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| Certification Vendor: | Western Governors University |
|---|---|
| Exam Name: | Managing Human Capital |
| Exam Number: | C202 |
| Passing Score: | Competency-Based Pass |
| Available Languages: | English |
| Real Exam Qty: | 60-70 |
| Certificate Validity Period: | No Expiration |
| Related Certifications: | MSML MBA Business Management Programs |
| Exam Format: | Scenario-Based Questions, Multiple Choice, Objective Assessment |
| Exam Duration: | 120 minutes |
| Sample Questions: | WGU Managing-Human-Capital Sample Questions |
| Exam Way: | Online Proctored Objective Assessment |
| Pre Condition: | Enrollment in a WGU business or management degree program |
| Official Syllabus URL: | https://www.wgu.edu/ |
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NEW QUESTION # 25
What is a driver for employee retention?
Answer: C
Explanation:
Employee retention is strongly influenced by opportunities for growth, advancement, and long-term career development. According toHuman Resource Management, 16th Editionby Gary Dessler,succession managementis a key driver of employee retention because it signals to employees that the organization is invested in their future.
Succession management involves identifying, developing, and preparing employees for future leadership or critical roles. Dessler explains that when employees see clear career paths and development opportunities within the organization, they are more likely to remain committed and less likely to seek opportunities elsewhere.
Performance metrics and competency databases are tools used to measure and manage performance and skills, but they do not directly motivate employees to stay. External sourcing focuses on hiring from outside the organization and does not contribute to retaining existing employees. Therefore, the strongest driver of employee retention among the options issuccession management.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Career Development, Succession Planning, and Retention
NEW QUESTION # 26
How can an employee handbook assist employees?
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 # 27
A hiring manager researched a job applicant s social media history and discovered a post from the applicant about a family member being diagnosed with Parkinson disease. The hiring manager decided not to hire the applicant based on this discovery.
Which law did the hiring manager violate?
Answer: D
Explanation:
The Genetic Information Nondiscrimination Act (GINA) of 2008 also covers situations where genetic information is inadvertently obtained, such as through social media. It prohibits employers from using genetic information in making employment decisions, including hiring, firing, job assignments, and promotions. The hiring manager's decision not to hire the applicant based on a social media post about a family member's diagnosis with Parkinson's disease constitutes a violation of GINA.
Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website
NEW QUESTION # 28
An employee was surprised to receive low rankings from a manager on a performance evaluation. The employee was unaware that some of the goals that caused the low rankings were job expectations because the manager had never discussed the goals with the employee.
Which obstacle to effective performance management is illustrated in this example?
Answer: C
Explanation:
Effective performance management requires clear communication of job expectations, performance standards, and goals before evaluating employee performance. According toHuman Resource Management, 16th Editionby Gary Dessler, one of the most critical steps in performance management isjointly developing a performance planthat specifies what the employee is expected to accomplish and how performance will be measured. When this step is skipped, performance appraisals often appear unfair and unexpected to employees.
In this scenario, the employee received low ratings based on goals that were never discussed or clarified. This reflects a failure in the planning phase of performance management, not a rating error such as leniency or bias. Dessler emphasizes that employees must clearly understand expectations at the start of the appraisal period; otherwise, evaluations lose credibility and can damage trust, motivation, and engagement.
Performance planning aligns employee efforts with organizational objectives and provides a standard against which performance can be fairly assessed. When managers fail to develop and communicate a performance plan, employees cannot reasonably be held accountable for unmet goals. Therefore, the obstacle illustrated here isfailing to develop a performance plan with the employee.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Performance Management and Appraisal
NEW QUESTION # 29
What guides the development of training content and delivery methods?
Answer: B
Explanation:
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.
NEW QUESTION # 30
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Managing-Human-Capital Valid Exam Objectives: https://www.validbraindumps.com/Managing-Human-Capital-exam-prep.html