MANAGING-HUMAN-CAPITAL RELIABLE EXAM PDF & EXAM MANAGING-HUMAN-CAPITAL PASSING SCORE

Managing-Human-Capital Reliable Exam Pdf & Exam Managing-Human-Capital Passing Score

Managing-Human-Capital Reliable Exam Pdf & Exam Managing-Human-Capital Passing Score

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WGU Managing Human Capital C202 Sample Questions (Q31-Q36):

NEW QUESTION # 31
What is an example of affirmative action in an organization?

  • A. Establishing a workforce outreach program for protected groups underrepresented in the organization
  • B. Including a statement in commercials that the organization has a diverse workforce
  • C. Removing identifying information from resumes so recruiters are unaware of applicants' backgrounds
  • D. Enacting a policy that race or gender may not be criteria for hiring decisions

Answer: A

Explanation:
* Definition of Affirmative Action: Affirmative action involves proactive efforts to improve employment or educational opportunities for underrepresented groups.
* Outreach Programs: Establishing outreach programs specifically targeted at protected groups is a clear example of affirmative action, as it aims to address and reduce disparities in workforce representation.
* Legal and Ethical Mandates: Such programs are often required by law for certain employers, especially federal contractors, and demonstrate a commitment to diversity and inclusion.
* Impact on Workforce Diversity: These initiatives can lead to a more diverse and inclusive workplace, which can enhance organizational culture and performance.
References:
* Title VII of the Civil Rights Act of 1964
* Executive Order 11246, which requires affirmative action programs for federal contractors


NEW QUESTION # 32
What is an example of a situational interview question?

  • A. "How would you handle a scenario in which you are asked to do something that goes against company policy?"
  • B. "What have you done to successfully turn a difficult customer into a satisfied and loyal customer?"
  • 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: A

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 # 33
Which tool may be used during the learning level of Kirkpatrick's training evaluation?

  • A. Performance appraisal
  • B. Long-term observation
  • C. Survey
  • D. Simulation

Answer: C

Explanation:
The learning level of Kirkpatrick's training evaluation model measures the degree to which participants have acquired the intended knowledge, skills, and attitudes based on their participation in the training. A survey is an effective tool at this level as it can assess participants' perceptions of their learning and gather feedback on the training's content and delivery. Surveys can be designed to include specific questions related to the learning objectives and can provide quantitative data on the effectiveness of the training.
References
* Managing Human Capital Textbook
* "Evaluating Training Programs: The Four Levels" by Donald Kirkpatrick and James Kirkpatrick
* SHRM (Society for Human Resource Management) guidelines on training evaluation


NEW QUESTION # 34
What are mandatory benefits?

  • A. Benefits that are customarily provided to employees and are rarely denied
  • B. Benefits that are required by law to be provided to employees
  • C. Benefits that are required by the employer to be provided to employees
  • D. Benefits that are in high demand and attract the most desirable candidates

Answer: B

Explanation:
Mandatory benefits are those that employers are legally required to provide to employees. These benefits typically include social security, unemployment insurance, workers' compensation, and in some regions, health insurance. The purpose of mandatory benefits is to ensure a basic level of security and protection for all employees, safeguarding their financial and physical well-being.
References
* Managing Human Capital Textbook
* "Employee Benefits" by Joseph J. Martocchio
* SHRM (Society for Human Resource Management) guidelines on mandatory benefits


NEW QUESTION # 35
Why is setting individual employee performance goals important to organizational success?

  • A. It standardizes performance expectations for employees across the organization.
  • B. It helps align individual employees' goals with the organization's mission.
  • C. It gives employees input in the content of performance evaluations.
  • D. It replaces the need for conducting job analyses.

Answer: B

Explanation:
Setting individual employee performance goals is essential for organizational success because it ensures that employees' efforts are directed towards the broader objectives of the organization. This alignment fosters a cohesive and motivated workforce working towards common goals, which enhances overall productivity and effectiveness. When employees understand how their personal goals contribute to the organization's mission, they are more likely to be engaged and committed to their work.
References
* Managing Human Capital Textbook
* "Performance Management: Integrating Strategy Execution, Methodologies, Risk, and Analytics" by Gary Cokins
* SHRM (Society for Human Resource Management) guidelines on performance management


NEW QUESTION # 36
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