WGU C202 MANAGING HUMAN CAPITAL
EXAM STUDY GUIDE 2026 QUESTIONS WITH
ANSWERS GRADED
◉ Succession Planning. Answer: Identifying, developing, and
tracking employees to enable them to eventually assume higher level
positions.
◉ Competency Modeling. Answer: Identifies the worker
competencies characteristic of high performance.
◉ Mission. Answer: The organization's basic purpose and the scope
of its operations.
◉ Division of Labor. Answer: The degree to which employees
specialize.
◉ Task Inventory Approach. Answer: Job experts generate a list of
50-200 tasks that are grouped in categories capturing major work
functions.
◉ Structured Interview Technique. Answer: Job experts provide
information about the job during a structured interview.
,◉ Staffing Ratios. Answer: Indexing headcount with a business
metric.
◉ Span of Control. Answer: The number of people reporting directly
to an individual.
◉ Talent Inventories. Answer: Databases summarizing each
employee's competencies, qualifications, languages spoken, and
anything else that can help the company understand how the
employee can contribute.
◉ Business Process Reengineering. Answer: A more radical
rethinking and redesign of business processes to achieve large
improvement in speed, service, cost, or quality.
◉ Workflow. Answer: How work is organized to meet the
organization's goals.
◉ Job Enlargement. Answer: Adding more tasks at the same level of
responsibility and skill related to an employee's current position.
◉ Competencies. Answer: Broad worker characteristics that
underlie successful job performance.
,◉ Job Task. Answer: An observable unit of work with a beginning
and an end.
◉ Job Rewards Analysis. Answer: Job analysis technique that
identifies the intrinsic and extrinsic rewards of a job.
◉ Gap Analysis. Answer: Comparing labor supply and demand
forecasts to identify future talent needs.
◉ Person Specification. Answer: Summarizes the characteristics of
someone able to perform the job.
◉ Workflow Analysis. Answer: Investigates how work moves
through an organization to identify changes to increase efficiency
and better meet customers' needs.
◉ Other Characteristics. Answer: A miscellaneous category for
worker characteristics that are not knowledge, skills, or abilities,
including personality traits, values, and work styles.
◉ Task Statements. Answer: Identify in specific behavioral terms the
regular duties and responsibilities of a position.
, ◉ Action Plans. Answer: A strategy for proactively addressing an
expected talent shortage or surplus.
◉ Scientific Management. Answer: Breaks work down into its
simplest elements and then systematically improves the worker's
performance of each element.
◉ Job Analysis. Answer: A systematic process used to identify and
describe the important aspects of a job and the characteristics a
worker needs to perform the job well.
◉ Job Enrichement. Answer: A job design approach that increases a
job's complexity to give workers greater responsibility and
opportunities to feel a sense of achievement.
◉ Human Resource Planning. Answer: Aligning the organization's
human resources to effectively and efficiently accomplish the
organization's strategic goals.
◉ Replacement Charts. Answer: Graphically shows current
jobholders, possible successors, and each successor's readiness to
assume the job.
◉ Organizational Structure. Answer: The organization's formal
system of task, power, and reporting relationships.
EXAM STUDY GUIDE 2026 QUESTIONS WITH
ANSWERS GRADED
◉ Succession Planning. Answer: Identifying, developing, and
tracking employees to enable them to eventually assume higher level
positions.
◉ Competency Modeling. Answer: Identifies the worker
competencies characteristic of high performance.
◉ Mission. Answer: The organization's basic purpose and the scope
of its operations.
◉ Division of Labor. Answer: The degree to which employees
specialize.
◉ Task Inventory Approach. Answer: Job experts generate a list of
50-200 tasks that are grouped in categories capturing major work
functions.
◉ Structured Interview Technique. Answer: Job experts provide
information about the job during a structured interview.
,◉ Staffing Ratios. Answer: Indexing headcount with a business
metric.
◉ Span of Control. Answer: The number of people reporting directly
to an individual.
◉ Talent Inventories. Answer: Databases summarizing each
employee's competencies, qualifications, languages spoken, and
anything else that can help the company understand how the
employee can contribute.
◉ Business Process Reengineering. Answer: A more radical
rethinking and redesign of business processes to achieve large
improvement in speed, service, cost, or quality.
◉ Workflow. Answer: How work is organized to meet the
organization's goals.
◉ Job Enlargement. Answer: Adding more tasks at the same level of
responsibility and skill related to an employee's current position.
◉ Competencies. Answer: Broad worker characteristics that
underlie successful job performance.
,◉ Job Task. Answer: An observable unit of work with a beginning
and an end.
◉ Job Rewards Analysis. Answer: Job analysis technique that
identifies the intrinsic and extrinsic rewards of a job.
◉ Gap Analysis. Answer: Comparing labor supply and demand
forecasts to identify future talent needs.
◉ Person Specification. Answer: Summarizes the characteristics of
someone able to perform the job.
◉ Workflow Analysis. Answer: Investigates how work moves
through an organization to identify changes to increase efficiency
and better meet customers' needs.
◉ Other Characteristics. Answer: A miscellaneous category for
worker characteristics that are not knowledge, skills, or abilities,
including personality traits, values, and work styles.
◉ Task Statements. Answer: Identify in specific behavioral terms the
regular duties and responsibilities of a position.
, ◉ Action Plans. Answer: A strategy for proactively addressing an
expected talent shortage or surplus.
◉ Scientific Management. Answer: Breaks work down into its
simplest elements and then systematically improves the worker's
performance of each element.
◉ Job Analysis. Answer: A systematic process used to identify and
describe the important aspects of a job and the characteristics a
worker needs to perform the job well.
◉ Job Enrichement. Answer: A job design approach that increases a
job's complexity to give workers greater responsibility and
opportunities to feel a sense of achievement.
◉ Human Resource Planning. Answer: Aligning the organization's
human resources to effectively and efficiently accomplish the
organization's strategic goals.
◉ Replacement Charts. Answer: Graphically shows current
jobholders, possible successors, and each successor's readiness to
assume the job.
◉ Organizational Structure. Answer: The organization's formal
system of task, power, and reporting relationships.
