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Managing-Human-Capital덤프자료 - Managing-Human-Capital유효한공부

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>> Managing-Human-Capital덤프자료 <<

Managing-Human-Capital유효한 공부, Managing-Human-Capital퍼펙트 덤프자료

우리는 여러분이 시험패스는 물론 또 일년무료 업데이트서비스를 제공합니다.만약 시험에서 실패했다면 우리는 덤프비용전액 환불을 약속 드립니다.하지만 이런 일은 없을 것입니다.우리는 우리덤프로 100%시험패스에 자신이 있습니다. 여러분은 먼저 우리 Itcertkr사이트에서 제공되는WGU인증Managing-Human-Capital시험덤프의 일부분인 데모 즉 문제와 답을 다운받으셔서 체험해보실 수 잇습니다.

WGU Managing-Human-Capital 시험요강:

주제
소개

주제 1

Managing Human Capital: Managing Human Capital focuses on strategies and tools that managers use to maximize employee contribution and create organizational excellence. You will learn talent management strategies to motivate and develop employees as well as best practices to manage performance for added value.

주제 2

Talent Management Strategies: This section of the exam measures skills of Human Resource Managers and covers talent management strategies to motivate and develop employees. Learners explore methods for attracting, developing, and retaining talent within organizations. The content addresses how managers can implement effective talent management programs that align employee capabilities with organizational goals and foster employee engagement and productivity.

주제 3

Employee Motivation and Development: This section of the exam measures skills of Organizational Development Specialists and covers strategies to motivate and develop employees for optimal performance. Learners study approaches for understanding employee motivation factors and creating development opportunities. The material focuses on techniques managers use to enhance employee skills, encourage professional growth, and build a motivated workforce that contributes to organizational success.

주제 4

Maximizing Employee Contribution: This section of the exam measures skills of Business Managers and covers strategies to maximize employee contribution to organizational excellence. Learners investigate methods for leveraging employee strengths and capabilities to achieve business objectives. The material focuses on how managers can create environments where employees are empowered to contribute their best work and how individual contributions integrate to create overall organizational excellence.

주제 5

Performance Management Best Practices: This section of the exam measures skills of Human Resource Managers and covers best practices to manage performance for added value. Learners examine systems and processes for measuring, evaluating, and improving employee performance. The content addresses how managers can establish clear performance expectations, provide effective feedback, conduct performance reviews, and implement improvement plans that drive individual and organizational results.

최신 Courses and Certificates Managing-Human-Capital 무료샘플문제 (Q37-Q42):

질문 # 37
A manager and an employee go on a lunch break together. The manager tells the employee about another coworker that received discipline. The manager discloses to the employee that the coworker was reprimanded for poor performance.
Which part of this scenario involves an ethical dilemma?

A. The employee going on a lunch break with the manager
B. The employee listening to what the manager shared
C. The manager having an unofficial one-on-one conversation with the employee
D. The manager disclosing the discipline of the coworker to the employee

정답：D

질문 # 38
Which scenario illustrates how a human resources (HR) department serves as an internal consultant for managers?

A. An HR department conducts background checks on newly hired employees before they report for their first day with their manager.
B. A manager wants to address repeated employee tardiness and gets advice from the HR department about protocol before addressing the situation.
C. An HR department selects applicants who will receive job offers without seeking a manager's approval.
D. A manager informs the HR department that an employee has been late numerous times, and the HR department tells the manager to refer to the organization's policy.

정답：B

설명：
In this scenario, the HR department acts as an internal consultant by providing expert advice and guidance to the manager on handling a specific employee issue-repeated tardiness. The HR department helps the manager understand the appropriate protocol, ensuring that the manager's actions are consistent with company policies and legal requirements. This consultative role supports managers in making informed decisions and effectively addressing workplace challenges.
"Human Resource Management" by Gary Dessler
Society for Human Resource Management (SHRM) resources on HR as an internal consultant

질문 # 39
Which factor influences employees' attitudes about workplace safety?

A. An employee's potential for career development
B. Leadership's positive reinforcement of reporting potential hazards
C. An organization's generous attendance policy
D. An employee's level of compensation

정답：B

설명：
Employees' attitudes toward workplace safety are strongly shaped by leadership behavior and organizational culture. According toHuman Resource Management, 16th Editionby Gary Dessler, one of the most influential factors in shaping safety attitudes ismanagement's visible commitment to safety, particularly through positive reinforcement of safe behaviors and hazard reporting.
Dessler explains that when leaders actively encourage employees to report unsafe conditions without fear of retaliation and recognize those who do so, employees perceive safety as a core organizational value. This perception increases safety awareness, compliance with safety rules, and employee participation in safety initiatives. In contrast, if leadership ignores or discourages hazard reporting, employees may believe productivity is valued more than safety, which weakens safety attitudes.
Factors such as compensation, attendance policies, or career development opportunities may affect motivation or satisfaction, but they do not directly shape employees' perceptions of safety priorities. Leadership behavior sends a powerful signal about what truly matters in the organization. Therefore,positive reinforcement by leadership for reporting potential hazardsmost directly influences employees' attitudes about workplace safety.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Safety and Health

질문 # 40
What is a primary focus of global leadership training?

A. Safe work behaviors
B. Cross-cultural collaboration
C. A job's technical skills
D. Union requirements

정답：B

설명：
A primary focus of global leadership training is cross-cultural collaboration. In a globalized business environment, leaders must be adept at working with diverse teams across different cultures. Training programs in this area aim to develop skills such as cultural awareness, communication, and adaptability.
These skills enable leaders to effectively manage and collaborate with employees from various cultural backgrounds, fostering an inclusive and cohesive work environment that can enhance global business operations and performance.
References:
Dessler, G. (2020).Human Resource Management. Pearson.
Black, J. S., Morrison, A. J., & Gregersen, H. B. (1999).Global Explorers: The Next Generation of Leaders.
Routledge.

질문 # 41
What is a benefit of wellness programs for both employers and employees?

A. Improve technical skills
B. Eliminate the need for health insurance
C. Improve employee morale
D. Increase promotional opportunities

정답：C

설명：
Wellness programs are organizational initiatives designed to promote employees' physical and mental well- being through activities such as fitness programs, stress management, health screenings, and lifestyle education. According toHuman Resource Management, 16th Editionby Gary Dessler, a key benefit of wellness programs for both employers and employees isimproved employee morale.
From the employee perspective, wellness programs demonstrate that the organization values their health and quality of life, which increases job satisfaction, motivation, and organizational commitment. Employees who feel supported are more engaged and experience lower stress levels. From the employer perspective, improved morale often leads to reduced absenteeism, lower turnover, and higher productivity.
Dessler notes that while wellness programs may also contribute to long-term cost savings related to healthcare and insurance, they do not eliminate the need for health insurance nor are they designed to build technical skills or directly influence promotions. Their primary shared benefit lies in fostering a healthier, more positive, and more engaged workforce.
Thus, the correct answer isimproving employee morale.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Health and Safety and Employee Benefits

질문 # 42
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