[Q16-Q32] Get Special Discount Offer on Managing-Human-Capital Dumps PDF [UPDATED Sep-2026]

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Get Special Discount Offer on Managing-Human-Capital Dumps PDF [UPDATED Sep-2026]

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WGU Managing-Human-Capital Exam Syllabus Topics:

Topic	Details
Topic 1	Employee Motivation and Development: This section of the exam measures skills of Organizational Development Specialists and covers strategies to motivate and develop employees for optimal performance. Learners study approaches for understanding employee motivation factors and creating development opportunities. The material focuses on techniques managers use to enhance employee skills, encourage professional growth, and build a motivated workforce that contributes to organizational success.
Topic 2	Managing Human Capital: Managing Human Capital focuses on strategies and tools that managers use to maximize employee contribution and create organizational excellence. You will learn talent management strategies to motivate and develop employees as well as best practices to manage performance for added value.
Topic 3	Maximizing Employee Contribution: This section of the exam measures skills of Business Managers and covers strategies to maximize employee contribution to organizational excellence. Learners investigate methods for leveraging employee strengths and capabilities to achieve business objectives. The material focuses on how managers can create environments where employees are empowered to contribute their best work and how individual contributions integrate to create overall organizational excellence.
Topic 4	Talent Management Strategies: This section of the exam measures skills of Human Resource Managers and covers talent management strategies to motivate and develop employees. Learners explore methods for attracting, developing, and retaining talent within organizations. The content addresses how managers can implement effective talent management programs that align employee capabilities with organizational goals and foster employee engagement and productivity.
Topic 5	Performance Management Best Practices: This section of the exam measures skills of Human Resource Managers and covers best practices to manage performance for added value. Learners examine systems and processes for measuring, evaluating, and improving employee performance. The content addresses how managers can establish clear performance expectations, provide effective feedback, conduct performance reviews, and implement improvement plans that drive individual and organizational results.

NEW QUESTION 16
Which characteristic of an organization shows strong employee engagement?

Employees meet the requirements to perform their jobs.

Employees are required to undergo performance evaluations.

Employees stay because of salary considerations.

Employees feel recognized for their contributions.

NEW QUESTION 17
What is the primary purpose of progressive discipline?

To provide a method for managers to fairly administer performance evaluations that are free from biases

To make employees aware of performance problems using the least severe action necessary to motivate change

To ensure that the maximum corrective action is administered to correct future performance issues

To ensure that legal regulations are followed when collecting performance-based feedback

NEW QUESTION 18
What is a cost associated with avoidable voluntary turnover?

Severance pay

Lost talent

Reorganization costs

Discipline costs

NEW QUESTION 19
Why is human resource planning an important human resource management activity?

It provides direction on how to budget the financial needs of an organization to ensure the organization remains profitable.

It helps design a workplace for optimal efficiency and performance while also identifying the talent needed to execute a business strategy.

It provides guidance on how to form business goals that are in alignment with the organization s vision.

It provides a means to get the most output from each employee through rewards and punishments to drive greater profits.

NEW QUESTION 20
How can job design benefit an organization?

By creating positions that motivate managers to segment work into very simple elements, removing opportunities for creativity and increasing efficiency

By creating positions that enable the organization to achieve its goals while motivating employees by assigning them work based on their needs and talents

By creating positions that require consistent performance from employees, which increases the organization’s output

By creating positions that can push an employee to the highest level of output for the benefit of the organization

NEW QUESTION 21
A manager gives an employee a verbal warning for being tardy. The employee arrives late to work one more time the following week.
What is the next step if the manager is using progressive discipline?

Termination

Demotion

Suspension

Written warning

NEW QUESTION 22
Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?

Rehabilitation Act of 1973

National Labor Relations Act of 1935

Equal Pay Act of 1963

Fair Labor Standards Act of 1938

NEW QUESTION 23
What is a retention strategy for reducing voluntary turnover?

Source internal candidates to reduce vacancy problems

Conduct employee satisfaction surveys

Develop a strong pipeline of external candidates

Track and monitor performance trends for merit pay

NEW QUESTION 24
What is the difference between sourcing and recruiting?

Sourcing identifies the best applicants to meet staffing goals, and recruiting takes steps to convert potential candidates into applicants.

Sourcing is a strategy to attract candidates to an employer, and recruiting is a process for making employers desire certain candidates.

Sourcing relies on interpersonal skills to attract candidates to apply for positions, and recruiting is a process for identifying talent pools.

Sourcing focuses on factors external to an employer, and recruiting focuses on factors internal to an employer.

NEW QUESTION 25
What makes an organization a closed union shop?

It considers only nonunion employees for promotions.

It allows employees to choose whether they join a union.

It hires and employs current union members exclusively.

It has a policy against union membership for employees.

NEW QUESTION 26
What is a characteristic of psychological contracts in the workplace?

They include formal agreements made during voluntary counseling sessions.

They consist of the unwritten expectations of the employment relationship.

They are formed to encourage positive workplace environments.

They are based on shared core values between employees and their managers.

NEW QUESTION 27
Which step could a company take to prevent workplace violence?

Offer and publicize an employee assistance program

Establish a fitness center for employees

Offer and publicize professional development opportunities

Create an award program linked to employee performance

NEW QUESTION 28
How is understanding a trainee’s learning style important to training effectiveness?

It improves training outcomes.

It expands employee skill gaps.

It influences the location of the training.

It increases the positive feedback given to the trainer.

NEW QUESTION 29
What explains how (or the sequence of steps) to apply company guidelines to accomplish a task?

Rule

Principle

Policy

Procedure

NEW QUESTION 30
How can job design benefit an organization?

By creating positions that motivate managers to segment work into very simple elements, removing opportunities for creativity and increasing efficiency

By creating positions that enable the organization to achieve its goals while motivating employees by assigning them work based on their needs and talents

By creating positions that require consistent performance from employees, which increases the organization’s output

By creating positions that can push an employee to the highest level of output for the benefit of the organization

NEW QUESTION 31
Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?

Rehabilitation Act of 1973

National Labor Relations Act of 1935

Equal Pay Act of 1963

Fair Labor Standards Act of 1938

NEW QUESTION 32
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?

Genetic Information Nondiscrimination Act of 2008

Americans with Disabilities Act of 1990

Fair Labor Standards Act of 1938

Family and Medical Leave Act of 1993

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[Q16-Q32] Get Special Discount Offer on Managing-Human-Capital Dumps PDF [UPDATED Sep-2026]

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WGU Managing-Human-Capital Exam Syllabus Topics:

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