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WGU Managing-Human-Capital Exam Syllabus Topics:

Topic	Details
Topic 1	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 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.
Topic 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.
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	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 Sample Questions (Q21-Q26):

NEW QUESTION # 21
Which scenario illustrates how a human resources (HR) department serves as an internal consultant for managers?

A. An HR department conducts background checks on newly hired employees before they report for their first day with their manager.
B. A manager wants to address repeated employee tardiness and gets advice from the HR department about protocol before addressing the situation.
C. An HR department selects applicants who will receive job offers without seeking a manager's approval.
D. A manager informs the HR department that an employee has been late numerous times, and the HR department tells the manager to refer to the organization's policy.

Answer: B

Explanation:
In this scenario, the HR department acts as an internal consultant by providing expert advice and guidance to the manager on handling a specific employee issue-repeated tardiness. The HR department helps the manager understand the appropriate protocol, ensuring that the manager's actions are consistent with company policies and legal requirements. This consultative role supports managers in making informed decisions and effectively addressing workplace challenges.
"Human Resource Management" by Gary Dessler
Society for Human Resource Management (SHRM) resources on HR as an internal consultant

NEW QUESTION # 22
How can an employee handbook assist employees?

A. It contains employees' individual performance goals.
B. It prevents the employer from being sued.
C. It communicates policies against discrimination.
D. It creates laws that must be followed.

Answer: C

Explanation:
An employee handbook can assist employees by communicating the company's policies against discrimination. It serves as a reference document that outlines the company's expectations, policies, and procedures, including those related to anti-discrimination, thus helping employees understand their rights and obligations.
References:
* Managing Human Capital Textbook
* SHRM (Society for Human Resource Management) guidelines on employee handbooks

NEW QUESTION # 23
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. Family and Medical Leave Act of 1993
B. Genetic Information Nondiscrimination Act of 2008
C. Americans with Disabilities Act of 1990
D. Civil Rights Act of 1991

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 # 24
What is a benefit of internal recruiting?

A. Enhanced engagement by promoting from within
B. Increased new insights and ability to lead change efforts
C. Increased staff diversity in management roles
D. Reduced employee anxiety from improved workloads

Answer: A

Explanation:
Internal recruiting involves filling job vacancies with current employees from within the organization. One significant benefit of this approach is that it enhances employee engagement and morale. When employees see that the organization values their growth and offers opportunities for advancement, they are more likely to be motivated, committed, and loyal. This practice also reduces the time and cost associated with onboarding and training new hires, as internal candidates are already familiar with the company's culture and processes.
References:
Dessler, G. (2020).Human Resource Management. Pearson.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019).Human Resource Management: Gaining a Competitive Advantage. McGraw-Hill Education.

NEW QUESTION # 25
Which term refers to guidelines that show how to perform a task in an organization?

A. Procedures
B. Codes
C. Policies
D. Rules

Answer: A

Explanation:
Procedures are specific, step-by-step instructions that guide employees on how to perform tasks and activities within an organization. They ensure consistency, efficiency, and safety by providing detailed guidance on the correct way to complete work processes. Procedures help standardize operations, minimize errors, and ensure compliance with organizational policies and external regulations. They are crucial for training new employees, maintaining quality control, and facilitating continuous improvement.
References:
Dessler, G. (2020).Human Resource Management. Pearson.
Armstrong, M., & Taylor, S. (2020).Armstrong's Handbook of Human Resource Management Practice.
Kogan Page.

NEW QUESTION # 26
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