WGU D351 – Functions of Human
Resource Management Exam Final Exam
Prep (Latest Update )
Questions and Verified Answers | 100%
Correct | Grade A.
Question 1
Which statement best describes the primary purpose of human
resource management (HRM) within an organization?
A. To maximize employee workload regardless of organizational goals
B. To manage only employee payroll and benefits
C. To align people, processes, and employment practices with
organizational objectives
D. To eliminate the need for managers to supervise employees
Rationale: Human resource management involves more than
administrative activities such as payroll. HRM strategically manages
employees throughout the employment life cycle, including recruiting,
selection, development, compensation, performance management,
employee relations, and compliance. Effective HRM aligns these
activities with the organization's broader goals so that the workforce
can contribute to organizational success.
,Question 2
Which HR function is primarily responsible for identifying the
knowledge, skills, abilities, and other characteristics needed to perform
a job successfully?
A. Performance appraisal
B. Employee relations
C. Compensation management
D. Job analysis
Rationale: Job analysis is the systematic process of collecting
information about a job's duties, responsibilities, required qualifications,
and working conditions. The information gathered through job analysis
supports many HR activities, including job descriptions, job
specifications, recruitment, selection, training, and performance
management.
Question 3
An HR professional creates a document listing the essential duties,
responsibilities, reporting relationships, and working conditions
associated with a position. What has the HR professional created?
A. Job specification
B. Job description
C. Performance appraisal
D. Competency model
Rationale: A job description focuses on the job itself. It typically
identifies duties, responsibilities, reporting relationships, and working
,conditions. A job specification, by contrast, focuses on the qualifications
required of the individual performing the job, such as education,
experience, knowledge, skills, and abilities.
Question 4
Which document identifies the qualifications a person must possess to
perform a particular job?
A. Job description
B. Organizational chart
C. Job specification
D. Employee handbook
Rationale: A job specification identifies the human requirements of a
position. These may include education, experience, technical knowledge,
interpersonal skills, physical requirements, certifications, or other
qualifications. Job specifications are especially useful when developing
recruitment and selection criteria.
Question 5
A company expects to experience significant growth over the next three
years. HR forecasts the number and types of employees the
organization will need to meet its strategic objectives. Which HR activity
is being performed?
A. Succession interviewing
B. Job evaluation
, C. Human resource planning
D. Employee orientation
Rationale: Human resource planning involves forecasting an
organization's future workforce requirements and determining how
those requirements will be met. HR considers factors such as expected
growth, turnover, retirements, changes in technology, and business
strategy. The objective is to ensure the organization has the right people
with the right capabilities at the right time.
Question 6
Which recruiting approach is most likely to provide an organization with
access to candidates who are already familiar with the organization's
culture and processes?
A. External recruiting
B. Internal recruiting
C. Outsourced recruiting
D. Contingent recruiting
Rationale: Internal recruiting involves filling vacancies with existing
employees. Internal candidates already understand organizational
policies, systems, and culture and may require less organizational
socialization than external candidates. Internal recruiting can also
support employee development and career advancement.
Question 7
Which is a major advantage of external recruitment?
Resource Management Exam Final Exam
Prep (Latest Update )
Questions and Verified Answers | 100%
Correct | Grade A.
Question 1
Which statement best describes the primary purpose of human
resource management (HRM) within an organization?
A. To maximize employee workload regardless of organizational goals
B. To manage only employee payroll and benefits
C. To align people, processes, and employment practices with
organizational objectives
D. To eliminate the need for managers to supervise employees
Rationale: Human resource management involves more than
administrative activities such as payroll. HRM strategically manages
employees throughout the employment life cycle, including recruiting,
selection, development, compensation, performance management,
employee relations, and compliance. Effective HRM aligns these
activities with the organization's broader goals so that the workforce
can contribute to organizational success.
,Question 2
Which HR function is primarily responsible for identifying the
knowledge, skills, abilities, and other characteristics needed to perform
a job successfully?
A. Performance appraisal
B. Employee relations
C. Compensation management
D. Job analysis
Rationale: Job analysis is the systematic process of collecting
information about a job's duties, responsibilities, required qualifications,
and working conditions. The information gathered through job analysis
supports many HR activities, including job descriptions, job
specifications, recruitment, selection, training, and performance
management.
Question 3
An HR professional creates a document listing the essential duties,
responsibilities, reporting relationships, and working conditions
associated with a position. What has the HR professional created?
A. Job specification
B. Job description
C. Performance appraisal
D. Competency model
Rationale: A job description focuses on the job itself. It typically
identifies duties, responsibilities, reporting relationships, and working
,conditions. A job specification, by contrast, focuses on the qualifications
required of the individual performing the job, such as education,
experience, knowledge, skills, and abilities.
Question 4
Which document identifies the qualifications a person must possess to
perform a particular job?
A. Job description
B. Organizational chart
C. Job specification
D. Employee handbook
Rationale: A job specification identifies the human requirements of a
position. These may include education, experience, technical knowledge,
interpersonal skills, physical requirements, certifications, or other
qualifications. Job specifications are especially useful when developing
recruitment and selection criteria.
Question 5
A company expects to experience significant growth over the next three
years. HR forecasts the number and types of employees the
organization will need to meet its strategic objectives. Which HR activity
is being performed?
A. Succession interviewing
B. Job evaluation
, C. Human resource planning
D. Employee orientation
Rationale: Human resource planning involves forecasting an
organization's future workforce requirements and determining how
those requirements will be met. HR considers factors such as expected
growth, turnover, retirements, changes in technology, and business
strategy. The objective is to ensure the organization has the right people
with the right capabilities at the right time.
Question 6
Which recruiting approach is most likely to provide an organization with
access to candidates who are already familiar with the organization's
culture and processes?
A. External recruiting
B. Internal recruiting
C. Outsourced recruiting
D. Contingent recruiting
Rationale: Internal recruiting involves filling vacancies with existing
employees. Internal candidates already understand organizational
policies, systems, and culture and may require less organizational
socialization than external candidates. Internal recruiting can also
support employee development and career advancement.
Question 7
Which is a major advantage of external recruitment?
