WGU Managing-Human-Capital Dumps in PDF and Online

QUESTION: 9

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?

Americans with Disabilities Act of 1990
Genetic Information Nondiscrimination Act of 2008
Fair Labor Standards Act of 1938
Family and Medical Leave Act of 1993

Answer(s): 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.

Reference:

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

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QUESTION: 10

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.

Answer(s): B

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

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QUESTION: 11

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

Performance goals and principles
Labor participation programs and employee surveys
Training and development programs
Benefits and rewards

Answer(s): B

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

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QUESTION: 12

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

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

Answer(s): B

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)

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QUESTION: 13

What is the definition of staffing?

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

Answer(s): B

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

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QUESTION: 14

Which area has the main functions of staffing, health, safety, employee-management relations, rewards, benefits, training, development, and performance management?

Strategic management planning
Human resource management
Human and financial management
Succession planning

Answer(s): B

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

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QUESTION: 15

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

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

Answer(s): D

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

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QUESTION: 16

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

Performance culture
Innovative culture
Risk culture
Compliance culture

Answer(s): A

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

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WGU Managing Human Capital C202 Managing-Human-Capital Dumps in PDF

Free WGU Managing-Human-Capital Real Questions (page: 2)

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