WGU D351 Functions of Human Resource
Management- Questions & Answers
Quantitative Forecasting Correct Ans-Utilizing mathematics to forecast future events based
on historical data
Common Quantitative Forecasting Methods Correct Ans-Trend Analysis, Ratio Analysis,
Regression Analysis
Trend Analysis Correct Ans-A process of reviewing historical items, such as revenues, and
relating changes in those items to some business factor to form a predictive chart
Ratio Analysis Correct Ans-The process of reviewing historical data and calculating specific
proportions between a business factor ( i.e production) and the number of employees needed)
Should be more precise than Trend Analysis
Regression Analysis Correct Ans-A statistical technique that identifies the relationship
between a series of variable data points for use in forecasting future variables, usually using
statistical software to create the regression diagram
Options for Labor Surplus Correct Ans-Downsizing / layoffs, Early retirement programs, pay
reduction, work sharing, natural attrition, hiring freezes, retraining, transfers
Options for Labor Shortage Correct Ans-Overtime, temp/contract workers, tech innovation,
retraining, outsourcing, turnover reduction, new hires
,What is a major problem that contributes to recruitment failure Correct Ans-Problems in
culture fit
What is the goal of recruiting? Correct Ans-To find quality applicants, not a quantity of
applicants, who are a good fit for the organizational culture
Recruiting Correct Ans-Creating a reasonable pool of qualified candidates
What does good job analysis include? Correct Ans-Up to date job description and
specification, minimum knowledge skills and abilities (KSA's) necessary to perform the job,
helps both parties to know whether a given candidate is a good match for a job opening
External Forces Acting on Recruitment Efforts Correct Ans-General shape of the global and
national economy, labor market, social and legal environment
Alternatives to Recruiting Correct Ans-Temp agencies, offering overtime, retraining
Gold Plating Correct Ans-Creating massive and complex requirements for a job using tech,
leading to a smaller pool of qualified candidates
Types of Internal Recruitment Correct Ans-Open, targeted, and closed recruiting
, Open Recruitment Correct Ans-Consists of advertising the job openly within the org, anyone
who meets the qualifications can apply
Targeted Recruitment Correct Ans-Depends on managerial recommendations that remain
private, can be risky due to appearing biased
Closed Recruitment Correct Ans-Occurs when hiring managers have a need to fill a position
and tell HR, who then searches org files for matching qualified applicants
Managerial Sponsorhip Correct Ans-Asks managers to recommend internal candidates before
they can be considered, including a promotability rating for each member
Pro's of Internal Recruitment Correct Ans-Faster, decreases training costs, may increase
engagement performance and retention, past work record is accessible
Con's of Internal Recruitment Correct Ans-Smaller labor pool, possibility of unsuccessful
transfer, threat of lowered diversity, could be better qualified external candidates
Pro's of Exernal Recruitment Correct Ans-Promotes diversity, avoids resistance to change,
enables location of people with complex skill sets that would possibly be unavailable internally,
potentially lower training costs by hiring someone who is knowledgeable
Con's of External REcruitment Correct Ans-Typically takes more time, includes more costs
Management- Questions & Answers
Quantitative Forecasting Correct Ans-Utilizing mathematics to forecast future events based
on historical data
Common Quantitative Forecasting Methods Correct Ans-Trend Analysis, Ratio Analysis,
Regression Analysis
Trend Analysis Correct Ans-A process of reviewing historical items, such as revenues, and
relating changes in those items to some business factor to form a predictive chart
Ratio Analysis Correct Ans-The process of reviewing historical data and calculating specific
proportions between a business factor ( i.e production) and the number of employees needed)
Should be more precise than Trend Analysis
Regression Analysis Correct Ans-A statistical technique that identifies the relationship
between a series of variable data points for use in forecasting future variables, usually using
statistical software to create the regression diagram
Options for Labor Surplus Correct Ans-Downsizing / layoffs, Early retirement programs, pay
reduction, work sharing, natural attrition, hiring freezes, retraining, transfers
Options for Labor Shortage Correct Ans-Overtime, temp/contract workers, tech innovation,
retraining, outsourcing, turnover reduction, new hires
,What is a major problem that contributes to recruitment failure Correct Ans-Problems in
culture fit
What is the goal of recruiting? Correct Ans-To find quality applicants, not a quantity of
applicants, who are a good fit for the organizational culture
Recruiting Correct Ans-Creating a reasonable pool of qualified candidates
What does good job analysis include? Correct Ans-Up to date job description and
specification, minimum knowledge skills and abilities (KSA's) necessary to perform the job,
helps both parties to know whether a given candidate is a good match for a job opening
External Forces Acting on Recruitment Efforts Correct Ans-General shape of the global and
national economy, labor market, social and legal environment
Alternatives to Recruiting Correct Ans-Temp agencies, offering overtime, retraining
Gold Plating Correct Ans-Creating massive and complex requirements for a job using tech,
leading to a smaller pool of qualified candidates
Types of Internal Recruitment Correct Ans-Open, targeted, and closed recruiting
, Open Recruitment Correct Ans-Consists of advertising the job openly within the org, anyone
who meets the qualifications can apply
Targeted Recruitment Correct Ans-Depends on managerial recommendations that remain
private, can be risky due to appearing biased
Closed Recruitment Correct Ans-Occurs when hiring managers have a need to fill a position
and tell HR, who then searches org files for matching qualified applicants
Managerial Sponsorhip Correct Ans-Asks managers to recommend internal candidates before
they can be considered, including a promotability rating for each member
Pro's of Internal Recruitment Correct Ans-Faster, decreases training costs, may increase
engagement performance and retention, past work record is accessible
Con's of Internal Recruitment Correct Ans-Smaller labor pool, possibility of unsuccessful
transfer, threat of lowered diversity, could be better qualified external candidates
Pro's of Exernal Recruitment Correct Ans-Promotes diversity, avoids resistance to change,
enables location of people with complex skill sets that would possibly be unavailable internally,
potentially lower training costs by hiring someone who is knowledgeable
Con's of External REcruitment Correct Ans-Typically takes more time, includes more costs
