WGU D351 - Functions of Human Resource Management
| Objective Assessment | OA | Actual study Questions and
Answers + Rationale | 2026/27 Updates | 100% correct
1. Which of the following best describes the fundamental purpose of human resource
management?
A) To minimize operational costs by reducing employee headcount
B) To align HR practices with organizational strategy to improve workforce efficiency and
effectiveness
C) To manage only the administrative tasks of payroll and benefits
D) To ensure all employees receive the same compensation regardless of performance
Correct Answer: To align HR practices with organizational strategy to improve workforce
efficiency and effectiveness
Rationale: The primary goal of HRM is to strategically align all HR functions—such as
planning, staffing, and development—with the overall mission and objectives of the
organization to improve efficiency and effectiveness. HRM is a strategic partner, not merely
an administrative function.
2. Which of the following is NOT considered a core discipline of human resource
management?
A) Staffing
B) Compensation and benefits
C) Operations management
D) Employee and labor relations
Correct Answer: Operations management
Rationale: The core disciplines of HRM include the legal environment, EEO and diversity
management, staffing, training and development, employee and labor relations,
,compensation and benefits, safety and security, ethics and sustainability, and people
analytics. Operations management is a separate business function.
3. A human resources professional is working to enhance employee engagement and reduce
turnover. On which critical dependent variable is this HR professional primarily focusing?
A) Productivity
B) Employee engagement
C) Turnover
D) Absenteeism
Correct Answer: Turnover
Rationale: The four critical dependent variables that HR management directly influences are
productivity, employee engagement, turnover, and absenteeism. By focusing on reducing
turnover, the HR professional is directly addressing one of these key outcomes.
4. Which of the following is an implicit objective of human resource management?
A) Maximizing shareholder profits
B) Expanding into new markets
C) Improving the quality of work life
D) Reducing the number of employees
Correct Answer: Improving the quality of work life
Rationale: Implicit HR objectives focus on broader organizational health and include
improving productivity, enhancing quality of work life, ensuring legal compliance, and
fostering ethical behavior. These are foundational goals that support the explicit business
strategy.
5. In the context of HR planning, what does the "demand" for human resources refer to?
A) The number of employees retiring in the next year
B) The company's human capital needs to achieve its strategic goals
,C) The available pool of qualified candidates in the labor market
D) The number of job applications received for a position
Correct Answer: The company's human capital needs to achieve its strategic goals
Rationale: In HR planning, "demand" is defined as the company's human capital needs. It
involves forecasting the number and types of employees the organization will require in the
future to meet its strategic objectives.
6. What are the four steps or phases in the HR planning process?
A) Recruitment, selection, training, and evaluation
B) Job analysis, sourcing, screening, and hiring
C) Developing data, establishing objectives and policies, programming, and control and
evaluation
D) Planning, organizing, leading, and controlling
Correct Answer: Developing data, establishing objectives and policies, programming, and
control and evaluation
Rationale: The HR planning process consists of four distinct phases: Phase 1 involves
developing data; Phase 2 is establishing HR objectives and policies; Phase 3 is HR
programming; and Phase 4 is HRP control and evaluation.
7. According to the Job Characteristics Model, which of the following is a core job
dimension?
A) Skill variety
B) Seniority
C) Salary range
D) Job title
Correct Answer: Skill variety
, Rationale: The Job Characteristics Model identifies five core job dimensions: skill variety,
task identity, task significance, autonomy, and feedback. These dimensions influence critical
psychological states and employee outcomes.
8. A company is analyzing the way work moves through the organization by studying inputs,
activities, and outputs. This process is known as:
A) Job design
B) Workflow analysis
C) Strategic planning
D) Performance appraisal
Correct Answer: Workflow analysis
Rationale: Workflow analysis is the study of the way work (inputs, activities, and outputs)
moves through an organization. It helps to understand and improve the efficiency of
processes.
9. Which of the following is NOT one of the "4 M's" typically examined in a workflow
analysis?
A) Machines
B) Materials
C) Marketing
D) Manpower
Correct Answer: Marketing
Rationale: The "4 M's" of workflow analysis are Machines, Materials, Manpower, and
Money. Marketing is a separate business function and not a component of this specific
analytical tool.
| Objective Assessment | OA | Actual study Questions and
Answers + Rationale | 2026/27 Updates | 100% correct
1. Which of the following best describes the fundamental purpose of human resource
management?
A) To minimize operational costs by reducing employee headcount
B) To align HR practices with organizational strategy to improve workforce efficiency and
effectiveness
C) To manage only the administrative tasks of payroll and benefits
D) To ensure all employees receive the same compensation regardless of performance
Correct Answer: To align HR practices with organizational strategy to improve workforce
efficiency and effectiveness
Rationale: The primary goal of HRM is to strategically align all HR functions—such as
planning, staffing, and development—with the overall mission and objectives of the
organization to improve efficiency and effectiveness. HRM is a strategic partner, not merely
an administrative function.
2. Which of the following is NOT considered a core discipline of human resource
management?
A) Staffing
B) Compensation and benefits
C) Operations management
D) Employee and labor relations
Correct Answer: Operations management
Rationale: The core disciplines of HRM include the legal environment, EEO and diversity
management, staffing, training and development, employee and labor relations,
,compensation and benefits, safety and security, ethics and sustainability, and people
analytics. Operations management is a separate business function.
3. A human resources professional is working to enhance employee engagement and reduce
turnover. On which critical dependent variable is this HR professional primarily focusing?
A) Productivity
B) Employee engagement
C) Turnover
D) Absenteeism
Correct Answer: Turnover
Rationale: The four critical dependent variables that HR management directly influences are
productivity, employee engagement, turnover, and absenteeism. By focusing on reducing
turnover, the HR professional is directly addressing one of these key outcomes.
4. Which of the following is an implicit objective of human resource management?
A) Maximizing shareholder profits
B) Expanding into new markets
C) Improving the quality of work life
D) Reducing the number of employees
Correct Answer: Improving the quality of work life
Rationale: Implicit HR objectives focus on broader organizational health and include
improving productivity, enhancing quality of work life, ensuring legal compliance, and
fostering ethical behavior. These are foundational goals that support the explicit business
strategy.
5. In the context of HR planning, what does the "demand" for human resources refer to?
A) The number of employees retiring in the next year
B) The company's human capital needs to achieve its strategic goals
,C) The available pool of qualified candidates in the labor market
D) The number of job applications received for a position
Correct Answer: The company's human capital needs to achieve its strategic goals
Rationale: In HR planning, "demand" is defined as the company's human capital needs. It
involves forecasting the number and types of employees the organization will require in the
future to meet its strategic objectives.
6. What are the four steps or phases in the HR planning process?
A) Recruitment, selection, training, and evaluation
B) Job analysis, sourcing, screening, and hiring
C) Developing data, establishing objectives and policies, programming, and control and
evaluation
D) Planning, organizing, leading, and controlling
Correct Answer: Developing data, establishing objectives and policies, programming, and
control and evaluation
Rationale: The HR planning process consists of four distinct phases: Phase 1 involves
developing data; Phase 2 is establishing HR objectives and policies; Phase 3 is HR
programming; and Phase 4 is HRP control and evaluation.
7. According to the Job Characteristics Model, which of the following is a core job
dimension?
A) Skill variety
B) Seniority
C) Salary range
D) Job title
Correct Answer: Skill variety
, Rationale: The Job Characteristics Model identifies five core job dimensions: skill variety,
task identity, task significance, autonomy, and feedback. These dimensions influence critical
psychological states and employee outcomes.
8. A company is analyzing the way work moves through the organization by studying inputs,
activities, and outputs. This process is known as:
A) Job design
B) Workflow analysis
C) Strategic planning
D) Performance appraisal
Correct Answer: Workflow analysis
Rationale: Workflow analysis is the study of the way work (inputs, activities, and outputs)
moves through an organization. It helps to understand and improve the efficiency of
processes.
9. Which of the following is NOT one of the "4 M's" typically examined in a workflow
analysis?
A) Machines
B) Materials
C) Marketing
D) Manpower
Correct Answer: Marketing
Rationale: The "4 M's" of workflow analysis are Machines, Materials, Manpower, and
Money. Marketing is a separate business function and not a component of this specific
analytical tool.
