Important WGU (C202) Managing Human Capital Exam Questions

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WGU Managing Human Capital C202 WGU (C202) Managing Human Capital Exam

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Vendor:	WGU
Exam Name:	WGU Managing Human Capital C202
Registration Code:	Managing-Human-Capital
Related Certification:	WGU Courses and Certifications
Exam Audience:	Human Resource Managers and Business Managers,

Total Questions

Last Updated

25-08-2026

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Question: 1

How can job design benefit an organization?

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

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

CBy creating positions that require consistent performance from employees, which increases the organization's output

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

Answer: B

Explanation:

Job design is the process of organizing tasks, duties, and responsibilities into a productive unit of work. By creating positions that align with employees' needs and talents, job design can significantly benefit an organization. This approach not only helps in achieving organizational goals by ensuring that work is done efficiently and effectively but also motivates employees by recognizing their individual strengths and preferences. Motivated employees tend to be more engaged, productive, and satisfied with their jobs, which in turn leads to higher retention rates and better overall organizational performance. Effective job design considers various factors such as job enrichment, job enlargement, job rotation, and the use of teams to create a fulfilling work environment. Reference

Hackman, J. R., & Oldham, G. R. (1976). 'Motivation through the Design of Work: Test of a Theory.' Organizational Behavior and Human Performance.

Armstrong, M. (2021). 'Armstrong's Handbook of Human Resource Management Practice.' Kogan Page.

Question: 2

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

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

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

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

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

Answer: 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.

Human Resource Planning, Society for Human Resource Management (SHRM) website

Question: 3

What is an example of a situational interview question?

A'What have you done to successfully turn a difficult customer into a satisfied and loyal customer?'

B'How have you handled a situation in which you and a coworker could not cooperate and had to get management involved?'

C'Which type of leadership style do you prefer from your direct manager, and why do you prefer this style?'

D'How would you handle a scenario in which you are asked to do something that goes against company policy?'

Answer: D

Explanation:

Situational interview questions are designed to assess how candidates would handle hypothetical scenarios related to the job. The question 'How would you handle a scenario in which you are asked to do something that goes against company policy?' requires the candidate to demonstrate their problem-solving abilities, ethical judgment, and adherence to organizational rules. This type of question helps employers gauge a candidate's potential behavior and decision-making skills in challenging situations. Reference:

Dessler, G. (2020). Human Resource Management. Pearson.

Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology.

Question: 4

Which factor do unions prefer when negotiating with employers over criteria for job opportunities, such as promotions and job security?

ASeniority

BEducation

CExperience

DAge

Answer: A

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. Reference:

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.

Question: 5

What must an organization that incorporates an ethics and compliance program that follows the Federal Sentencing Guidelines for Organizations enable all employees to do?

AGive ethical advice to coworkers

BDiscipline employees for unethical conduct

CPublicly accuse coworkers of ethics violations

DAnonymously report unethical conduct

Answer: D

Explanation:

Federal Sentencing Guidelines for Organizations: These guidelines encourage organizations to implement effective ethics and compliance programs to prevent and detect violations of law.

Anonymous Reporting: A critical component of these programs is providing a mechanism for employees to report unethical conduct without fear of retaliation. Anonymity ensures that employees feel safe to report misconduct.

Encouraging Ethical Behavior: By enabling anonymous reporting, organizations foster an environment where ethical behavior is promoted, and issues can be addressed promptly.

Protection for Whistleblowers: This measure protects whistleblowers from potential backlash and ensures that the organization can identify and mitigate unethical practices effectively.

Federal Sentencing Guidelines for Organizations, U.S. Sentencing Commission

Ethics and Compliance Programs: A Resource Guide by the U.S. Department of Justice and the SEC

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