Managing Human Capital 시험 - WGU실제시험문제와 답 - 50문항

Question No : 1

What is a job analysis?

A.AzA contract that includes sufficient flexibility so that workers are comfortable starting new tasks as needed and proactively finding additional ways to contribute
B.A study that first identifies the required tasks and behaviors of a job and then evaluates what is required to perform each required task
C.A summary that outlines the main duties and responsibilities of a job
D.A step-by-step explanation of how to complete a specific task

정답:
Explanation:
Job analysis is a systematic process that involves identifying and documenting the essential tasks, responsibilities, and behaviors required for a job. It also assesses the qualifications, skills, and knowledge needed to perform those tasks effectively. The outcome of a job analysis includes detailed job descriptions and specifications, which are used for various HR functions such as recruitment, selection, training, performance appraisal, and compensation.
Reference: "Job and Work Analysis: Methods, Research, and Applications for Human Resource Management" by Michael T. Brannick, Edward L. Levine, and Frederick P. Morgeson
Society for Human Resource Management (SHRM) guidelines on job analysis

Question No : 2

Which scenario illustrates how a human resources (HR) department serves as an internal consultant for managers?

A.An HR department selects applicants who will receive job offers without seeking a manager's approval.
B.A manager informs the HR department that an employee has been late numerous times, and the HR department tells the manager to refer to the organization's policy.
C.An HR department conducts background checks on newly hired employees before they report for their first day with their manager.
D.A manager wants to address repeated employee tardiness and gets advice from the HR department about protocol before addressing the situation.

정답:
Explanation:
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.
Reference: "Human Resource Management" by Gary Dessler
Society for Human Resource Management (SHRM) resources on HR as an internal consultant

Question No : 3

What is the main reason for the failure of mergers and acquisitions?

A.Culture mismatch
B.Poor organizational design
C.Unsuccessful marketing approach
D.Inaccurate bookkeeping

정답:
Explanation:
The main reason for the failure of mergers and acquisitions is often a culture mismatch between the merging organizations. When two companies with different corporate cultures come together, clashes can occur if their values, beliefs, and ways of doing business do not align. This can lead to misunderstandings, conflicts, and a lack of cohesion, ultimately hindering the integration process and reducing the chances of a successful merger or acquisition.
Reference: "Mergers and Acquisitions: Managing Culture and Human Resources" by Mark
E. Mendenhall and Gary R. Oddou
McKinsey & Company articles on mergers and acquisitions

Question No : 4

What is organizational design?

A.Using a graphic representation of the structure of an organization to see the relationships between the organization's positions
B.Making decisions about how to plan and organize work and exercise authority
C.Allocating, coordinating, and supervising tasks to achieve organizational aims
D.Selecting and managing aspects of organizational structure in order to facilitate organizational goal achievement

정답:
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.
Reference: "Organization Design: A Guide to Building Effective Organizations" by Naomi Stanford Harvard Business Review articles on organizational design

Question No : 5

Which type of work culture utilizes hiring, retaining, developing, and motivating employees while making work assignments that are connected to data or outcomes?

A.Performance culture
B.Innovative culture
C.Risk culture
D.Compliance culture

정답:
Explanation:
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.
Reference: "High Performance Work Systems" by David
A. Buchanan and Andrzej
A. Huczynski, "Organizational Behavior"
Society for Human Resource Management (SHRM) articles on performance culture

Question No : 6

What is an example of the perception of personal loss leading to bias?

A.A manager not knowing if a hiring practice violates federal law
B.A manager believing all employees should celebrate Christian holidays instead of other holidays
C.A manager believing all female employees like to gossip
D.A manager believing hiring a diverse workforce will limit future employment opportunities

정답:
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.
Reference: 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

Question No : 7

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.Human resource management
C.Human and financial management
D.Succession planning

정답:
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.
Reference: Fundamentals of Human Resource Management by Gary Dessler
SHRM guidelines and best practices in HRM

Question No : 8

What is the definition of staffing?

A.The process of acquiring employees from wherever possible with the goal of remaining unbiased
B.The process of planning, acquiring, deploying, and retaining employees to enable an employer to meet its talent needs
C.The process of hiring and terminating employees to enable an employer to meet its budgetary needs
D.The process of workforce planning that supports the exchange of talent every few months in order to keep the organization fresh

정답:
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.
Reference: Human Resource Management theories and practices
Strategic Staffing models and frameworks

Question No : 9

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

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

정답:
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.
Reference: Occupational Safety and Health Administration (OSHA) guidelines
Studies on workplace safety and productivity by the National Institute for Occupational Safety and Health (NIOSH)

Question No : 10

Which tools are used for the employee-relations functions of human resource management (HRM)?

A.Performance goals and principles
B.Labor participation programs and employee surveys
C.Training and development programs
D.Benefits and rewards

정답:
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.
Reference: Society for Human Resource Management (SHRM) resources on employee relations Human Resource Management textbooks and best practices

Question No : 11

Why is human resource planning an important human resource management activity?

A.It provides direction on how to budget the financial needs of an organization to ensure the organization remains profitable.
B.It helps design a workplace for optimal efficiency and performance while also identifying the talent needed to execute a business strategy.
C.It provides guidance on how to form business goals that are in alignment with the organization s vision.
D.It provides a means to get the most output from each employee through rewards and punishments to drive greater profits.

정답:
Explanation:
Human resource planning is a critical function of human resource management that involves forecasting an organization’s future human resource needs and planning for how to meet those needs. This includes designing jobs and workspaces for optimal efficiency, ensuring the right number of employees with the right skills are in place, and aligning human resources with the organization's strategic goals. This planning ensures the organization can meet its future demands and remain competitive.
Reference: Human Resource Planning, Society for Human Resource Management (SHRM) website

Question No : 12

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?

A.Americans with Disabilities Act of 1990
B.Genetic Information Nondiscrimination Act of 2008
C.Fair Labor Standards Act of 1938
D.Family and Medical Leave Act of 1993

정답:
Explanation:
The Genetic Information Nondiscrimination Act (GINA) of 2008 also covers situations where genetic information is inadvertently obtained, such as through social media. It prohibits employers from using genetic information in making employment decisions, including hiring, firing, job assignments, and promotions. The hiring manager's decision not to hire the applicant based on a social media post about a family member's diagnosis with Parkinson's disease constitutes a violation of GINA.
Reference: Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website

Question No : 13

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

A.Rehabilitation Act of 1973
B.National Labor Relations Act of 1935
C.Equal Pay Act of 1963
D.Fair Labor Standards Act of 1938

정답:
Explanation:
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.
Reference: Fair Labor Standards Act of 1938, U.S. Department of Labor (DOL) website

Question No : 14

What describes a bona fide occupational qualification under Title VII of the Civil Rights Act of 1964?

A.An exemption from performing essential job functions for people with specific traits
B.A quota for workforce diversity in government agencies and large organizations
C.A characteristic that is essential to the successful performance of a relevant job function
D.A provision that makes retaliation against whistleblowers illegal

정답:
Explanation:
A bona fide occupational qualification (BFOQ) under Title VII of the Civil Rights Act of 1964 allows employers to hire employees based on characteristics typically prohibited under the act, such as religion, sex, or national origin, if these characteristics are reasonably necessary to the normal operation of a particular business. This means the characteristic must be essential to the performance of the job. For example, hiring a female actor for a female role is considered a BFOQ.
Reference: Title VII of the Civil Rights Act of 1964, U.S. Equal Employment Opportunity Commission (EEOC) website

Question No : 15

A recruiter requests that an applicant complete a document that requests information about the applicant s medical conditions and the medical conditions of their family members.
Which law did this recruiter violate?

A.Family and Medical Leave Act of 1993
B.Americans with Disabilities Act of 1990
C.Genetic Information Nondiscrimination Act of 2008
D.Civil Rights Act of 1991

정답:
Explanation:
The Genetic Information Nondiscrimination Act (GINA) of 2008 prohibits employers from requesting, requiring, or purchasing genetic information about an applicant or an employee, which includes family medical history. The act aims to prevent discrimination based on genetic information in both health insurance and employment. The recruiter's request for information about the applicant’s medical conditions and those of their family members directly violates GINA.
Reference: Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website

WGU Managing Human Capital 시험