WGU Managing-Human-Capital Exam Dumps [2024] Practice Valid Exam Dumps Question
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NEW QUESTION # 18
What guides the development of training content and delivery methods?
- A. Evaluation methods
- B. Training goals
- C. Learning objectives
- D. Company needs
Answer: C
Explanation:
The development of training content and delivery methods is guided by clearly defined learning objectives.
Learning objectives specify what employees are expected to learn and achieve by the end of the training program. They provide a clear direction for designing the training materials, selecting appropriate instructional methods, and evaluating the effectiveness of the training. By aligning training content with specific learning objectives, organizations ensure that the training is relevant, targeted, and effective in meeting both employee and organizational needs.References:
* Noe, R. A. (2020). Employee Training and Development. McGraw-Hill Education.
* Blanchard, P. N., & Thacker, J. W. (2013). Effective Training: Systems, Strategies, and Practices.
Pearson.
NEW QUESTION # 19
A manager meets with an employee to praise the employee for achieving monthly sales goals.
Which performance management technique did this manager implement?
- A. Constructive feedback
- B. Progressive coaching
- C. Formal coaching
- D. Positive feedback
Answer: D
Explanation:
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.
References
* 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
NEW QUESTION # 20
How does diversity awareness improve an organization's performance?
- A. Enables companies to hire, retain, and motivate the best talent
- B. Enables companies to earn more profit
- C. Enables companies to give managers flexibility in their hiring practices
- D. Enables companies to have better reputations
Answer: A
Explanation:
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.References:
* Roberson, Q. M. (2006). Disentangling the meanings of diversity and inclusion in organizations. Group
& Organization Management.
* Dessler, G. (2020). Human Resource Management. Pearson.
NEW QUESTION # 21
What is an advantage of a pay-for-performance plan?
- A. It rewards those who are most knowledgeable.
- B. It provides a positive reinforcement method.
- C. It connects performance with intrinsic motivation.
- D. It recognizes the most tenured employees.
Answer: B
Explanation:
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.
References
* 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
NEW QUESTION # 22
What is an example of a customary benefit?
- A. Retirement plan
- B. Unemployment insurance
- C. Workers' compensation
- D. Social security
Answer: A
Explanation:
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.
References
* Managing Human Capital Textbook
* "Employee Benefits" by Joseph J. Martocchio
* SHRM (Society for Human Resource Management) guidelines on customary benefits
NEW QUESTION # 23
What is a characteristic of psychological contracts in the workplace?
- A. They consist of the unwritten expectations of the employment relationship.
- B. They include formal agreements made during voluntary counseling sessions.
- C. They are formed to encourage positive workplace environments.
- D. They are based on shared core values between employees and their managers.
Answer: A
Explanation:
Psychological contracts in the workplace refer to the unspoken, informal agreements and mutual expectations between employees and employers. These contracts encompass beliefs about the reciprocal obligations between both parties, such as job security, advancement opportunities, and support from the employer, while employees are expected to demonstrate loyalty, productivity, and commitment. Psychological contracts are critical because they influence employee behavior, satisfaction, and engagement. Violations of these unwritten expectations can lead to decreased trust, job dissatisfaction, and increased turnover.References:
* Rousseau, D. M. (1995). Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements. Sage Publications.
* Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice.
Kogan Page.
NEW QUESTION # 24
Which tool may be used during the learning level of Kirkpatrick's training evaluation?
- A. Simulation
- B. Long-term observation
- C. Performance appraisal
- D. Survey
Answer: D
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 # 25
Which scenario is an example of a procedure?
- A. A store manager says that they like it when employees clean their workstations.
- B. A store manager trusts employees to clean their workstations.
- C. A store manager does not allow any employee to leave until their workstation is audited.
- D. A store manager requires all employees to clean their workstations at the end of each shift.
Answer: D
Explanation:
A procedure is a series of steps or actions that need to be followed in order to achieve a specific outcome.
Option D specifies that the store manager requires all employees to clean their workstations at the end of each shift, indicating a clear, consistent, and repeatable set of actions (steps) that employees must follow, which is the essence of a procedure.
References:
* Managing Human Capital Textbook
* SHRM (Society for Human Resource Management) guidelines on procedures
NEW QUESTION # 26
Which characteristic of an employee demonstrates a strong person-organization fit?
- A. Is highly qualified to perform the job
- B. Shows deep commitment to the organization
- C. Completes all projects accurately and on time
- D. Is responsible for training coworkers
Answer: B
Explanation:
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.
References:
* "Organizational Behavior" by Stephen P. Robbins and Timothy A. Judge
* Articles on person-organization fit from the Society for Human Resource Management (SHRM)
NEW QUESTION # 27
Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?
- A. Fair Labor Standards Act of 1938
- B. Rehabilitation Act of 1973
- C. National Labor Relations Act of 1935
- D. Equal Pay Act of 1963
Answer: A
Explanation:
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.
References:
* Fair Labor Standards Act of 1938, U.S. Department of Labor (DOL) website
NEW QUESTION # 28
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?
- A. Family and Medical Leave Act of 1993
- B. Fair Labor Standards Act of 1938
- C. Americans with Disabilities Act of 1990
- D. Genetic Information Nondiscrimination Act of 2008
Answer: D
Explanation:
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.
References:
* Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website
NEW QUESTION # 29
A manager and an employee go on a lunch break together. The manager tells the employee about another coworker that received discipline. The manager discloses to the employee that the coworker was reprimanded for poor performance.
Which part of this scenario involves an ethical dilemma?
- A. The manager disclosing the discipline of the coworker to the employee
- B. The manager having an unofficial one-on-one conversation with the employee
- C. The employee listening to what the manager shared
- D. The employee going on a lunch break with the manager
Answer: A
Explanation:
* Confidentiality Breach: The manager discussing the disciplinary actions taken against another employee violates the principle of confidentiality. Disciplinary actions are private matters and should only be shared with those directly involved or authorized personnel.
* Professional Ethics: According to professional ethics, particularly in HR and management, sensitive information about employees should not be disclosed to others who do not have a legitimate need to know.
* Trust and Morale: Such disclosures can erode trust within the team and negatively impact morale, as employees might feel their privacy is not respected.
* Legal Implications: There could be potential legal implications if the disclosed information is used improperly or causes harm to the reputation of the disciplined employee.
References:
* Society for Human Resource Management (SHRM) Code of Ethical and Professional Standards
* HR Confidentiality Policies and Best Practices
NEW QUESTION # 30
Which legislation was established for federal contractors to take proactive steps in affirmative action within their workforces?
- A. Civil Rights Act
- B. Executive Order 11246
- C. Worker Adjustment and Retraining Notification Act
- D. Fair Labor Standards Act
Answer: B
Explanation:
* Executive Order 11246: Signed by President Lyndon B. Johnson in 1965, this order requires federal contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of their employment.
* Affirmative Action Plans: Contractors must develop and implement affirmative action plans to promote diversity and eliminate discrimination based on race, color, religion, sex, sexual orientation, gender identity, or national origin.
* Enforcement: The Office of Federal Contract Compliance Programs (OFCCP) enforces these requirements and conducts compliance evaluations to ensure adherence.
* Impact on Federal Contractors: This legislation has significantly impacted hiring practices and policies within organizations that do business with the federal government, promoting a more diverse and equitable workforce.
References:
* Executive Order 11246, Office of Federal Contract Compliance Programs (OFCCP)
* U.S. Department of Labor, Affirmative Action Overview
NEW QUESTION # 31
Which tools are used for the employee-relations functions of human resource management (HRM)?
- A. Training and development programs
- B. Performance goals and principles
- C. Labor participation programs and employee surveys
- D. Benefits and rewards
Answer: C
Explanation:
* 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.
References:
* Society for Human Resource Management (SHRM) resources on employee relations
* Human Resource Management textbooks and best practices
NEW QUESTION # 32
What makes an organization a closed union shop?
- A. It allows employees to choose whether they join a union.
- B. It hires and employs current union members exclusively.
- C. It has a policy against union membership for employees.
- D. It considers only nonunion employees for promotions.
Answer: B
Explanation:
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.References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Gould, W. B. (2019). A Primer on American Labor Law. Cambridge University Press.
NEW QUESTION # 33
What is the definition of staffing?
- A. The process of acquiring employees from wherever possible with the goal of remaining unbiased
- B. The process of workforce planning that supports the exchange of talent every few months in order to keep the organization fresh
- C. The process of hiring and terminating employees to enable an employer to meet its budgetary needs
- D. The process of planning, acquiring, deploying, and retaining employees to enable an employer to meet its talent needs
Answer: D
Explanation:
* 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.
References:
* Human Resource Management theories and practices
* Strategic Staffing models and frameworks
NEW QUESTION # 34
Which scenario illustrates how a human resources (HR) department serves as an internal consultant for managers?
- A. A manager wants to address repeated employee tardiness and gets advice from the HR department about protocol before addressing the situation.
- B. An HR department selects applicants who will receive job offers without seeking a manager's approval.
- C. A 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.
- D. An HR department conducts background checks on newly hired employees before they report for their first day with their manager.
Answer: A
Explanation:
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.
References:
* "Human Resource Management" by Gary Dessler
* Society for Human Resource Management (SHRM) resources on HR as an internal consultant
NEW QUESTION # 35
What are employees experiencing if they are motivated by finding fulfillment in their work?
- A. Intrinsic motivation
- B. Incentive motivation
- C. Extrinsic motivation
- D. External motivation
Answer: A
Explanation:
When employees are motivated by finding fulfillment in their work, they are experiencing intrinsic motivation.
Intrinsic motivation comes from within the individual and is driven by personal satisfaction, the enjoyment of the task itself, and a sense of accomplishment. Unlike extrinsic motivation, which relies on external rewards such as money or recognition, intrinsic motivation is rooted in the inherent interest or pleasure in the activity.
References
* Managing Human Capital Textbook
* "Drive: The Surprising Truth About What Motivates Us" by Daniel H. Pink
* SHRM (Society for Human Resource Management) guidelines on employee motivation
NEW QUESTION # 36
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