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WGU Managing-Human-Capital Exam Syllabus Topics:

SectionWeightObjectives
Topic 1: Employee Motivation and Development20%- Learning and Development
  • 1. Career development and organizational learning
  • 2. Motivation theories and applications
  • 3. Training design and evaluation (Kirkpatrick model)
Topic 2: Maximizing Employee Contribution10%- Organizational Effectiveness
  • 1. Empowerment and team dynamics
  • 2. HR metrics and value creation
Topic 3: Performance Management25%- Performance Measurement and Improvement
  • 1. Discipline and improvement plans
  • 2. Performance appraisal methods
  • 3. Goal setting and feedback systems
Topic 4: Talent Management Strategies25%- Talent Acquisition and Retention
  • 1. Diversity, EEO, and affirmative action
  • 2. Employee engagement and retention strategies
  • 3. Sourcing, recruiting, and selection processes
Topic 5: Strategic Human Capital Management20%- HRM and Business Strategy Alignment
  • 1. Role of HR in competitive advantage
  • 2. Legal and ethical frameworks
  • 3. Workforce planning and job analysis

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WGU Managing Human Capital C202 Sample Questions (Q25-Q30):

NEW QUESTION # 25
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?

Answer: B

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 # 26
What explains how (or the sequence of steps) to apply company guidelines to accomplish a task?

Answer: D

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 # 27
Why is human resource planning an important human resource management activity?

Answer: A

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.
Human Resource Planning, Society for Human Resource Management (SHRM) website


NEW QUESTION # 28
What is the difference between sourcing and recruiting?

Answer: D

Explanation:
Sourcing and recruiting are two distinct but interrelated steps in the hiring process. Sourcing involves identifying and attracting potential candidates who have the skills and qualifications necessary to meet the organization's staffing needs. This process can include searching for candidates through various channels such as job boards, social media, networking events, and employee referrals. Once a pool of potential candidates is identified, the recruiting process begins. Recruiting involves engaging with these candidates, assessing their suitability for the role, and encouraging them to apply for the open positions. This includes activities such as conducting interviews, evaluating applications, and managing the offer process. By differentiating between sourcing and recruiting, organizations can streamline their hiring processes and ensure they attract and hire the best possible talent.
References
* Phillips, J. M., & Gully, S. M. (2015). "Strategic Staffing." Pearson Education.
* SHRM. "Sourcing Candidates."


NEW QUESTION # 29
What must an organization that incorporates an ethics and compliance program that follows the Federal Sentencing Guidelines for Organizations enable all employees to do?

Answer: A

Explanation:
* Federal Sentencing Guidelines for Organizations:These guidelines encourage organizations to implement effective ethics and compliance programs to prevent and detect violations of law.
* Anonymous Reporting:A critical component of these programs is providing a mechanism for employees to report unethical conduct without fear of retaliation. Anonymity ensures that employees feel safe to report misconduct.
* Encouraging Ethical Behavior:By enabling anonymous reporting, organizations foster an environment where ethical behavior is promoted, and issues can be addressed promptly.
* Protection for Whistleblowers:This measure protects whistleblowers from potential backlash and ensures that the organization can identify and mitigate unethical practices effectively.
References:
Federal Sentencing Guidelines for Organizations, U.S. Sentencing Commission Ethics and Compliance Programs: A Resource Guide by the U.S. Department of Justice and the SEC


NEW QUESTION # 30
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