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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
Exam Duration:	45–120
Exam Price:	Included in program tuition; no separate fee
Related Certifications:	Master of Business Administration (MBA) Master of Science in Human Resource Management
Real Exam Qty:	50–75
Certificate Validity Period:	Valid while enrolled; no expiration after completion
Exam Format:	Multiple Choice, Objective Assessment, Scenario-based
Available Languages:	English
Passing Score:	700/1000 or 70%
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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There is no doubt that we all dream of working for top companies around the globe. Some people make it through but some keep on thinking about how to break that glass. If you are among those who belong to the latter category, you should start the preparations for the WGU Managing Human Capital C202 (Managing-Human-Capital) certification exam to improve your knowledge, expertise and crack even the toughest interview easily.

WGU Managing-Human-Capital Exam Syllabus Topics:

Topic	Details
Topic 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.
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	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 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.
Topic 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.

WGU Managing Human Capital C202 Sample Questions (Q18-Q23):

NEW QUESTION # 18
Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?

A. Fair Labor Standards Act of 1938
B. Equal Pay Act of 1963
C. Rehabilitation Act of 1973
D. National Labor Relations Act of 1935

Answer: A

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 # 19
What is an example of a situational interview question?

A. "What have you done to successfully turn a difficult customer into a satisfied and loyal customer?"
B. "How would you handle a scenario in which you are asked to do something that goes against company policy?"
C. "How have you handled a situation in which you and a coworker could not cooperate and had to get management involved?"
D. "Which type of leadership style do you prefer from your direct manager, and why do you prefer this style?"

Answer: B

Explanation:
Situational interview questions are designed to assess how candidates would handle hypothetical scenarios related to the job. The question "How would you handle a scenario in which you are asked to do something that goes against company policy?" requires the candidate to demonstrate their problem-solving abilities, ethical judgment, and adherence to organizational rules. This type of question helps employers gauge a candidate's potential behavior and decision-making skills in challenging situations.
References:
Dessler, G. (2020).Human Resource Management. Pearson.
Campion, M. A., Palmer, D. K., & Campion, J. E. (1997).A review of structure in the selection interview.
Personnel Psychology.

NEW QUESTION # 20
What is the main reason for the failure of mergers and acquisitions?

A. Culture mismatch
B. Poor organizational design
C. Unsuccessful marketing approach
D. Inaccurate bookkeeping

Answer: A

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.
"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 # 21
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?

A. Genetic Information Nondiscrimination Act of 2008
B. Americans with Disabilities Act of 1990
C. Civil Rights Act of 1991
D. Family and Medical Leave Act of 1993

Answer: A

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.
Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website

NEW QUESTION # 22
What is organizational design?

A. Using a graphic representation of the structure of an organization to see the relationships between the organization's positions
B. Selecting and managing aspects of organizational structure in order to facilitate organizational goal achievement
C. Making decisions about how to plan and organize work and exercise authority
D. Allocating, coordinating, and supervising tasks to achieve organizational aims

Answer: B

Explanation:
Organizational design involves configuring the structure of an organization to effectively achieve its goals.
This includes determining the best ways to allocate resources, coordinate activities, and supervise tasks. The aim is to create an optimal organizational framework that enhances communication, improves efficiency, and supports the achievement of strategic objectives. It includes decisions about hierarchy, departmentalization, span of control, and formalization.
References:
* "Organization Design: A Guide to Building Effective Organizations" by Naomi Stanford
* Harvard Business Review articles on organizational design

NEW QUESTION # 23
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