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WGU Managing-Human-Capital Exam Syllabus Topics:

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

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WGU Managing-Human-Capital Valid Exam Questions - New Managing-Human-Capital Test Forum

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WGU Managing Human Capital C202 Sample Questions (Q26-Q31):

NEW QUESTION # 26
Which behavior from a manager qualifies as workplace bullying?

Answer: B

Explanation:
Workplace bullying is defined as repeated, unreasonable actions directed toward an employee that are intended to intimidate, degrade, or undermine them. According toHuman Resource Management, 16th Editionby Gary Dessler, bullying often involvespersistent behaviorssuch as exclusion, isolation, or deliberately withholding information necessary for an employee to perform their job.
Consistently ignoring emails and questions from one specific employee fits this definition because it represents ongoing, targeted behavior that can harm the employee's ability to work effectively and can cause emotional distress. Dessler highlights that bullying is distinguished from occasional irritation or isolated mistakes by its repetitive and targeted nature.
An irritated tone used in response to disruptive behavior may be poor communication but does not necessarily constitute bullying. Accidentally revealing personal information is a confidentiality breach, not bullying.
Documenting negative observations in a performance review is a legitimate management responsibility when done objectively and fairly.
Thus, the behavior that qualifies as workplace bullying isconsistently ignoring emails and questions from one particular employee.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Workplace Fairness and Employee Relations


NEW QUESTION # 27
What describes a bona fide occupational qualification under Title VII of the Civil Rights Act of 1964?

Answer: B

Explanation:
A bona fide occupational qualification (BFOQ) under Title VII of the Civil Rights Act of 1964 allows employers to hire employees based on characteristics typically prohibited under the act, such as religion, sex, or national origin, if these characteristics are reasonably necessary to the normal operation of a particular business. This means the characteristic must be essential to the performance of the job. For example, hiring a female actor for a female role is considered a BFOQ.
References:
* Title VII of the Civil Rights Act of 1964, U.S. Equal Employment Opportunity Commission (EEOC) website


NEW QUESTION # 28
What is a retention strategy for reducing voluntary turnover?

Answer: C

Explanation:
Reducing voluntary turnover requires organizations to understand why employees leave and what factors influence their decision to stay. According toHuman Resource Management, 16th Editionby Gary Dessler, an effectiveretention strategyis toconduct employee satisfaction surveys. These surveys help management identify issues related to pay, supervision, workload, career development, and work environment before dissatisfaction leads to resignation.
Dessler explains that voluntary turnover is often avoidable when organizations proactively listen to employees and address concerns early. Satisfaction surveys provide actionable data that enable HR managers to implement targeted interventions such as improving leadership practices, adjusting compensation, or enhancing work-life balance initiatives.
In contrast, sourcing internal or external candidates focuses on staffing and replacement rather than retention.
Monitoring performance trends for merit pay relates to compensation management but does not directly uncover reasons employees may leave. Therefore, the most effective retention-focused strategy listed isconducting employee satisfaction surveys.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Retention and Turnover Management


NEW QUESTION # 29
Which tools are used for the employee-relations functions of human resource management (HRM)?

Answer: B

Explanation:
* Labor Participation Programs: These programs encourage employee involvement in organizational decision-making, promoting better labor relations and a more engaged workforce.
* Employee Surveys: These are tools used to gather feedback from employees about their job satisfaction, work environment, and overall experience within the company. The data collected helps HR identify areas of improvement and address any concerns.
* Purpose in HRM: Both tools are crucial for understanding employee perspectives, improving communication, and fostering a positive work environment, which are central to effective employee relations.
* Benefits: Improved employee relations can lead to higher job satisfaction, reduced turnover, and enhanced organizational performance.
References:
* Society for Human Resource Management (SHRM) resources on employee relations
* Human Resource Management textbooks and best practices


NEW QUESTION # 30
A manager and an employee go on a lunch break together. The manager tells the employee about another coworker that received discipline. The manager discloses to the employee that the coworker was reprimanded for poor performance.
Which part of this scenario involves an ethical dilemma?

Answer: C


NEW QUESTION # 31
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