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WGU Managing Human Capital C202 Sample Questions:

1. 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 utilizing interviewers who are friendly and personable
D) By assessing a variety of interpersonal skills through unstructured interviews

2. 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 would you handle a scenario in which you are asked to do something that goes against company policy?"
C) "How have you handled a situation in which you and a coworker could not cooperate and had to get management involved?"
D) "Which type of leadership style do you prefer from your direct manager, and why do you prefer this style?"

3. What is the difference between sourcing and recruiting?

A) Sourcing focuses on factors external to an employer, and recruiting focuses on factors internal to an employer.
B) Sourcing identifies the best applicants to meet staffing goals, and recruiting takes steps to convert potential candidates into applicants.
C) Sourcing relies on interpersonal skills to attract candidates to apply for positions, and recruiting is a process for identifying talent pools.
D) Sourcing is a strategy to attract candidates to an employer, and recruiting is a process for making employers desire certain candidates.

4. Which term refers to guidelines that show how to perform a task in an organization?

A) Policies
B) Procedures
C) Rules
D) Codes

5. Which act establishes a national minimum wage, overtime rules, recordkeeping requirements, and youth employment standards?

A) Fair Labor Standards Act of 1938
B) Equal Pay Act of 1963
C) Rehabilitation Act of 1973
D) National Labor Relations Act of 1935

Solutions: