Managing-Human-Capital WGU Managing Human Capital C202 Free Practice Exam Questions (2025 Updated)

Procedures are specific, step-by-step instructions that guide employees on how to perform tasks and activities within an organization. They ensure consistency, efficiency, and safety by providing detailed guidance on the correct way to complete work processes. Procedures help standardize operations, minimize errors, and ensure compliance with organizational policies and external regulations. They are crucial for training new employees, maintaining quality control, and facilitating continuous improvement.References:

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

Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.

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

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

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

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

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

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.

References

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

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

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

Job design is the process of organizing tasks, duties, and responsibilities into a productive unit of work. By creating positions that align with employees' needs and talents, job design can significantly benefit an organization. This approach not only helps in achieving organizational goals by ensuring that work is done efficiently and effectively but also motivates employees by recognizing their individual strengths and preferences. Motivated employees tend to be more engaged, productive, and satisfied with their jobs, which in turn leads to higher retention rates and better overall organizational performance. Effective job design considers various factors such as job enrichment, job enlargement, job rotation, and the use of teams to create a fulfilling work environment.References

Hackman, J. R., & Oldham, G. R. (1976). "Motivation through the Design of Work: Test of a Theory." Organizational Behavior and Human Performance.

Armstrong, M. (2021). "Armstrong's Handbook of Human Resource Management Practice." Kogan Page.

Definition of Affirmative Action: Affirmative action involves proactive efforts to improve employment or educational opportunities for underrepresented groups.

Outreach Programs: Establishing outreach programs specifically targeted at protected groups is a clear example of affirmative action, as it aims to address and reduce disparities in workforce representation.

Legal and Ethical Mandates: Such programs are often required by law for certain employers, especially federal contractors, and demonstrate a commitment to diversity and inclusion.

Impact on Workforce Diversity: These initiatives can lead to a more diverse and inclusive workplace, which can enhance organizational culture and performance.

References:

Title VII of the Civil Rights Act of 1964

Executive Order 11246, which requires affirmative action programs for federal contractors

A performance culture is one that focuses on achieving specific results and aligning employee activities with the organization's strategic goals. In this type of culture, hiring, retaining, developing, and motivating employees are driven by data and outcomes. Performance metrics are used to make work assignments and evaluate employee contributions to ensure that the organizational objectives are met effectively and efficiently.

References:

"High Performance Work Systems" by David A. Buchanan and Andrzej A. Huczynski, "Organizational Behavior"

Society for Human Resource Management (SHRM) articles on performance culture

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)

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.

References:

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