WGU (C202) Managing Human Capital Exam Questions Instant Access

Question 1

Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?

ARehabilitation Act of 1973

BNational Labor Relations Act of 1935

CEqual Pay Act of 1963

DFair Labor Standards Act of 1938

Answer : D

The Fair Labor Standards Act (FLSA) of 1938 establishes several key labor standards, including a national minimum wage, overtime pay eligibility, recordkeeping, and child labor regulations. The FLSA is administered by the Wage and Hour Division of the U.S. Department of Labor and ensures that workers receive fair compensation and that minors are protected in the workplace.

Fair Labor Standards Act of 1938, U.S. Department of Labor (DOL) website

Question 2

How does diversity awareness improve an organization's performance?

AEnables companies to give managers flexibility in their hiring practices

BEnables companies to earn more profit

CEnables companies to have better reputations

DEnables companies to hire, retain, and motivate the best talent

Answer : D

Inclusion in the workplace refers to creating an environment where all employees feel valued, respected, and have equal access to opportunities and resources. An inclusive scenario is one where team members collaborate, and everyone's ideas and contributions are considered. This encourages a sense of belonging and leverages the diverse perspectives of the entire team, leading to enhanced innovation and team performance. The given example demonstrates this by showing a department where collaboration and open sharing of ideas are practiced. Reference:

Roberson, Q. M. (2006). Disentangling the meanings of diversity and inclusion in organizations. Group & Organization Management.

Dessler, G. (2020). Human Resource Management. Pearson.

Question 3

A recruiter requests that an applicant complete a document that requests information about the applicant s medical conditions and the medical conditions of their family members.

Which law did this recruiter violate?

AFamily and Medical Leave Act of 1993

BAmericans with Disabilities Act of 1990

CGenetic Information Nondiscrimination Act of 2008

DCivil Rights Act of 1991

Answer : C

The Genetic Information Nondiscrimination Act (GINA) of 2008 prohibits employers from requesting, requiring, or purchasing genetic information about an applicant or an employee, which includes family medical history. The act aims to prevent discrimination based on genetic information in both health insurance and employment. The recruiter's request for information about the applicant's medical conditions and those of their family members directly violates GINA.

Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website

Question 4

Why is setting individual employee performance goals important to organizational success?

AIt replaces the need for conducting job analyses.

BIt helps align individual employees' goals with the organization's mission.

CIt gives employees input in the content of performance evaluations.

DIt standardizes performance expectations for employees across the organization.

Answer : B

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.

Reference

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

Question 5

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?

AAmericans with Disabilities Act of 1990

BGenetic Information Nondiscrimination Act of 2008

CFair Labor Standards Act of 1938

DFamily and Medical Leave Act of 1993

Answer : B

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

Question 6

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

APerformance goals and principles

BLabor participation programs and employee surveys

CTraining and development programs

DBenefits and rewards

Answer : B

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.

Society for Human Resource Management (SHRM) resources on employee relations

Human Resource Management textbooks and best practices

Question 7

What is an advantage of a pay-for-performance plan?

AIt rewards those who are most knowledgeable.

BIt connects performance with intrinsic motivation.

CIt recognizes the most tenured employees.

DIt provides a positive reinforcement method.

Answer : D

A pay-for-performance plan is advantageous because it provides a method of positive reinforcement, which directly links an employee's compensation to their performance. This system incentivizes employees to achieve high performance by rewarding them with financial bonuses or raises based on their achievements. Positive reinforcement encourages desirable behaviors and high productivity, aligning individual performance with organizational goals.

Reference

Managing Human Capital Textbook

'Pay for Performance: Evaluating Performance Appraisal and Merit Pay' by George T. Milkovich and Alexandra K. Wigdor

SHRM (Society for Human Resource Management) guidelines on pay-for-performance plans

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