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WGU Managing Human Capital C202 Sample Questions (Q21-Q26):

NEW QUESTION # 21
How can human resource managers increase procedural fairness in the hiring process?

A. By asking personal questions to better understand a candidate
B. By using validated selection methods that are job related
C. By assessing a variety of interpersonal skills through unstructured interviews
D. By utilizing interviewers who are friendly and personable

Answer: B

Explanation:
Procedural fairness in the hiring process can be increased by implementing validated selection methods that are directly related to the job requirements. This includes using standardized tests, structured interviews, and job simulations that have been scientifically proven to predict job performance. These methods ensure that all candidates are evaluated consistently and objectively based on their qualifications and abilities relevant to the job, thereby reducing biases and enhancing the perceived fairness of the selection process.References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Boudreau, J. W., & Cascio, W. F. (2017). Applied Psychology in Talent Management. Sage Publications.

NEW QUESTION # 22
What can encourage desired behaviors from employees when implementing organizational action plans by providing key details on how well the employees are fulfilling their job duties?

A. Job analyses
B. Internal financial sheets
C. Job statements
D. Performance metrics

Answer: D

Explanation:
Performance metrics are quantitative measures used to assess how well employees are fulfilling their job duties. They provide specific details on various aspects of job performance, such as productivity, quality, efficiency, and adherence to deadlines. By tracking these metrics, managers can identify areas where employees excel and where they may need additional support or training. Performance metrics help in setting clear expectations, providing feedback, and aligning employee performance with organizational goals. They are essential for implementing organizational action plans as they ensure that employees' behaviors and outcomes are aligned with the desired objectives.References
* Kaplan, R. S., & Norton, D. P. (1996). "The Balanced Scorecard: Translating Strategy into Action." Harvard Business Review Press.
* Armstrong, M. (2021). "Armstrong's Handbook of Performance Management: An Evidence-Based Guide to Delivering High Performance." Kogan Page.

NEW QUESTION # 23
What describes a bona fide occupational qualification under Title VII of the Civil Rights Act of 1964?

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

Answer: C

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.
References:
* Title VII of the Civil Rights Act of 1964, U.S. Equal Employment Opportunity Commission (EEOC) website

NEW QUESTION # 24
What must an organization that incorporates an ethics and compliance program that follows the Federal Sentencing Guidelines for Organizations enable all employees to do?

A. Publicly accuse coworkers of ethics violations
B. Give ethical advice to coworkers
C. Anonymously report unethical conduct
D. Discipline employees for unethical conduct

Answer: C

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.
References:
* 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

NEW QUESTION # 25
Why is human resource planning an important human resource management activity?

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

Answer: A

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.
References:
* Human Resource Planning, Society for Human Resource Management (SHRM) website

NEW QUESTION # 26
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