WGU D351 – Functions of Human
Resource Management Actual Exam 320
Questions And Answers Already Graded
A+ 2026-2027.
Trend analysis - ANSWER-allows the company to look at historical trends and
make judgments from those trends.
Ratio analysis - ANSWER-calculates specific values by comparing a business
factor with the number of employees needed.
Regression analysis - ANSWER-a statistical technique in which we use a
regression diagram made from historical data points to predict future needs
presented with a y- and x-axis.
,Expectancy theory - ANSWER-proposes that employees are motivated when
they believe they can accomplish a task and that the rewards for doing so are
worth the effort.
Expectancy - ANSWER-the person's perception of their ability to accomplish or
probability of accomplishing an objective
Instrumentality - ANSWER-the perception that a particular level of
performance is likely to provide the individual with a desired reward.
Valence - ANSWER-refers to the value a person places on the outcome or
reward because not all people value the same reward
Motivation - ANSWER-Motivation = Expectancy X Instrumentality X Valence
,Three types of job evaluation - ANSWER-Job ranking, Point-factor, Factor
comparison method.
Job-ranking - ANSWER-the process of putting jobs in order from lowest to
highest or vice versa, in terms of value to the company. However, it has
limited usefulness because it is subjective.
Point-factor - ANSWER-:attempts to be completely objective in form. They
break a job down into component skills or abilities, known as factors, and then
apply points to each factor based on its difficulty.
The factor comparison method - ANSWER-combines the job-ranking and point-
factor methods to provide a more thorough form of job evaluation. It identifies
benchmark jobs and then analyzes and rank-orders them.
, Reinforcement Theory of Motivation - ANSWER-States that behavior is a
function of its consequences—an individual will repeat behavior that led to
positive consequences and avoid behavior that has had negative effects
Halo error - ANSWER-occurs when the evaluator forms a generally positive
impression of an individual and then artificially extends that general
impression to many of that individual's categories of performance that may be
lower to create an overall evaluation of the individual that is positive. (can
also extend to negative first impression creating an overall negative
impression, this is called "horns error".)
Severity or strictness error - ANSWER-the rater evaluates everyone or nearly
everyone as below average.
Resource Management Actual Exam 320
Questions And Answers Already Graded
A+ 2026-2027.
Trend analysis - ANSWER-allows the company to look at historical trends and
make judgments from those trends.
Ratio analysis - ANSWER-calculates specific values by comparing a business
factor with the number of employees needed.
Regression analysis - ANSWER-a statistical technique in which we use a
regression diagram made from historical data points to predict future needs
presented with a y- and x-axis.
,Expectancy theory - ANSWER-proposes that employees are motivated when
they believe they can accomplish a task and that the rewards for doing so are
worth the effort.
Expectancy - ANSWER-the person's perception of their ability to accomplish or
probability of accomplishing an objective
Instrumentality - ANSWER-the perception that a particular level of
performance is likely to provide the individual with a desired reward.
Valence - ANSWER-refers to the value a person places on the outcome or
reward because not all people value the same reward
Motivation - ANSWER-Motivation = Expectancy X Instrumentality X Valence
,Three types of job evaluation - ANSWER-Job ranking, Point-factor, Factor
comparison method.
Job-ranking - ANSWER-the process of putting jobs in order from lowest to
highest or vice versa, in terms of value to the company. However, it has
limited usefulness because it is subjective.
Point-factor - ANSWER-:attempts to be completely objective in form. They
break a job down into component skills or abilities, known as factors, and then
apply points to each factor based on its difficulty.
The factor comparison method - ANSWER-combines the job-ranking and point-
factor methods to provide a more thorough form of job evaluation. It identifies
benchmark jobs and then analyzes and rank-orders them.
, Reinforcement Theory of Motivation - ANSWER-States that behavior is a
function of its consequences—an individual will repeat behavior that led to
positive consequences and avoid behavior that has had negative effects
Halo error - ANSWER-occurs when the evaluator forms a generally positive
impression of an individual and then artificially extends that general
impression to many of that individual's categories of performance that may be
lower to create an overall evaluation of the individual that is positive. (can
also extend to negative first impression creating an overall negative
impression, this is called "horns error".)
Severity or strictness error - ANSWER-the rater evaluates everyone or nearly
everyone as below average.
