[Q11-Q25] Real WGU Managing-Human-Capital Exam Questions [Updated 2024]

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Real WGU Managing-Human-Capital Exam Questions [Updated 2024]

Managing-Human-Capital Exam Dumps Pass with Updated 2024 WGU Managing Human Capital C202

Q11. How can job design benefit an organization?

By creating positions that motivate managers to segment work into very simple elements, removing opportunities for creativity and increasing efficiency

By creating positions that enable the organization to achieve its goals while motivating employees by assigning them work based on their needs and talents

By creating positions that require consistent performance from employees, which increases the organization’s output

By creating positions that can push an employee to the highest level of output for the benefit of the organization

Q12. What can encourage desired behaviors from employees when implementing organizational action plans by providing key details on how well the employees are fulfilling their job duties?

Job analyses

Internal financial sheets

Job statements

Performance metrics

Q13. 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?

The employee going on a lunch break with the manager

The manager disclosing the discipline of the coworker to the employee

The manager having an unofficial one-on-one conversation with the employee

The employee listening to what the manager shared

Q14. Which scenario is an example of inclusion?

A manager of a department works on a project independently.

The majority of a department works well together, but opinions and requests are ignored by some.

A manager picks 2 of 10 employees to work on a project.

A department works together on a project, and ideas are freely shared.

Q15. Which legislation was established for federal contractors to take proactive steps in affirmative action within their workforces?

Worker Adjustment and Retraining Notification Act

Fair Labor Standards Act

Civil Rights Act

Executive Order 11246

Q16. 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?

The manager disclosing the discipline of the coworker to the employee

The employee going on a lunch break with the manager

The employee listening to what the manager shared

The manager having an unofficial one-on-one conversation with the employee

Q17. What is a characteristic of psychological contracts in the workplace?

They include formal agreements made during voluntary counseling sessions.

They consist of the unwritten expectations of the employment relationship.

They are formed to encourage positive workplace environments.

They are based on shared core values between employees and their managers.

Q18. What makes an organization a closed union shop?

It hires and employs current union members exclusively.

It allows employees to choose whether they join a union.

It considers only nonunion employees for promotions.

It has a policy against union membership for employees.

Q19. What is the primary purpose of progressive discipline?

To provide a method for managers to fairly administer performance evaluations that are free from biases

To make employees aware of performance problems using the least severe action necessary to motivate change

To ensure that the maximum corrective action is administered to correct future performance issues

To ensure that legal regulations are followed when collecting performance-based feedback

Q20. 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?

Americans with Disabilities Act of 1990

Genetic Information Nondiscrimination Act of 2008

Fair Labor Standards Act of 1938

Family and Medical Leave Act of 1993

Q21. Which tools are used for the employee-relations functions of human resource management (HRM)?

Performance goals and principles

Labor participation programs and employee surveys

Training and development programs

Benefits and rewards

Q22. Which factor do unions prefer when negotiating with employers over criteria for job opportunities, such as promotions and job security?

Seniority

Education

Experience

Age

Q23. What guides the development of training content and delivery methods?

Evaluation methods

Company needs

Learning objectives

Training goals

Q24. Which area has the main functions of staffing, health, safety, employee-management relations, rewards, benefits, training, development, and performance management?

Strategic management planning

Human resource management

Human and financial management

Succession planning

Q25. How is understanding a trainee’s learning style important to training effectiveness?

It improves training outcomes.

It expands employee skill gaps.

It influences the location of the training.

It increases the positive feedback given to the trainer.

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