WGU (C202) Managing Human Capital Exam Practice Test Instant Access

Question 1

Which characteristic of an employee demonstrates a strong person-organization fit?

ACompletes all projects accurately and on time

BIs highly qualified to perform the job

CIs responsible for training coworkers

DShows deep commitment to the organization

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)

Question 2

Employees are allowed to have flexible work schedules.

Which form of compensation is represented in this example?

ANonfinancial compensation

BIndirect financial compensation

CDirect financial compensation

DVariable financial compensation

Answer : A

Flexible work schedules are considered a form of nonfinancial compensation because they do not directly increase an employee's monetary earnings. Instead, they offer value through improved work-life balance, increased autonomy, and greater job satisfaction. Nonfinancial compensation can include various perks and benefits that enhance an employee's quality of life, contributing to their overall well-being and job satisfaction without direct financial incentives.

Reference

Managing Human Capital Textbook

'Strategic Compensation: A Human Resource Management Approach' by Joseph J. Martocchio

SHRM (Society for Human Resource Management) guidelines on nonfinancial compensation

Question 3

What are mandatory benefits?

ABenefits that are customarily provided to employees and are rarely denied

BBenefits that are required by the employer to be provided to employees

CBenefits that are required by law to be provided to employees

DBenefits that are in high demand and attract the most desirable candidates

Answer : C

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.

Reference

Managing Human Capital Textbook

'Employee Benefits' by Joseph J. Martocchio

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

Question 4

What makes an organization a closed union shop?

AIt hires and employs current union members exclusively.

BIt allows employees to choose whether they join a union.

CIt considers only nonunion employees for promotions.

DIt has a policy against union membership for employees.

Answer : A

A closed union shop is a type of union security agreement where an employer agrees to hire only individuals who are already members of a union. This means that all employees must be union members before they can be employed by the organization. This arrangement ensures that all workers are unionized, thereby enhancing the union's negotiating power and ensuring collective bargaining coverage for all employees. Closed shop agreements are less common today due to various legal restrictions in many jurisdictions. Reference:

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

Gould, W. B. (2019). A Primer on American Labor Law. Cambridge University Press.

Question 5

What is the difference between adverse impact and disparate treatment?

AAdverse impact provides nonneutral discriminatory effects on a protected group, whereas disparate treatment is unseen discrimination of an employment policy that produces negative consequences.

BDisparate treatment is when a discriminatory effect impacts a protected group but is unintentional, whereas adverse impact is blatantly discriminating against a protected class.

CAdverse impact provides a level of discrimination that is intentional and causes harm to protected groups, while disparate treatment relates to employer practices that : seem to be nondiscriminatory but cause negative effects for protected groups.

DDisparate treatment is intentional discrimination based on protected characteristics, while adverse impact is where employment practices appear neutral but have a
discriminatory effect.

Answer : D

Disparate Treatment: This involves deliberate discrimination where an individual is treated differently based on a protected characteristic (e.g., race, gender, age).

Intentionality: The key aspect of disparate treatment is the intent to discriminate.

Adverse Impact: Also known as disparate impact, this occurs when a policy or practice that appears neutral results in a disproportionate negative effect on a protected group.

Unintentional Discrimination: Adverse impact does not require intent to discriminate, only that the outcome of a practice is discriminatory.

Legal Standards: Both concepts are critical in employment law and are evaluated under different standards of proof and remediation.

Civil Rights Act of 1964, Title VII

Uniform Guidelines on Employee Selection Procedures (1978)

Question 6

Which scenario illustrates how a human resources (HR) department serves as an internal consultant for managers?

AAn HR department selects applicants who will receive job offers without seeking a manager's approval.

BA manager informs the HR department that an employee has been late numerous times, and the HR department tells the manager to refer to the organization's policy.

CAn HR department conducts background checks on newly hired employees before they report for their first day with their manager.

DA manager wants to address repeated employee tardiness and gets advice from the HR department about protocol before addressing the situation.

Answer : D

In this scenario, the HR department acts as an internal consultant by providing expert advice and guidance to the manager on handling a specific employee issue---repeated tardiness. The HR department helps the manager understand the appropriate protocol, ensuring that the manager's actions are consistent with company policies and legal requirements. This consultative role supports managers in making informed decisions and effectively addressing workplace challenges.

'Human Resource Management' by Gary Dessler

Society for Human Resource Management (SHRM) resources on HR as an internal consultant

Question 7

What is an example of a customary benefit?

AWorkers' compensation

BSocial security

CRetirement plan

DUnemployment insurance

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

WGU Managing Human Capital C202 WGU (C202) Managing Human Capital Exam Practice Test