無料WGU Managing-Human-Capital学習ガイド試験問題と解答
Managing-Human-Capital試験問題集、Managing-Human-Capital練習テスト問題
WGU Managing-Human-Capital 認定試験の出題範囲：
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質問 # 36
Which tool may be used during the learning level of Kirkpatrick's training evaluation?
- A. Long-term observation
- B. Simulation
- C. Performance appraisal
- D. Survey
正解：D
解説：
The learning level of Kirkpatrick's training evaluation model measures the degree to which participants have acquired the intended knowledge, skills, and attitudes based on their participation in the training. A survey is an effective tool at this level as it can assess participants' perceptions of their learning and gather feedback on the training's content and delivery. Surveys can be designed to include specific questions related to the learning objectives and can provide quantitative data on the effectiveness of the training.
References
* Managing Human Capital Textbook
* "Evaluating Training Programs: The Four Levels" by Donald Kirkpatrick and James Kirkpatrick
* SHRM (Society for Human Resource Management) guidelines on training evaluation
質問 # 37
What are mandatory benefits?
- A. Benefits that are required by the employer to be provided to employees
- B. Benefits that are in high demand and attract the most desirable candidates
- C. Benefits that are customarily provided to employees and are rarely denied
- D. Benefits that are required by law to be provided to employees
正解：D
解説：
Mandatory benefits are benefits that employers are legally required to provide to employees. According toHuman Resource Management, 16th Editionby Gary Dessler, these benefits are established by federal and state laws to protect employees' economic security and well-being.
Examples of mandatory benefits include Social Security, unemployment insurance, workers' compensation, and in some cases family and medical leave. Employers do not have discretion over whether to offer these benefits, as failure to comply can result in legal penalties.
Dessler distinguishes mandatory benefits from voluntary or customary benefits, which employers may offer to remain competitive or attract talent. Therefore, mandatory benefits are best defined as thoserequired by law.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Benefits and Legal Compliance
質問 # 38
Which type of benefit is typically more secure for unionized workers than for nonunionized workers?
- A. Guaranteed pensions
- B. 401 (k) plans
- C. Individual bonuses
- D. Merit pay
正解：A
解説：
Unionized workers typically enjoy more secure benefits compared to nonunionized workers, with guaranteed pensions being one of the most secure. Unions negotiate defined benefit pension plans that promise a specified monthly benefit at retirement, which is often based on factors such as salary history and years of service.
These plans provide financial security for employees upon retirement and are less common in nonunionized workplaces, where defined contribution plans like 401(k)s are more prevalent.References:
* Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019). Human Resource Management:
Gaining a Competitive Advantage. McGraw-Hill Education.
* Freeman, R. B., & Medoff, J. L. (1984). What Do Unions Do?. Basic Books.
質問 # 39
What is an example of a customary benefit?
- A. Retirement plan
- B. Unemployment insurance
- C. Workers' compensation
- D. Social Security
正解：A
解説：
Customary benefits are benefits that employers commonly provide but arenot legally required. According toHuman Resource Management, 16th Editionby Gary Dessler, these benefits are offered to remain competitive in the labor market and to attract and retain employees.
Retirement plans, such as employer-sponsored pension plans or 401(k) contributions, are classic examples of customary benefits. While highly valued by employees, employers are not legally mandated to provide them.
In contrast, workers' compensation, Social Security, and unemployment insurance are mandatory benefits required by law.
Dessler explains that customary benefits allow organizations flexibility in designing compensation packages that align with their strategy and workforce needs. Thus, the correct example of a customary benefit is aretirement plan.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Benefits and Total Rewards
質問 # 40
Which tools are used for the employee-relations functions of human resource management (HRM)?
- A. Benefits and rewards
- B. Training and development programs
- C. Labor participation programs and employee surveys
- D. Performance goals and principles
正解：C
解説：
* Labor Participation Programs: These programs encourage employee involvement in organizational decision-making, promoting better labor relations and a more engaged workforce.
* Employee Surveys: These are tools used to gather feedback from employees about their job satisfaction, work environment, and overall experience within the company. The data collected helps HR identify areas of improvement and address any concerns.
* Purpose in HRM: Both tools are crucial for understanding employee perspectives, improving communication, and fostering a positive work environment, which are central to effective employee relations.
* Benefits: Improved employee relations can lead to higher job satisfaction, reduced turnover, and enhanced organizational performance.
References:
* Society for Human Resource Management (SHRM) resources on employee relations
* Human Resource Management textbooks and best practices
質問 # 41
Which term refers to guidelines that show how to perform a task in an organization?
- A. Procedures
- B. Policies
- C. Rules
- D. Codes
正解：A
解説：
Procedures are specific, step-by-step instructions that guide employees on how to perform tasks and activities within an organization. They ensure consistency, efficiency, and safety by providing detailed guidance on the correct way to complete work processes. Procedures help standardize operations, minimize errors, and ensure compliance with organizational policies and external regulations. They are crucial for training new employees, maintaining quality control, and facilitating continuous improvement.References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice.
Kogan Page.
質問 # 42
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. "Which type of leadership style do you prefer from your direct manager, and why do you prefer this style?"
- C. "How would you handle a scenario in which you are asked to do something that goes against company policy?"
- D. "How have you handled a situation in which you and a coworker could not cooperate and had to get management involved?"
正解：C
解説：
Situational interview questions are designed to assess how candidates would handle hypothetical scenarios related to the job. The question "How would you handle a scenario in which you are asked to do something that goes against company policy?" requires the candidate to demonstrate their problem-solving abilities, ethical judgment, and adherence to organizational rules. This type of question helps employers gauge a candidate's potential behavior and decision-making skills in challenging situations.References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology.
質問 # 43
What is a job analysis?
- A. A step-by-step explanation of how to complete a specific task
- B. AzA contract that includes sufficient flexibility so that workers are comfortable starting new tasks as needed and proactively finding additional ways to contribute
- C. A summary that outlines the main duties and responsibilities of a job
- D. A study that first identifies the required tasks and behaviors of a job and then evaluates what is required to perform each required task
正解：D
解説：
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
質問 # 44
What describes a bona fide occupational qualification under Title VII of the Civil Rights Act of 1964?
- A. A quota for workforce diversity in government agencies and large organizations
- B. A provision that makes retaliation against whistleblowers illegal
- C. A characteristic that is essential to the successful performance of a relevant job function
- D. An exemption from performing essential job functions for people with specific traits
正解：C
解説：
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.
Title VII of the Civil Rights Act of 1964, U.S. Equal Employment Opportunity Commission (EEOC) website
質問 # 45
A hiring manager researched a job applicant s social media history and discovered a post from the applicant about a family member being diagnosed with Parkinson disease. The hiring manager decided not to hire the applicant based on this discovery.
Which law did the hiring manager violate?
- A. Family and Medical Leave Act of 1993
- B. Genetic Information Nondiscrimination Act of 2008
- C. Americans with Disabilities Act of 1990
- D. Fair Labor Standards Act of 1938
正解：B
解説：
The Genetic Information Nondiscrimination Act (GINA) of 2008 also covers situations where genetic information is inadvertently obtained, such as through social media. It prohibits employers from using genetic information in making employment decisions, including hiring, firing, job assignments, and promotions. The hiring manager's decision not to hire the applicant based on a social media post about a family member's diagnosis with Parkinson's disease constitutes a violation of GINA.
References:
* Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website
質問 # 46
What is a primary focus of global leadership training?
- A. Union requirements
- B. Safe work behaviors
- C. A job's technical skills
- D. Cross-cultural collaboration
正解：D
解説：
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.
質問 # 47
A recruiter requests that an applicant complete a document that requests information about the applicant s medical conditions and the medical conditions of their family members.
Which law did this recruiter violate?
- A. Family and Medical Leave Act of 1993
- B. Civil Rights Act of 1991
- C. Genetic Information Nondiscrimination Act of 2008
- D. Americans with Disabilities Act of 1990
正解：C
解説：
The Genetic Information Nondiscrimination Act (GINA) of 2008 prohibits employers from requesting, requiring, or purchasing genetic information about an applicant or an employee, which includes family medical history. The act aims to prevent discrimination based on genetic information in both health insurance and employment. The recruiter's request for information about the applicant's medical conditions and those of their family members directly violates GINA.
References:
* Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website
質問 # 48
Employee A and Employee B are unable to reach an agreement on how to approach a project. Their manager instructs them to sit down and quickly reach a solution that will make both employees partially happy.
Which type of conflict management strategy has the manager instructed these employees to use?
- A. Accommodating
- B. Avoiding
- C. Compromising
- D. Competing
正解：C
解説：
The compromising conflict management strategy involves both parties giving up something to reach a mutually acceptable solution. In this scenario, the manager instructs Employees A and B to find a solution that will make both of them partially happy, which is characteristic of compromising. This approach is suitable when the conflict needs a quick resolution, and both parties have equal power and are willing to make concessions. It aims for a middle-ground outcome that provides partial satisfaction to both parties involved.
References:
* Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann Conflict Mode Instrument. Xicom.
* Dessler, G. (2020). Human Resource Management. Pearson.
質問 # 49
A manager meets with an employee to praise the employee for achieving monthly sales goals.
Which performance management technique did this manager implement?
- A. Constructive feedback
- B. Formal coaching
- C. Positive feedback
- D. Progressive coaching
正解：C
解説：
The manager implemented the technique of positive feedback by praising the employee for achieving monthly sales goals. Positive feedback involves recognizing and affirming good performance, which helps to reinforce desirable behaviors and motivate employees. It is a critical component of effective performance management because it not only acknowledges the employee's efforts and achievements but also encourages them to maintain or improve their performance.
References
* Managing Human Capital Textbook
* "The Power of Feedback: Giving, Seeking, and Using Feedback for Performance Improvement" by Manuel London
* SHRM (Society for Human Resource Management) guidelines on performance feedback
質問 # 50
Which activity is benefited by maintaining skills inventories for current employees?
- A. External sourcing methods
- B. Legal hiring procedures
- C. Voluntary termination practices
- D. Workforce redeployment efforts
正解：D
解説：
Askills inventoryis a database or record of employees' current skills, abilities, experiences, education, and qualifications. According toHuman Resource Management, 16th Editionby Gary Dessler, maintaining accurate skills inventories is especially valuable forworkforce redeployment efforts.
Dessler explains that organizations use skills inventories to match employees with internal job openings, project assignments, or new roles when business needs change. During restructuring, downsizing, or strategic shifts, skills inventories allow management to identify employees who can be reassigned or retrained rather than laid off. This supports internal mobility, reduces turnover costs, and preserves organizational knowledge.
Skills inventories are not primarily used for voluntary termination practices or legal hiring procedures. While they may indirectly support staffing decisions, they are far more critical for internal workforce planning than for external sourcing. External sourcing focuses on recruiting talent from outside the organization, whereas skills inventories emphasize maximizing the use of existing human capital.
Therefore, the activity most directly benefited by maintaining skills inventories isworkforce redeployment efforts.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Workforce Planning, Succession Planning, and Talent Management
質問 # 51
What is an example of the perception of personal loss leading to bias?
- A. A manager believing all female employees like to gossip
- B. A manager believing hiring a diverse workforce will limit future employment opportunities
- C. A manager not knowing if a hiring practice violates federal law
- D. A manager believing all employees should celebrate Christian holidays instead of other holidays
正解：B
解説：
* Definition of Perception of Personal Loss: This refers to the feeling that one's own opportunities or status within the organization may be threatened by certain changes or policies.
* Bias Formation: When a manager believes that hiring a diverse workforce will limit future employment opportunities, this belief stems from a perception of personal loss. The manager might feel that their own prospects or advantages are at risk due to increased competition or changes in organizational priorities.
* Impact on Diversity and Inclusion: Such a bias can negatively impact the organization's diversity and inclusion efforts. It can lead to resistance against hiring diverse candidates and maintaining a homogenous workforce, which can limit the benefits that come from a diverse team.
* Addressing the Bias: It is important to educate and train managers to understand the value of diversity, which includes improved problem-solving, creativity, and performance. Overcoming this bias helps create a more inclusive environment that benefits everyone in the organization.
References:
* SHRM: Understanding and Managing Bias in the Workplace
* Diversity and Inclusion Best Practices by the Human Resources Professional Association (HRPA)
* Studies on the impact of diversity on organizational performance by McKinsey & Company
質問 # 52
How does diversity awareness improve an organization's performance?
- A. Enables companies to hire, retain, and motivate the best talent
- B. Enables companies to earn more profit
- C. Enables companies to have better reputations
- D. Enables companies to give managers flexibility in their hiring practices
正解：A
解説：
Inclusion in the workplace refers to creating an environment where all employees feel valued, respected, and have equal access to opportunities and resources. An inclusive scenario is one where team members collaborate, and everyone's ideas and contributions are considered. This encourages a sense of belonging and leverages the diverse perspectives of the entire team, leading to enhanced innovation and team performance.
The given example demonstrates this by showing a department where collaboration and open sharing of ideas are practiced.
References:
Roberson, Q. M. (2006).Disentangling the meanings of diversity and inclusion in organizations. Group & Organization Management.
Dessler, G. (2020).Human Resource Management. Pearson.
質問 # 53
What is a characteristic of psychological contracts in the workplace?
- A. They are based on shared core values between employees and their managers.
- B. They are formed to encourage positive workplace environments.
- C. They include formal agreements made during voluntary counseling sessions.
- D. They consist of the unwritten expectations of the employment relationship.
正解：D
解説：
Apsychological contractrefers to the informal and unwritten set of expectations that exists between an employee and the employer. According toHuman Resource Management, 16th Editionby Gary Dessler, psychological contracts include beliefs about job security, career development, fairness, recognition, and mutual obligations that are not formally stated in employment contracts.
Dessler emphasizes that psychological contracts develop over time through communication, organizational culture, and managerial behavior. When employees believe these unwritten expectations are fulfilled, trust and commitment increase. When they are violated, employees may experience dissatisfaction, reduced engagement, or withdrawal behaviors.
Psychological contracts are not formal legal agreements, nor are they created through counseling sessions.
While shared values and positive environments may influence them, their defining characteristic is that they areunwritten expectationsgoverning the employment relationship. Therefore, the correct answer isthey consist of the unwritten expectations of the employment relationship.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Engagement and Organizational Culture
質問 # 54
What is the main reason for the failure of mergers and acquisitions?
- A. Unsuccessful marketing approach
- B. Poor organizational design
- C. Inaccurate bookkeeping
- D. Culture mismatch
正解：D
解説：
The main reason for the failure of mergers and acquisitions is often a culture mismatch between the merging organizations. When two companies with different corporate cultures come together, clashes can occur if their values, beliefs, and ways of doing business do not align. This can lead to misunderstandings, conflicts, and a lack of cohesion, ultimately hindering the integration process and reducing the chances of a successful merger or acquisition.
References:
* "Mergers and Acquisitions: Managing Culture and Human Resources" by Mark E. Mendenhall and Gary
R. Oddou
* McKinsey & Company articles on mergers and acquisitions
質問 # 55
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