[UPDATED 2024] Free WGU Managing-Human-Capital Exam Questions Self-Assess Preparation
Managing-Human-Capital Free Sample Questions to Practice One Year Update
NEW QUESTION # 29
What is an example of affirmative action in an organization?
- A. Including a statement in commercials that the organization has a diverse workforce
- B. Enacting a policy that race or gender may not be criteria for hiring decisions
- C. Removing identifying information from resumes so recruiters are unaware of applicants' backgrounds
- D. Establishing a workforce outreach program for protected groups underrepresented in the organization
Answer: D
Explanation:
* 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
NEW QUESTION # 30
Which factor do unions prefer when negotiating with employers over criteria for job opportunities, such as promotions and job security?
- A. Age
- B. Experience
- C. Education
- D. Seniority
Answer: D
Explanation:
Unionized workers typically enjoy more secure benefits compared to nonunionized workers, with guaranteed pensions being one of the most secure. Unions negotiate defined benefit pension plans that promise a specified monthly benefit at retirement, which is often based on factors such as salary history and years of service.
These plans provide financial security for employees upon retirement and are less common in nonunionized workplaces, where defined contribution plans like 401(k)s are more prevalent.References:
* Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019). Human Resource Management:
Gaining a Competitive Advantage. McGraw-Hill Education.
* Freeman, R. B., & Medoff, J. L. (1984). What Do Unions Do?. Basic Books.
NEW QUESTION # 31
Which type of benefit is typically more secure for unionized workers than for nonunionized workers?
- A. 401 (k) plans
- B. Individual bonuses
- C. Merit pay
- D. Guaranteed pensions
Answer: D
Explanation:
Unionized workers typically enjoy more secure benefits compared to nonunionized workers, with guaranteed pensions being one of the most secure. Unions negotiate defined benefit pension plans that promise a specified monthly benefit at retirement, which is often based on factors such as salary history and years of service.
These plans provide financial security for employees upon retirement and are less common in nonunionized workplaces, where defined contribution plans like 401(k)s are more prevalent.References:
* Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019). Human Resource Management:
Gaining a Competitive Advantage. McGraw-Hill Education.
* Freeman, R. B., & Medoff, J. L. (1984). What Do Unions Do?. Basic Books.
NEW QUESTION # 32
How can job design benefit an organization?
- A. By creating positions that enable the organization to achieve its goals while motivating employees by assigning them work based on their needs and talents
- B. By creating positions that can push an employee to the highest level of output for the benefit of the organization
- C. By creating positions that motivate managers to segment work into very simple elements, removing opportunities for creativity and increasing efficiency
- D. By creating positions that require consistent performance from employees, which increases the organization's output
Answer: A
NEW QUESTION # 33
What are employees experiencing if they are motivated by finding fulfillment in their work?
- A. Intrinsic motivation
- B. Extrinsic motivation
- C. Incentive 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 # 34
What is the difference between sourcing and recruiting?
- A. Sourcing relies on interpersonal skills to attract candidates to apply for positions, and recruiting is a process for identifying talent pools.
- B. Sourcing identifies the best applicants to meet staffing goals, and recruiting takes steps to convert potential candidates into applicants.
- C. Sourcing is a strategy to attract candidates to an employer, and recruiting is a process for making employers desire certain candidates.
- D. Sourcing focuses on factors external to an employer, and recruiting focuses on factors internal to an employer.
Answer: B
Explanation:
Sourcing and recruiting are two distinct but interrelated steps in the hiring process. Sourcing involves identifying and attracting potential candidates who have the skills and qualifications necessary to meet the organization's staffing needs. This process can include searching for candidates through various channels such as job boards, social media, networking events, and employee referrals. Once a pool of potential candidates is identified, the recruiting process begins. Recruiting involves engaging with these candidates, assessing their suitability for the role, and encouraging them to apply for the open positions. This includes activities such as conducting interviews, evaluating applications, and managing the offer process. By differentiating between sourcing and recruiting, organizations can streamline their hiring processes and ensure they attract and hire the best possible talent.References
* Phillips, J. M., & Gully, S. M. (2015). "Strategic Staffing." Pearson Education.
* SHRM. "Sourcing Candidates."
NEW QUESTION # 35
What explains how (or the sequence of steps) to apply company guidelines to accomplish a task?
- A. Principle
- B. Policy
- C. Rule
- D. Procedure
Answer: D
Explanation:
A procedure explains how to apply company guidelines to accomplish a task through a sequence of steps. It is more detailed than a policy and provides the exact steps to follow in order to ensure consistency and efficiency in task completion.
References:
* Managing Human Capital Textbook
* HR best practices from SHRM (Society for Human Resource Management)
NEW QUESTION # 36
What is an example of the perception of personal loss leading to bias?
- A. A manager believing all female employees like to gossip
- B. A manager not knowing if a hiring practice violates federal law
- C. A manager believing hiring a diverse workforce will limit future employment opportunities
- D. A manager believing all employees should celebrate Christian holidays instead of other holidays
Answer: C
Explanation:
* Definition of Perception of Personal Loss: This refers to the feeling that one's own opportunities or status within the organization may be threatened by certain changes or policies.
* Bias Formation: When a manager believes that hiring a diverse workforce will limit future employment opportunities, this belief stems from a perception of personal loss. The manager might feel that their own prospects or advantages are at risk due to increased competition or changes in organizational priorities.
* Impact on Diversity and Inclusion: Such a bias can negatively impact the organization's diversity and inclusion efforts. It can lead to resistance against hiring diverse candidates and maintaining a homogenous workforce, which can limit the benefits that come from a diverse team.
* Addressing the Bias: It is important to educate and train managers to understand the value of diversity, which includes improved problem-solving, creativity, and performance. Overcoming this bias helps create a more inclusive environment that benefits everyone in the organization.
References:
* SHRM: Understanding and Managing Bias in the Workplace
* Diversity and Inclusion Best Practices by the Human Resources Professional Association (HRPA)
* Studies on the impact of diversity on organizational performance by McKinsey & Company
NEW QUESTION # 37
Which characteristic of an employee demonstrates a strong person-organization fit?
- A. Shows deep commitment to the organization
- B. Is responsible for training coworkers
- C. Completes all projects accurately and on time
- D. Is highly qualified to perform the job
Answer: A
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 # 38
What is organizational design?
- A. Selecting and managing aspects of organizational structure in order to facilitate organizational goal achievement
- B. Using a graphic representation of the structure of an organization to see the relationships between the organization's positions
- C. Allocating, coordinating, and supervising tasks to achieve organizational aims
- D. Making decisions about how to plan and organize work and exercise authority
Answer: A
Explanation:
Organizational design involves configuring the structure of an organization to effectively achieve its goals.
This includes determining the best ways to allocate resources, coordinate activities, and supervise tasks. The aim is to create an optimal organizational framework that enhances communication, improves efficiency, and supports the achievement of strategic objectives. It includes decisions about hierarchy, departmentalization, span of control, and formalization.
References:
* "Organization Design: A Guide to Building Effective Organizations" by Naomi Stanford
* Harvard Business Review articles on organizational design
NEW QUESTION # 39
What is a benefit of internal recruiting?
- A. Increased staff diversity in management roles
- B. Enhanced engagement by promoting from within
- C. Reduced employee anxiety from improved workloads
- D. Increased new insights and ability to lead change efforts
Answer: B
Explanation:
Internal recruiting involves filling job vacancies with current employees from within the organization. One significant benefit of this approach is that it enhances employee engagement and morale. When employees see that the organization values their growth and offers opportunities for advancement, they are more likely to be motivated, committed, and loyal. This practice also reduces the time and cost associated with onboarding and training new hires, as internal candidates are already familiar with the company's culture and processes.
References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019). Human Resource Management:
Gaining a Competitive Advantage. McGraw-Hill Education.
NEW QUESTION # 40
How can an employee handbook assist employees?
- A. It contains employees' individual performance goals.
- B. It creates laws that must be followed.
- C. It prevents the employer from being sued.
- 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 # 41
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. Benefits and rewards
- D. Labor participation programs and employee surveys
Answer: D
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 # 42
What is the definition of staffing?
- A. The process of workforce planning that supports the exchange of talent every few months in order to keep the organization fresh
- B. The process of hiring and terminating employees to enable an employer to meet its budgetary needs
- C. The process of acquiring employees from wherever possible with the goal of remaining unbiased
- 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 # 43
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. Fair Labor Standards Act
- D. Worker Adjustment and Retraining Notification 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 # 44
Which area has the main functions of staffing, health, safety, employee-management relations, rewards, benefits, training, development, and performance management?
- A. Strategic management planning
- B. Succession planning
- C. Human resource management
- D. Human and financial management
Answer: C
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 # 45
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