MANAGING-HUMAN-CAPITAL RELIABLE TEST SAMPLE - USEFUL MANAGING-HUMAN-CAPITAL DUMPS

Managing-Human-Capital Reliable Test Sample - Useful Managing-Human-Capital Dumps

Managing-Human-Capital Reliable Test Sample - Useful Managing-Human-Capital Dumps

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Managing-Human-Capital real dumps revised and updated according to the syllabus changes and all the latest developments in theory and practice, our WGU Managing Human Capital C202 real dumps are highly relevant to what you actually need to get through the certifications tests. Moreover they impart you information in the format of Managing-Human-Capital Questions and answers that is actually the format of your real certification test. Hence not only you get the required knowledge but also find the opportunity to practice real exam scenario.

WGU Managing Human Capital C202 Sample Questions (Q45-Q50):

NEW QUESTION # 45
Why is setting individual employee performance goals important to organizational success?

  • A. It helps align individual employees' goals with the organization's mission.
  • B. It standardizes performance expectations for employees across the organization.
  • C. It replaces the need for conducting job analyses.
  • D. It gives employees input in the content of performance evaluations.

Answer: A

Explanation:
Setting individual employee performance goals is essential for organizational success because it ensures that employees' efforts are directed towards the broader objectives of the organization. This alignment fosters a cohesive and motivated workforce working towards common goals, which enhances overall productivity and effectiveness. When employees understand how their personal goals contribute to the organization's mission, they are more likely to be engaged and committed to their work.
References
* Managing Human Capital Textbook
* "Performance Management: Integrating Strategy Execution, Methodologies, Risk, and Analytics" by Gary Cokins
* SHRM (Society for Human Resource Management) guidelines on performance management


NEW QUESTION # 46
What is a benefit to the employer of providing a healthy and safe work environment?

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

Answer: C

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 # 47
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. Fair Labor Standards Act of 1938
  • B. Genetic Information Nondiscrimination Act of 2008
  • C. Family and Medical Leave Act of 1993
  • D. Americans with Disabilities Act of 1990

Answer: B

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.
References:
* Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website


NEW QUESTION # 48
Which type of work culture utilizes hiring, retaining, developing, and motivating employees while making work assignments that are connected to data or outcomes?

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

Answer: D

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.
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


NEW QUESTION # 49
What is an example of a customary benefit?

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

Answer: C

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 # 50
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