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WGU Managing-Human-Capital Exam Overview:

Certification Vendor:WGU (Western Governors University)
Exam Name:WGU Managing Human Capital
Exam Number:C202 / Managing-Human-Capital
Available Languages:English
Certificate Validity Period:Valid while enrolled; no expiration after completion
Passing Score:700/1000 or 70%
Exam Price:Included in program tuition; no separate fee
Exam Format:Scenario-based, Objective Assessment, Multiple Choice
Exam Duration:45–120
Related Certifications:Master of Business Administration (MBA)
Master of Science in Human Resource Management
Real Exam Qty:50–75
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
  • 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 2
  • 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 3
  • 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 4
  • 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 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.

WGU Managing Human Capital C202 Sample Questions (Q30-Q35):

NEW QUESTION # 30
Which scenario is an example of a procedure?

Answer: B

Explanation:
A procedure is a series of steps or actions that need to be followed in order to achieve a specific outcome.
Option D specifies that the store manager requires all employees to clean their workstations at the end of each shift, indicating a clear, consistent, and repeatable set of actions (steps) that employees must follow, which is the essence of a procedure.
References:
* Managing Human Capital Textbook
* SHRM (Society for Human Resource Management) guidelines on procedures


NEW QUESTION # 31
What explains how (or the sequence of steps) to apply company guidelines to accomplish a task?

Answer: A

Explanation:
A procedure explains how to apply company guidelines to accomplish a task through a sequence of steps. It is more detailed than a policy and provides the exact steps to follow in order to ensure consistency and efficiency in task completion.
References:
* Managing Human Capital Textbook
* HR best practices from SHRM (Society for Human Resource Management)


NEW QUESTION # 32
How can human resource managers increase procedural fairness in the hiring process?

Answer: D

Explanation:
Procedural fairness in the hiring process can be increased by implementing validated selection methods that are directly related to the job requirements. This includes using standardized tests, structured interviews, and job simulations that have been scientifically proven to predict job performance. These methods ensure that all candidates are evaluated consistently and objectively based on their qualifications and abilities relevant to the job, thereby reducing biases and enhancing the perceived fairness of the selection process.References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Boudreau, J. W., & Cascio, W. F. (2017). Applied Psychology in Talent Management. Sage Publications.


NEW QUESTION # 33
Within how many hours must an employer notify the Occupational Safety and Health Administration (OSHA) when a workplace fatality occurs or three or more employees are hospitalized?

Answer: B

Explanation:
According toHuman Resource Management, 16th Editionby Gary Dessler, employers are legally required to report serious workplace incidents to the Occupational Safety and Health Administration (OSHA) within a specified time frame. OSHA regulations mandate that an employer must notify OSHAwithin 8 hoursof a workplace fatality or whenthree or more employees are hospitalizedas a result of a work-related incident.
This reporting requirement is part of OSHA's broader mission to ensure safe and healthy working conditions by allowing the agency to investigate severe incidents promptly. Timely reporting enables OSHA to assess hazards, enforce safety standards, and prevent similar incidents in the future. Failure to comply with these reporting requirements can result in significant penalties and legal consequences for employers.
Dessler emphasizes that managers must be familiar with OSHA notification rules as part of their responsibility for employee safety and health. Immediate reporting reflects an organization's commitment to legal compliance and reinforces the importance of maintaining a safe workplace. Therefore, the correct answer is8 hours.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Safety and Health


NEW QUESTION # 34
What are mandatory benefits?

Answer: D

Explanation:
Mandatory benefits are benefits that employers are legally required to provide to employees. According toHuman Resource Management, 16th Editionby Gary Dessler, these benefits are established by federal and state laws to protect employees' economic security and well-being.
Examples of mandatory benefits include Social Security, unemployment insurance, workers' compensation, and in some cases family and medical leave. Employers do not have discretion over whether to offer these benefits, as failure to comply can result in legal penalties.
Dessler distinguishes mandatory benefits from voluntary or customary benefits, which employers may offer to remain competitive or attract talent. Therefore, mandatory benefits are best defined as thoserequired by law.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Benefits and Legal Compliance


NEW QUESTION # 35
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