,WGU D351 OA Exam | Functions of HR Management (2026)
Q&A | WGU
1. Which of the following best describes the modern view of Human Resource
Management compared to the traditional view?
A) HR focuses primarily on clerical tasks such as payroll and record-keeping.
B) HR is a strategic business partner that makes data-driven decisions to gain a
competitive advantage.
C) HR only exists to enforce company policies and handle disciplinary actions.
D) HR is responsible for completing all performance appraisals for line managers.
Correct Answer: B) HR is a strategic business partner that makes data-driven
decisions to gain a competitive advantage.
Rationale: The traditional view positioned HR as an administrative support function.
The modern view transforms HR into a strategic partner that aligns HR strategies
with overall business goals to drive organizational success. The other options reflect
outdated or narrow perspectives on HR's role.
2. What is the primary purpose of the planning function of Human Resource
Management?
A) To process payroll and manage employee benefits.
B) To link human capital needs to the organization's business strategy.
C) To handle employee complaints and disciplinary actions.
D) To conduct exit interviews for departing employees.
Correct Answer: B) To link human capital needs to the organization's business
strategy.
Rationale: The planning function of HRM involves two major activities: strategic
planning and synchronizing HR needs with the strategic mission of the organization.
This ensures the organization has the right people in the right roles to achieve its
objectives.
,3. According to HR principles, which of the following is NOT one of the four implicit
HR objectives?
A) Improve productivity.
B) Improve quality of work life.
C) Constant monitoring of employees.
D) Ensure ethical behavior.
Correct Answer: C) Constant monitoring of employees.
Rationale: The four implicit HR objectives are to improve productivity, improve
quality of work life, ensure legal compliance, and ensure ethical behavior. Constant
monitoring of employees is not an implicit objective and would be counterproductive
to improving quality of work life.
4. A strategic human resources manager is prioritizing activities for organizational
survival. Which internal element significantly shapes organizational culture and
strategy?
A) The organization's external market competition.
B) The values and beliefs held by employees and leadership.
C) The current inflation rate in the national economy.
D) The technological advancements in the industry.
Correct Answer: B) The values and beliefs held by employees and leadership.
Rationale: An organization's culture, which represents its value system and includes
factors such as employees' willingness to work and ethics, is a significant internal
element that shapes strategy. External factors like competition, inflation, and
technology are part of the external environment.
5. What is the first phase in the human resource planning process?
A) Implementing recruitment strategies.
, B) Forecasting future human resource needs.
C) Conducting performance appraisals.
D) Developing compensation packages.
Correct Answer: B) Forecasting future human resource needs.
Rationale: HR planning begins with forecasting to understand future employee
needs. This involves analyzing the current workforce and predicting future
requirements. Recruitment, appraisals, and compensation are subsequent activities
that depend on the outcomes of this forecasting.
6. What is the primary purpose of redundancy planning for a firm?
A) To ensure the organization has a backup for every employee.
B) To prepare for potential workforce reductions in a structured manner.
C) To double the number of employees in each department.
D) To eliminate the need for performance evaluations.
Correct Answer: B) To prepare for potential workforce reductions in a structured
manner.
Rationale: Redundancy planning is a proactive approach to manage potential
workforce reductions due to economic downturns or organizational restructuring. It
helps organizations minimize legal risks and ensure fair treatment of employees
during layoffs.
7. Which role does the staffing function of human resource management play within
organizations?
A) It focuses on strategic planning and aligning HR with business goals.
B) It ensures the correct people are placed in the correct jobs.
C) It manages the organization's financial resources.
D) It develops the company's marketing strategy.
Q&A | WGU
1. Which of the following best describes the modern view of Human Resource
Management compared to the traditional view?
A) HR focuses primarily on clerical tasks such as payroll and record-keeping.
B) HR is a strategic business partner that makes data-driven decisions to gain a
competitive advantage.
C) HR only exists to enforce company policies and handle disciplinary actions.
D) HR is responsible for completing all performance appraisals for line managers.
Correct Answer: B) HR is a strategic business partner that makes data-driven
decisions to gain a competitive advantage.
Rationale: The traditional view positioned HR as an administrative support function.
The modern view transforms HR into a strategic partner that aligns HR strategies
with overall business goals to drive organizational success. The other options reflect
outdated or narrow perspectives on HR's role.
2. What is the primary purpose of the planning function of Human Resource
Management?
A) To process payroll and manage employee benefits.
B) To link human capital needs to the organization's business strategy.
C) To handle employee complaints and disciplinary actions.
D) To conduct exit interviews for departing employees.
Correct Answer: B) To link human capital needs to the organization's business
strategy.
Rationale: The planning function of HRM involves two major activities: strategic
planning and synchronizing HR needs with the strategic mission of the organization.
This ensures the organization has the right people in the right roles to achieve its
objectives.
,3. According to HR principles, which of the following is NOT one of the four implicit
HR objectives?
A) Improve productivity.
B) Improve quality of work life.
C) Constant monitoring of employees.
D) Ensure ethical behavior.
Correct Answer: C) Constant monitoring of employees.
Rationale: The four implicit HR objectives are to improve productivity, improve
quality of work life, ensure legal compliance, and ensure ethical behavior. Constant
monitoring of employees is not an implicit objective and would be counterproductive
to improving quality of work life.
4. A strategic human resources manager is prioritizing activities for organizational
survival. Which internal element significantly shapes organizational culture and
strategy?
A) The organization's external market competition.
B) The values and beliefs held by employees and leadership.
C) The current inflation rate in the national economy.
D) The technological advancements in the industry.
Correct Answer: B) The values and beliefs held by employees and leadership.
Rationale: An organization's culture, which represents its value system and includes
factors such as employees' willingness to work and ethics, is a significant internal
element that shapes strategy. External factors like competition, inflation, and
technology are part of the external environment.
5. What is the first phase in the human resource planning process?
A) Implementing recruitment strategies.
, B) Forecasting future human resource needs.
C) Conducting performance appraisals.
D) Developing compensation packages.
Correct Answer: B) Forecasting future human resource needs.
Rationale: HR planning begins with forecasting to understand future employee
needs. This involves analyzing the current workforce and predicting future
requirements. Recruitment, appraisals, and compensation are subsequent activities
that depend on the outcomes of this forecasting.
6. What is the primary purpose of redundancy planning for a firm?
A) To ensure the organization has a backup for every employee.
B) To prepare for potential workforce reductions in a structured manner.
C) To double the number of employees in each department.
D) To eliminate the need for performance evaluations.
Correct Answer: B) To prepare for potential workforce reductions in a structured
manner.
Rationale: Redundancy planning is a proactive approach to manage potential
workforce reductions due to economic downturns or organizational restructuring. It
helps organizations minimize legal risks and ensure fair treatment of employees
during layoffs.
7. Which role does the staffing function of human resource management play within
organizations?
A) It focuses on strategic planning and aligning HR with business goals.
B) It ensures the correct people are placed in the correct jobs.
C) It manages the organization's financial resources.
D) It develops the company's marketing strategy.
