abilities, experiences, education, and qualifications. According toHuman Resource Management, 16th Editionby Gary Dessler, maintaining accurate skills inventories is especially valuable forworkforce redeployment efforts.
Dessler explains that organizations use skills inventories to match employees with internal job openings, project assignments, or new roles when business needs change. During restructuring, downsizing, or strategic shifts, skills inventories allow management to identify employees who can be reassigned or retrained rather than laid off. This supports internal mobility, reduces turnover costs, and preserves organizational knowledge.
Skills inventories are not primarily used for voluntary termination practices or legal hiring procedures. While they may indirectly support staffing decisions, they are far more critical for internal workforce planning than for external sourcing. External sourcing focuses on recruiting talent from outside the organization, whereas skills inventories emphasize maximizing the use of existing human capital.
Therefore, the activity most directly benefited by maintaining skills inventories isworkforce redeployment efforts.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Workforce Planning, Succession Planning, and Talent Management

74. Frage
What is an advantage of a pay-for-performance plan?

A. It rewards those who are most knowledgeable.
B. It connects performance with intrinsic motivation.
C. It provides a positive reinforcement method.
D. It recognizes the most tenured employees.

Antwort: C

Begründung:
A pay-for-performance plan is advantageous because it provides a method of positive reinforcement, which directly links an employee's compensation to their performance. This system incentivizes employees to achieve high performance by rewarding them with financial bonuses or raises based on their achievements.
Positive reinforcement encourages desirable behaviors and high productivity, aligning individual performance with organizational goals.
References
* Managing Human Capital Textbook
* "Pay for Performance: Evaluating Performance Appraisal and Merit Pay" by George T. Milkovich and Alexandra K. Wigdor
* SHRM (Society for Human Resource Management) guidelines on pay-for-performance plans

75. Frage
What makes an organization a closed union shop?

A. It has a policy against union membership for employees.
B. It considers only nonunion employees for promotions.
C. It hires and employs current union members exclusively.
D. It allows employees to choose whether they join a union.

Antwort: C

Begründung:
Aclosed union shopis a workplace in which employers agree to hire and employonly workers who are already members of a union. According toHuman Resource Management, 16th Editionby Gary Dessler, this arrangement gives unions significant control over workforce entry by restricting employment exclusively to union members.
Dessler explains that closed shops were once common but are now illegal in the United States under the Taft- Hartley Act. However, understanding the concept remains important for distinguishing it from other union arrangements, such as union shops and agency shops. In contrast, a union shop allows nonunion employees to be hired but requires them to join the union after a certain period.
Options involving voluntary union membership or nonunion-only policies do not define a closed shop.
Therefore, the defining feature of a closed union shop is that ithires and employs current union members exclusively.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Labor Relations and Union Structures

76. Frage
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. Competing
B. Accommodating
C. Avoiding
D. Compromising

Antwort: D

Begründung:
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

77. Frage
What are mandatory benefits?

A. Benefits that are customarily provided to employees and are rarely denied
B. Benefits that are in high demand and attract the most desirable candidates
C. Benefits that are required by the employer to be provided to employees
D. Benefits that are required by law to be provided to employees

Antwort: D

Begründung:
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

78. Frage
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