STUDY MANAGING-HUMAN-CAPITAL MATERIALS & NEW MANAGING-HUMAN-CAPITAL TEST CAMP

Study Managing-Human-Capital Materials & New Managing-Human-Capital Test Camp

Study Managing-Human-Capital Materials & New Managing-Human-Capital Test Camp

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WGU Managing Human Capital C202 Sample Questions (Q40-Q45):

NEW QUESTION # 40
Which tool may be used during the learning level of Kirkpatrick's training evaluation?

  • A. Simulation
  • B. Survey
  • C. Long-term observation
  • D. Performance appraisal

Answer: B

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 # 41
What is an example of a customary benefit?

  • A. Unemployment insurance
  • B. Retirement plan
  • C. Workers' compensation
  • D. Social security

Answer: B

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 # 42
What is a benefit to the employer of providing a healthy and safe work environment?

  • A. Reduced need for policies and procedures
  • B. Decreased absenteeism due to health-related issues
  • C. Increased availability of the employer's assistance program
  • D. Increased health benefit options

Answer: B

Explanation:
* Healthy Work Environment: Providing a healthy and safe work environment helps prevent workplace injuries and illnesses, promoting overall well-being.
* Absenteeism Reduction: When employees are healthy, they are less likely to take time off due to illness or injury, leading to decreased absenteeism.
* Productivity and Morale: A safe work environment enhances employee morale and productivity, as employees feel valued and protected.
* Cost Savings: Reduced absenteeism also translates into cost savings for the employer, as fewer resources are spent on temporary replacements and overtime for covering absent employees.
References:
* Occupational Safety and Health Administration (OSHA) guidelines
* Studies on workplace safety and productivity by the National Institute for Occupational Safety and Health (NIOSH)


NEW QUESTION # 43
Which area has the main functions of staffing, health, safety, employee-management relations, rewards, benefits, training, development, and performance management?

  • A. Human and financial management
  • B. Succession planning
  • C. Strategic management planning
  • D. Human resource management

Answer: D

Explanation:
* Scope of HRM: Human resource management (HRM) covers a wide range of functions critical to managing an organization's workforce.
* Key Functions:
* Staffing: Recruiting, selecting, and onboarding employees.
* Health and Safety: Ensuring a safe workplace and promoting employee well-being.
* Employee-Management Relations: Managing interactions between employees and management to maintain a positive work environment.
* Rewards and Benefits: Designing compensation packages and benefits that attract and retain talent.
* Training and Development: Providing learning opportunities to enhance employee skills and career growth.
* Performance Management: Evaluating and improving employee performance to align with organizational goals.
* Objective: The main objective of HRM is to maximize employee performance and ensure that human capital contributes effectively to the achievement of organizational goals.
References:
* Fundamentals of Human Resource Management by Gary Dessler
* SHRM guidelines and best practices in HRM


NEW QUESTION # 44
What is a primary focus of global leadership training?

  • A. Union requirements
  • B. A job's technical skills
  • C. Cross-cultural collaboration
  • D. Safe work behaviors

Answer: C

Explanation:
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.References:
* 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.


NEW QUESTION # 45
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