(WGU C202) HRM 5010 Managing Human Capital Pre-Assessment Guide Q & A 2024.
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Course
Business
Institution
Western Governers University
(WGU C202) HRM 5010 Managing Human Capital Pre-Assessment Guide Q & A 2024.(WGU C202) HRM 5010 Managing Human Capital Pre-Assessment Guide Q & A 2024.(WGU C202) HRM 5010 Managing Human Capital Pre-Assessment Guide Q & A 2024.
,1. In the context of strategic human capital management, which of the
following best describes the concept of 'human capital agility'?
A) The speed at which new employees are hired
B) The ability to rapidly develop and deploy talent as needed
C) The process of evaluating employee performance
D) The method of calculating return on investment in human resources
Answer: B) The ability to rapidly develop and deploy talent as needed
Rationale: Human capital agility refers to the flexibility and speed with
which an organization can adapt to changes by developing and utilizing
its human resources effectively.
2. Which theory posits that employees are motivated not just by money,
but also by intrinsic factors such as personal growth, recognition, and
achievement?
A) Equity Theory
B) Expectancy Theory
C) Two-Factor Theory
D) Maslow's Hierarchy of Needs
Answer: C) Two-Factor Theory
Rationale: The Two-Factor Theory, developed by Frederick Herzberg,
suggests that there are certain factors in the workplace that cause job
satisfaction, while a separate set of factors cause dissatisfaction, which
are not merely the opposite of the satisfaction factors.
,3. When implementing a balanced scorecard approach in human capital
management, which perspective assesses learning and growth?
A) Financial Perspective
B) Customer Perspective
C) Internal Business Process Perspective
D) Learning and Growth Perspective
Answer: D) Learning and Growth Perspective
Rationale: The balanced scorecard includes a learning and growth
perspective which focuses on employee training and corporate cultural
attitudes related to both individual and corporate self-improvement.
4. What is the primary purpose of succession planning in human capital
management?
A) To address the immediate staffing needs
B) To ensure continuity of leadership
C) To evaluate employee performance
D) To reduce recruitment costs
Answer: B) To ensure continuity of leadership
Rationale: Succession planning is a process for identifying and
developing new leaders who can replace old leaders when they leave,
retire or die. It ensures continuity of leadership and helps in the seamless
transition of roles within the organization.
, 5. In the context of human capital, what does the term 'talent pipeline'
refer to?
A) The process of turning raw data into actionable insights
B) The flow of candidates that are qualified to fill future job openings
C) The infrastructure used for employee benefits
D) The system used for payroll processing
Answer: B) The flow of candidates that are qualified to fill future job
openings
Rationale: A talent pipeline is a pool of candidates who are ready to fill
future positions that may be created or vacated in an organization. It is a
proactive approach to recruitment.
6. Which of the following best defines 'organizational culture'?
A) The legal framework within which an organization operates
B) The shared values, beliefs, and norms that influence the behavior of
individuals within an organization
C) The hierarchical structure of an organization
D) The financial strategies adopted by an organization
Answer: B) The shared values, beliefs, and norms that influence the
behavior of individuals within an organization
Rationale: Organizational culture encompasses the values, beliefs, and
norms that shape the social and psychological environment of a business.
It influences how employees interact and how an organization conducts
its business.
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