RELIABLE MANAGING-HUMAN-CAPITAL EXAM VCE, MANAGING-HUMAN-CAPITAL LATEST EXAM TIPS

Reliable Managing-Human-Capital Exam Vce, Managing-Human-Capital Latest Exam Tips

Reliable Managing-Human-Capital Exam Vce, Managing-Human-Capital Latest Exam Tips

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WGU Managing Human Capital C202 Sample Questions (Q51-Q56):

NEW QUESTION # 51
What is a benefit to the employer of providing a healthy and safe work environment?

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

Answer: D

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 # 52
How can an employee handbook assist employees?

  • A. It contains employees' individual performance goals.
  • B. It prevents the employer from being sued.
  • C. It creates laws that must be followed.
  • D. It communicates policies against discrimination.

Answer: D

Explanation:
An employee handbook can assist employees by communicating the company's policies against discrimination. It serves as a reference document that outlines the company's expectations, policies, and procedures, including those related to anti-discrimination, thus helping employees understand their rights and obligations.
References:
* Managing Human Capital Textbook
* SHRM (Society for Human Resource Management) guidelines on employee handbooks


NEW QUESTION # 53
What are mandatory benefits?

  • A. Benefits that are customarily provided to employees and are rarely denied
  • B. Benefits that are in high demand and attract the most desirable candidates
  • C. Benefits that are required by law to be provided to employees
  • D. Benefits that are required by the employer to be provided to employees

Answer: C

Explanation:
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.
References
* Managing Human Capital Textbook
* "Employee Benefits" by Joseph J. Martocchio
* SHRM (Society for Human Resource Management) guidelines on mandatory benefits


NEW QUESTION # 54
What is a characteristic of psychological contracts in the workplace?

  • A. They are formed to encourage positive workplace environments.
  • B. They include formal agreements made during voluntary counseling sessions.
  • C. They are based on shared core values between employees and their managers.
  • D. They consist of the unwritten expectations of the employment relationship.

Answer: D

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 # 55
What is an example of a customary benefit?

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

Answer: D

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 # 56
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