WGU Managing Human Capital C202 WGU (C202) Managing Human Capital Exam Questions

Answer : C

The manager implemented the technique of positive feedback by praising the employee for achieving monthly sales goals. Positive feedback involves recognizing and affirming good performance, which helps to reinforce desirable behaviors and motivate employees. It is a critical component of effective performance management because it not only acknowledges the employee's efforts and achievements but also encourages them to maintain or improve their performance.

Reference

Managing Human Capital Textbook

'The Power of Feedback: Giving, Seeking, and Using Feedback for Performance Improvement' by Manuel London

SHRM (Society for Human Resource Management) guidelines on performance feedback

Answer : B

Definition of Staffing: Staffing encompasses a series of activities aimed at ensuring the organization has the right people in the right jobs at the right time.

Components:

Planning: Assessing current and future staffing needs based on organizational goals.

Acquiring: Recruiting and selecting candidates who fit the organizational culture and job requirements.

Deploying: Placing employees in roles where they can be most effective.

Retaining: Implementing strategies to keep talented employees engaged and committed to the organization.

Importance: Effective staffing ensures that the organization has the human capital necessary to achieve its objectives and maintain a competitive edge.

Human Resource Management theories and practices

Strategic Staffing models and frameworks

Answer : D

Person-organization fit refers to the compatibility between an employee and the organization in terms of values, beliefs, and culture. An employee who demonstrates a strong person-organization fit shows deep commitment to the organization, aligning their personal values with the company's mission and culture. This commitment often leads to higher job satisfaction, better performance, and lower turnover rates.

'Organizational Behavior' by Stephen P. Robbins and Timothy A. Judge

Articles on person-organization fit from the Society for Human Resource Management (SHRM)

Answer : C

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.

Title VII of the Civil Rights Act of 1964, U.S. Equal Employment Opportunity Commission (EEOC) website

Answer : C

A customary benefit refers to benefits that are traditionally offered by employers, though not legally required. Retirement plans, such as 401(k) plans or pension plans, are common examples of customary benefits. These plans provide financial security for employees in their post-working years and are often used by employers to attract and retain talent by offering long-term financial planning options.

Reference

Managing Human Capital Textbook

'Employee Benefits' by Joseph J. Martocchio

SHRM (Society for Human Resource Management) guidelines on customary benefits

Answer : D

Definition of Perception of Personal Loss: This refers to the feeling that one's own opportunities or status within the organization may be threatened by certain changes or policies.

Bias Formation: When a manager believes that hiring a diverse workforce will limit future employment opportunities, this belief stems from a perception of personal loss. The manager might feel that their own prospects or advantages are at risk due to increased competition or changes in organizational priorities.

Impact on Diversity and Inclusion: Such a bias can negatively impact the organization's diversity and inclusion efforts. It can lead to resistance against hiring diverse candidates and maintaining a homogenous workforce, which can limit the benefits that come from a diverse team.

Addressing the Bias: It is important to educate and train managers to understand the value of diversity, which includes improved problem-solving, creativity, and performance. Overcoming this bias helps create a more inclusive environment that benefits everyone in the organization.

SHRM: Understanding and Managing Bias in the Workplace

Diversity and Inclusion Best Practices by the Human Resources Professional Association (HRPA)

Studies on the impact of diversity on organizational performance by McKinsey & Company

Answer : B

Human resource planning is a critical function of human resource management that involves forecasting an organization's future human resource needs and planning for how to meet those needs. This includes designing jobs and workspaces for optimal efficiency, ensuring the right number of employees with the right skills are in place, and aligning human resources with the organization's strategic goals. This planning ensures the organization can meet its future demands and remain competitive.

Human Resource Planning, Society for Human Resource Management (SHRM) website