WGU C202 – Human Resource Management Objective
Assessment (OA) Chapters 1-12 Practice Tests |
Questions and correct detailed Answers | 2026/27
Updates | 100% Pass Guarantee
Chapter 1 Questions
1. What is the ultimate goal of human resource management?
a. To manage risk and retain great employees
2. How can HRM create value within an organization?
a. By contributing to the execution of its business strategies
3. The purpose of the organizational function of HRM is to .
a. Attract, hire, develop, reward, and retain talent
4. When an organization adopts a new manufacturing process, which
HRM function is responsible for improving employees' skills to meet
the new needs?
a. Training and development
5. Staffing is the process of planning, acquiring, deploying, and retaining
employees that enables the organization to meet its talent needs and
execute its .
a. Business strategy
6. Separations due to poor performance, layoffs, or restructuring are
part of which HRM function?
a. staffing
7. planning helps an organization have people ready to assume key
positions and reduce transition challenges.
a. Succession
8. Which primary HRM function involves aligning individual employee
goals and behaviors with organizational goals and strategies?
a. Performance management
9. By providing the raw talent that the system will equip and manage,
staffing influences the effectiveness of which other primary HRM
functions?
a. Training and development and performance management
10. To promote and maintain ethical behavior, managers need to
provide feedback.
a. Performance
11. Compensation received in the form of salary, wages,
commissions, stock options, or bonuses is called .
a. Direct financial compensation
12. Compensation in the form of retirement planning, vacation time,
,and health insurance is called .
a. indirect financial compensation
, 13. Rewards and incentives given to employees that are not
financial in nature, intrinsic rewards received from the job itself or
from the work environment, are called .
a. nonfinancial compensation
14. HRM influences organizational performance through its
influence on .
a. Efficient systems and processes
15. Effective HRM systems influence organizational performance in
all the following ways except .
a. Reporting ethical breaches to the bureau of labor statistics
16. What type of competitive strategy does a firm have to determine
its place in the market?
a. Business
17. An organizations is a system of beliefs about how its
employees should be treated.
a. Talent philosophy
18. To expand internationally, have been common
organizational strategies.
a. Mergers and acquisitions
19. Mergers and acquisitions often fail because of issues.
a. Culture
20. What is best used to help employees understand the HR policies
and procedures?
a. Employee handbooks
Chapter 2 Questions:
1. What are the four broad types of organizational culture?
a. Entrepreneurial, bureaucratic, consensual, competitive
2. Data consistently shows that people are one of the highest costs of
running an organization, and strategic HRM positively .
a. Affects business outcome
3. How could an organization's culture be defined?
a. BY ITS NORMS, VALUES, AND ASSUMPTONS
4. Given that the HRM system strongly influences employees'
perceptions of the organization's culture, how should employees
perceive this culture?
a. similarly
, 5. HR might assist and support managers across the organization with
which task?
a. Gathering information about individual and team training needs
6. The standards of moral behavior that define socially acceptable
behaviors as right or wrong are known as .
a. Ethics
7. Which ethical actions show respect and compassion for all others,
especially the most vulnerable?
a. Common Good standard
8. Which ethical action is consistent with certain ideal virtues, including
civility, compassion, and benevolence?
a. Virtue Standard
9. Rolling out a new benefits program is one of the most common
managed by HRM.
a. Changes
10. is the glue that keeps employees committed to the
organization and focused on making the efforts to change successful.
a. TRUST
11. During a merger or acquisition, HR should be focusing on the
efforts.
a. TALENT PLANNING AND RETENTION
12. Involving employees in a management effort can
improve their commitment to that change.
a. CHANGE
13. Business strategy can be reinforced or undermined by their fit
with the firms .
a. CULTURE
14. To be most effective, should be tied to business goals and
drive employees behaviors.
a. Metrics
15. HR managers assure that cultural issues are recognized and
addressed before, during, and after the .
a. Merger
16. Which type of culture emphasizes formal structures and the
correct implementation of organization procedures, norms, and rules?
a. BUREAUCRATIC
17. Effective planning is essential to the success of a merger or
acquisition.
a. TALENT
Assessment (OA) Chapters 1-12 Practice Tests |
Questions and correct detailed Answers | 2026/27
Updates | 100% Pass Guarantee
Chapter 1 Questions
1. What is the ultimate goal of human resource management?
a. To manage risk and retain great employees
2. How can HRM create value within an organization?
a. By contributing to the execution of its business strategies
3. The purpose of the organizational function of HRM is to .
a. Attract, hire, develop, reward, and retain talent
4. When an organization adopts a new manufacturing process, which
HRM function is responsible for improving employees' skills to meet
the new needs?
a. Training and development
5. Staffing is the process of planning, acquiring, deploying, and retaining
employees that enables the organization to meet its talent needs and
execute its .
a. Business strategy
6. Separations due to poor performance, layoffs, or restructuring are
part of which HRM function?
a. staffing
7. planning helps an organization have people ready to assume key
positions and reduce transition challenges.
a. Succession
8. Which primary HRM function involves aligning individual employee
goals and behaviors with organizational goals and strategies?
a. Performance management
9. By providing the raw talent that the system will equip and manage,
staffing influences the effectiveness of which other primary HRM
functions?
a. Training and development and performance management
10. To promote and maintain ethical behavior, managers need to
provide feedback.
a. Performance
11. Compensation received in the form of salary, wages,
commissions, stock options, or bonuses is called .
a. Direct financial compensation
12. Compensation in the form of retirement planning, vacation time,
,and health insurance is called .
a. indirect financial compensation
, 13. Rewards and incentives given to employees that are not
financial in nature, intrinsic rewards received from the job itself or
from the work environment, are called .
a. nonfinancial compensation
14. HRM influences organizational performance through its
influence on .
a. Efficient systems and processes
15. Effective HRM systems influence organizational performance in
all the following ways except .
a. Reporting ethical breaches to the bureau of labor statistics
16. What type of competitive strategy does a firm have to determine
its place in the market?
a. Business
17. An organizations is a system of beliefs about how its
employees should be treated.
a. Talent philosophy
18. To expand internationally, have been common
organizational strategies.
a. Mergers and acquisitions
19. Mergers and acquisitions often fail because of issues.
a. Culture
20. What is best used to help employees understand the HR policies
and procedures?
a. Employee handbooks
Chapter 2 Questions:
1. What are the four broad types of organizational culture?
a. Entrepreneurial, bureaucratic, consensual, competitive
2. Data consistently shows that people are one of the highest costs of
running an organization, and strategic HRM positively .
a. Affects business outcome
3. How could an organization's culture be defined?
a. BY ITS NORMS, VALUES, AND ASSUMPTONS
4. Given that the HRM system strongly influences employees'
perceptions of the organization's culture, how should employees
perceive this culture?
a. similarly
, 5. HR might assist and support managers across the organization with
which task?
a. Gathering information about individual and team training needs
6. The standards of moral behavior that define socially acceptable
behaviors as right or wrong are known as .
a. Ethics
7. Which ethical actions show respect and compassion for all others,
especially the most vulnerable?
a. Common Good standard
8. Which ethical action is consistent with certain ideal virtues, including
civility, compassion, and benevolence?
a. Virtue Standard
9. Rolling out a new benefits program is one of the most common
managed by HRM.
a. Changes
10. is the glue that keeps employees committed to the
organization and focused on making the efforts to change successful.
a. TRUST
11. During a merger or acquisition, HR should be focusing on the
efforts.
a. TALENT PLANNING AND RETENTION
12. Involving employees in a management effort can
improve their commitment to that change.
a. CHANGE
13. Business strategy can be reinforced or undermined by their fit
with the firms .
a. CULTURE
14. To be most effective, should be tied to business goals and
drive employees behaviors.
a. Metrics
15. HR managers assure that cultural issues are recognized and
addressed before, during, and after the .
a. Merger
16. Which type of culture emphasizes formal structures and the
correct implementation of organization procedures, norms, and rules?
a. BUREAUCRATIC
17. Effective planning is essential to the success of a merger or
acquisition.
a. TALENT
