WGU Certification Exams Pack
Everything from Basic, plus:
- Exam Name: WGU Managing Human Capital C202, UXC2
- 72 Questions Answers with Explanation Detail
- Total Questions: 72 Q&A's
- Single Choice Questions: 72 Q&A's
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WGU Managing-Human-Capital - WGU Managing Human Capital C202, UXC2
$28.5
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550
Students Passed
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Average Score
93%
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Total Questions: 72
Free Practice Questions: 21
A manager gives an employee a verbal warning for being tardy. The employee arrives late to work one more time the following week.
What is the next step if the manager is using progressive discipline?
Answer
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D
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Explanation
Progressive discipline is a structured and systematic approach used by managers to address employee misconduct or performance issues by applying increasingly severe penalties for repeated offenses. According toHuman Resource Management, 16th Editionby Gary Dessler, progressive discipline is designed to give employees clear notice of unacceptable behavior and a fair opportunity to correct it before more serious action is taken. The typical sequence of progressive discipline begins with averbal warning, followed by awritten warning, thensuspension, and finallyterminationif the behavior continues. In this case, the employee has already received a verbal warning for tardiness. When the employee arrives late again the following week, the manager must move to the next formal step in the disciplinary process. That step is issuing awritten warning, which formally documents the problem, specifies expectations for improvement, and warns the employee of possible future consequences if the behavior persists. Skipping directly to harsher penalties such as suspension, demotion, or termination would violate the principles of fairness and due process emphasized in effective human resource management. Progressive discipline ensures consistency, legal defensibility, and transparency, while reinforcing organizational standards. Thus, based on established HRM practices, the correct next step after a verbal warning is awritten warning. Source: Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Discipline and Employee Relations |
What is a job analysis?
Answer
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B
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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. "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 |
What is a retention strategy for reducing voluntary turnover?
Answer
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B
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Explanation
Reducing voluntary turnover requires organizations to understand why employees leave and what factors influence their decision to stay. According toHuman Resource Management, 16th Editionby Gary Dessler, an effectiveretention strategyis toconduct employee satisfaction surveys. These surveys help management identify issues related to pay, supervision, workload, career development, and work environment before dissatisfaction leads to resignation. Dessler explains that voluntary turnover is often avoidable when organizations proactively listen to employees and address concerns early. Satisfaction surveys provide actionable data that enable HR managers to implement targeted interventions such as improving leadership practices, adjusting compensation, or enhancing work–life balance initiatives. In contrast, sourcing internal or external candidates focuses on staffing and replacement rather than retention. Monitoring performance trends for merit pay relates to compensation management but does not directly uncover reasons employees may leave. Therefore, the most effective retention-focused strategy listed isconducting employee satisfaction surveys. Source: Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Retention and Turnover Management |
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WGU Managing-Human-Capital FAQ'S
Find answers to the most common questions about the WGU Managing-Human-Capital exam, including what it is, how to prepare, and how it can boost your career.
The WGU Managing-Human-Capital certification is a globally-acknowledged credential that is awarded to candidates who pass this certification exam by obtaining the required passing score. This credential attests and validates the candidates' knowledge and hands-on skills in domains covered in the WGU Managing-Human-Capital certification syllabus. The WGU Managing-Human-Capital certified professionals with their verified proficiency and expertise are trusted and welcomed by hiring managers all over the world to perform leading roles in organizations. The success in WGU Managing-Human-Capital certification exam can be ensured only with a combination of clear knowledge on all exam domains and securing the required practical training. Like any other credential, WGU Managing-Human-Capital certification may require periodic renewal to stay current with new innovations in the concerned domains.
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