WGU C202 MANAGING HUMAN CAPITAL –
OBJECTIVE ASSESSMENT EXAM: (LATEST
2026/ 2027 UPDATE) | Q/A | GRADE A| 100%
CORRECT
WGU C202 MANAGING HUMAN CAPITAL –
OBJECTIVE ASSESSMENT
WGU C202 Managing Human Capital – Objective Assessment Exam
Questions and Answers (2026/2027)
1. What is the goal of affirmative action?
Answer: The goal of affirmative action is to address and correct past
employment practices that may have caused unintentional discrimination or
adverse effects on certain groups of applicants. It seeks to promote equal
opportunity in hiring, promotion, and other employment practices for historically
marginalized groups, including minorities and women. Affirmative action does
not guarantee employment but ensures fair consideration for qualified
candidates.
2. A female employer is accused of having an employment practice that
negatively impacts women. The employer responds that she applies the
same requirements to both male and female applicants and wants to
hire more women. Why is this case a potential demonstration of
adverse impact?
Answer: This scenario may demonstrate adverse impact because adverse
impact refers to policies or practices that appear neutral but unintentionally
affect one protected class more negatively than others. Even though the
employer applies the same requirements to all employees, the outcome might
still disproportionately disadvantage women, which could be considered
unintentional discrimination under employment law.
,3. Which protected classes must a company set hiring goals for under
Executive Order 11246?
Answer: Under Executive Order 11246, companies are required to set hiring
goals specifically for minorities and women. This federal regulation ensures that
these protected classes are provided fair opportunities in employment and that
organizations actively work to reduce underrepresentation in the workforce.
4. An employer terminates an employee for being unattractive and not
putting effort into personal appearance. Why is this permitted under an
at-will employment relationship?
Answer: In an at-will employment relationship, an employer can legally
terminate an employee for any reason that is not illegal (e.g., discrimination
based on protected classes) or for no reason at all. Terminating an employee for
personal appearance is considered a permissible reason because at-will
employment does not require the employer to justify their decision unless it
violates specific employment laws.
5. Which law guarantees that a woman can take unpaid time off following
the birth of her child without fear of losing her job?
Answer: The Family and Medical Leave Act of 1993 (FMLA) guarantees
eligible employees, including women following childbirth, up to 12 weeks of
unpaid, job-protected leave per year. This law ensures that employees can take
necessary leave for personal or family health reasons without risking termination
or loss of benefits.
6. What is the goal of the Uniformed Services Employment and
Reemployment Rights Act (USERRA) of 1994?
Answer: USERRA is designed to protect employees who are called into active
military service from workplace discrimination or job loss. The law guarantees
that service members can return to their civilian employment with the same
status, pay, and benefits they would have earned if they had not been absent for
military duty.
7. Which event should be covered under workers’ compensation?
Answer: Workers’ compensation covers work-related injuries or illnesses that
occur during employment. For example, if an employee breaks an arm while
performing their job duties, this incident is compensable under workers’
compensation, which provides medical care and wage replacement benefits.
, 8. Which situation is an example of a managerial ethical dilemma?
Answer: A managerial ethical dilemma occurs when a manager must choose
between conflicting values or responsibilities. For example, being asked to
directly supervise a family member presents a dilemma because the manager
must balance professional objectivity with personal loyalty, potentially impacting
fairness and team dynamics.
9. A human resource manual specifies that employees cannot be
terminated or punished for refusing to follow an illegal request made
by a supervisor. Which ethical standard is being applied?
Answer: This reflects the Rights Standard, which emphasizes the protection
of individual rights within the organization. By ensuring employees can refuse
illegal directives without fear of retaliation, the organization upholds legal
compliance and respects employees’ rights to act ethically.
10. What is the organization’s formal system of task, power, and
reporting relationships called?
Answer: This is called the organizational structure. It defines how tasks are
allocated, how power and authority are distributed, and how reporting
relationships are managed. A clear organizational structure helps employees
understand their roles, responsibilities, and the chain of command within the
company.
11. How does human resource management support organizational
leadership?
Answer: Human resource management supports leadership by providing tools,
resources, and programs that help employees grow professionally. This includes
training, performance management, career development, and leadership
development initiatives, which ensure that employees are capable and
motivated to contribute to organizational goals.
12. Which decision can human resource management assist with
during the combination stage of mergers and acquisitions?
Answer: HR can assist in determining which employees to retain or transition
during a merger or acquisition. This involves evaluating skills, performance, and
organizational fit to ensure a smooth integration while maintaining productivity
and minimizing conflict or turnover.
OBJECTIVE ASSESSMENT EXAM: (LATEST
2026/ 2027 UPDATE) | Q/A | GRADE A| 100%
CORRECT
WGU C202 MANAGING HUMAN CAPITAL –
OBJECTIVE ASSESSMENT
WGU C202 Managing Human Capital – Objective Assessment Exam
Questions and Answers (2026/2027)
1. What is the goal of affirmative action?
Answer: The goal of affirmative action is to address and correct past
employment practices that may have caused unintentional discrimination or
adverse effects on certain groups of applicants. It seeks to promote equal
opportunity in hiring, promotion, and other employment practices for historically
marginalized groups, including minorities and women. Affirmative action does
not guarantee employment but ensures fair consideration for qualified
candidates.
2. A female employer is accused of having an employment practice that
negatively impacts women. The employer responds that she applies the
same requirements to both male and female applicants and wants to
hire more women. Why is this case a potential demonstration of
adverse impact?
Answer: This scenario may demonstrate adverse impact because adverse
impact refers to policies or practices that appear neutral but unintentionally
affect one protected class more negatively than others. Even though the
employer applies the same requirements to all employees, the outcome might
still disproportionately disadvantage women, which could be considered
unintentional discrimination under employment law.
,3. Which protected classes must a company set hiring goals for under
Executive Order 11246?
Answer: Under Executive Order 11246, companies are required to set hiring
goals specifically for minorities and women. This federal regulation ensures that
these protected classes are provided fair opportunities in employment and that
organizations actively work to reduce underrepresentation in the workforce.
4. An employer terminates an employee for being unattractive and not
putting effort into personal appearance. Why is this permitted under an
at-will employment relationship?
Answer: In an at-will employment relationship, an employer can legally
terminate an employee for any reason that is not illegal (e.g., discrimination
based on protected classes) or for no reason at all. Terminating an employee for
personal appearance is considered a permissible reason because at-will
employment does not require the employer to justify their decision unless it
violates specific employment laws.
5. Which law guarantees that a woman can take unpaid time off following
the birth of her child without fear of losing her job?
Answer: The Family and Medical Leave Act of 1993 (FMLA) guarantees
eligible employees, including women following childbirth, up to 12 weeks of
unpaid, job-protected leave per year. This law ensures that employees can take
necessary leave for personal or family health reasons without risking termination
or loss of benefits.
6. What is the goal of the Uniformed Services Employment and
Reemployment Rights Act (USERRA) of 1994?
Answer: USERRA is designed to protect employees who are called into active
military service from workplace discrimination or job loss. The law guarantees
that service members can return to their civilian employment with the same
status, pay, and benefits they would have earned if they had not been absent for
military duty.
7. Which event should be covered under workers’ compensation?
Answer: Workers’ compensation covers work-related injuries or illnesses that
occur during employment. For example, if an employee breaks an arm while
performing their job duties, this incident is compensable under workers’
compensation, which provides medical care and wage replacement benefits.
, 8. Which situation is an example of a managerial ethical dilemma?
Answer: A managerial ethical dilemma occurs when a manager must choose
between conflicting values or responsibilities. For example, being asked to
directly supervise a family member presents a dilemma because the manager
must balance professional objectivity with personal loyalty, potentially impacting
fairness and team dynamics.
9. A human resource manual specifies that employees cannot be
terminated or punished for refusing to follow an illegal request made
by a supervisor. Which ethical standard is being applied?
Answer: This reflects the Rights Standard, which emphasizes the protection
of individual rights within the organization. By ensuring employees can refuse
illegal directives without fear of retaliation, the organization upholds legal
compliance and respects employees’ rights to act ethically.
10. What is the organization’s formal system of task, power, and
reporting relationships called?
Answer: This is called the organizational structure. It defines how tasks are
allocated, how power and authority are distributed, and how reporting
relationships are managed. A clear organizational structure helps employees
understand their roles, responsibilities, and the chain of command within the
company.
11. How does human resource management support organizational
leadership?
Answer: Human resource management supports leadership by providing tools,
resources, and programs that help employees grow professionally. This includes
training, performance management, career development, and leadership
development initiatives, which ensure that employees are capable and
motivated to contribute to organizational goals.
12. Which decision can human resource management assist with
during the combination stage of mergers and acquisitions?
Answer: HR can assist in determining which employees to retain or transition
during a merger or acquisition. This involves evaluating skills, performance, and
organizational fit to ensure a smooth integration while maintaining productivity
and minimizing conflict or turnover.
