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

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 3

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 4

What must an organization that incorporates an ethics and compliance program that follows the Federal Sentencing Guidelines for Organizations enable all employees to do?

AGive ethical advice to coworkers

BDiscipline employees for unethical conduct

CPublicly accuse coworkers of ethics violations

DAnonymously report unethical conduct

Answer : D

Federal Sentencing Guidelines for Organizations: These guidelines encourage organizations to implement effective ethics and compliance programs to prevent and detect violations of law.

Anonymous Reporting: A critical component of these programs is providing a mechanism for employees to report unethical conduct without fear of retaliation. Anonymity ensures that employees feel safe to report misconduct.

Encouraging Ethical Behavior: By enabling anonymous reporting, organizations foster an environment where ethical behavior is promoted, and issues can be addressed promptly.

Protection for Whistleblowers: This measure protects whistleblowers from potential backlash and ensures that the organization can identify and mitigate unethical practices effectively.

Federal Sentencing Guidelines for Organizations, U.S. Sentencing Commission

Ethics and Compliance Programs: A Resource Guide by the U.S. Department of Justice and the SEC

Question 5

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 6

What is a primary focus of global leadership training?

AUnion requirements

BA job's technical skills

CCross-cultural collaboration

DSafe work behaviors

Answer : C

A primary focus of global leadership training is cross-cultural collaboration. In a globalized business environment, leaders must be adept at working with diverse teams across different cultures. Training programs in this area aim to develop skills such as cultural awareness, communication, and adaptability. These skills enable leaders to effectively manage and collaborate with employees from various cultural backgrounds, fostering an inclusive and cohesive work environment that can enhance global business operations and performance. Reference:

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

Black, J. S., Morrison, A. J., & Gregersen, H. B. (1999). Global Explorers: The Next Generation of Leaders. Routledge.

Question 7

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)

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