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WGU Managing-Human-Capital Exam Syllabus Topics:

Section	Objectives
Compensation and Benefits
Human Resource Metrics and Analytics
Employee Training and Development
Diversity, Equity, and Inclusion in the Workplace
Strategic Human Resource Management
Performance Management
Workforce Planning and Talent Acquisition
Employee Relations and Labor Law

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최신 Courses and Certificates Managing-Human-Capital 무료샘플문제 (Q34-Q39):

질문 # 34
Which statement reflects the concept of a "culture of safety"?

A. Safety is a priority after productivity goals are met.
B. Safety is perceived as a method to increase profits.
C. Safety is a core value that is understood throughout an organization.
D. Safety is the primary factor in evaluating employee performance.

정답：C

설명：
Aculture of safetyexists when safety is deeply embedded into an organization's values, beliefs, and everyday practices. According toHuman Resource Management, 16th Editionby Gary Dessler, organizations with a strong safety culture treat safety not as a short-term priority or a compliance requirement, but as acore organizational valuethat guides behavior at all levels.
In a true culture of safety, employees and managers alike understand that safety is non-negotiable and integral to how work is performed. Safety responsibilities are shared, openly discussed, and consistently reinforced through training, leadership behavior, and organizational policies. Dessler notes that safety cultures are strongest when top management visibly supports safety initiatives and integrates them into daily operations rather than treating them as secondary to productivity.
Options suggesting that safety is only important after productivity goals are met or merely a tool for profit generation contradict the definition of a safety culture. Similarly, while safety may influence performance evaluations, it is not the sole factor. The defining characteristic of a culture of safety is thatsafety is a core value understood and practiced throughout the organization, making option C the correct answer.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Safety and Health

질문 # 35
What are mandatory benefits?

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

정답：D

설명：
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

질문 # 36
What guides the development of training content and delivery methods?

A. Training goals
B. Learning objectives
C. Evaluation methods
D. Company needs

정답：B

설명：
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.

질문 # 37
What is a characteristic of psychological contracts in the workplace?

A. They are based on shared core values between employees and their managers.
B. They are formed to encourage positive workplace environments.
C. They consist of the unwritten expectations of the employment relationship.
D. They include formal agreements made during voluntary counseling sessions.

정답：C

설명：
Apsychological contractrefers to the informal and unwritten set of expectations that exists between an employee and the employer. According toHuman Resource Management, 16th Editionby Gary Dessler, psychological contracts include beliefs about job security, career development, fairness, recognition, and mutual obligations that are not formally stated in employment contracts.
Dessler emphasizes that psychological contracts develop over time through communication, organizational culture, and managerial behavior. When employees believe these unwritten expectations are fulfilled, trust and commitment increase. When they are violated, employees may experience dissatisfaction, reduced engagement, or withdrawal behaviors.
Psychological contracts are not formal legal agreements, nor are they created through counseling sessions.
While shared values and positive environments may influence them, their defining characteristic is that they areunwritten expectationsgoverning the employment relationship. Therefore, the correct answer isthey consist of the unwritten expectations of the employment relationship.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Engagement and Organizational Culture

질문 # 38
What is an example of a customary benefit?

A. Unemployment insurance
B. Workers' compensation
C. Retirement plan
D. Social security

정답：C

설명：
A customary benefit refers to benefits that are traditionally offered by employers, though not legally required.
Retirement plans, such as 401(k) plans or pension plans, are common examples of customary benefits. These plans provide financial security for employees in their post-working years and are often used by employers to attract and retain talent by offering long-term financial planning options.
References
* Managing Human Capital Textbook
* "Employee Benefits" by Joseph J. Martocchio
* SHRM (Society for Human Resource Management) guidelines on customary benefits

질문 # 39
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