WGU D351 PA | OA (Latest
2026/2027 Update) 54 Questions and
Verified Answers | 100% Correct |
Grade A
This WGU D351 (Functions of Human Resource Management) Objective
Assessment (PA) tests your understanding of foundational HR principles, legal
compliance, staffing, training, performance management, and compensation. This
course features multiple question pools, including common 54-question practice
set best to use to prepare for the final proctored exam.
Exam Competencies & Course Breakdown
This PA requires you to master six core competency areas:
• Strategic HR & Planning: Forecasting supply and demand, SWOT
analysis, and matching HR strategy to organizational goals.
• Recruitment & Selection: Job analysis, realistic job previews (RJPs),
multiple-hurdle selection models, and validation processes.
• Training & Development: Using the ADDIE model, needs assessments,
and maximizing the transfer of training.
• Performance Appraisal: Methods like Management by Objectives
(MBOs), graphic rating scales, and multisource (360) feedback.
• Compensation & Benefits: Direct versus indirect compensation,
incentive pay, and complying with laws like COBRA.
• Employee Relations: Resolving workplace conflicts, independent
contractor classifications, and union/collective bargaining.
Key HR Concepts to Memorize
Many students report that the following terms heavily feature on the exam and
are frequently tested in Quizlet flashcard decks:
1
,Concept Description
The critical process used for understanding and creating
Job Analysis
accurate position descriptions.
Realistic Job Giving a candidate both the positive and negative aspects of
Preview (RJP) a job to reduce early turnover.
A 5-phase instructional design process: Analysis, Design,
ADDIE Model
Development, Implementation, and Evaluation.
A strategic planning tool that assesses Strengths,
SWOT Analysis
Weaknesses, Opportunities, and Threats.
The extent to which a selection test accurately predicts
Validity
actual job performance.
Q1. Which change is consistent with a firm's redundancy planning to
align with competitors and market realities? [Multiple Choice]
A) A job posting on an employment website
B) An increase in job-skills retraining
C) Adding onsite child care services
D) Subject matter experts
Answer: An increase in job-skills retraining
Explanation: Redundancy planning to align a firm with competitors often requires
shifting employee skills to meet market demands; increasing job-skills retraining updates
the workforce so it can perform the required tasks. The distractors are wrong because
they address different goals: Adding onsite child care services is a quality-of-work-life
measure to attract talent, A job posting on an employment website is a recruiting tactic,
and Subject matter experts are resources used in job analysis — none directly describe
the retraining change consistent with redundancy planning.
2
, Q2. A job posting requires an associate's degree in business
administration or a certificate in management. Which KSA category
does this requirement represent? [Multiple Choice]
A) Knowledge
B) Skills
C) Subject matter experts
D) Abilities
Answer: Knowledge
Explanation: Educational credentials such as an associate's degree or a certificate
represent what a person knows — formal knowledge in a subject area — rather than a
learned skill or a demonstrated ability. The distractors are incorrect because 'Skills' refers
to practiced abilities (e.g., typing speed), 'Abilities' refers to innate or developed
capacities (e.g., problem solving), and 'Subject matter experts' are people who add
competence to job analysis, not a KSA label for a listed qualification.
Q3. To obtain broad exposure to many potential applicants while
keeping cost per applicant low, which recruiting method should a firm
use? [Multiple Choice]
A) Reference checks
B) Subject matter experts
C) A job posting on an employment website
D) Adding onsite child care services
Answer: A job posting on an employment website
Explanation: A job posting on an employment website reaches a large audience at
relatively low cost per applicant, making it effective for gaining exposure and screening
many candidates. The distractors are less suited to that objective: Adding onsite child
care services is an employer benefit for attraction but not a low-cost mass recruiting
method, Reference checks are a selection instrument used after applicants are identified,
and Subject matter experts are resources for job analysis — none provide low-cost
exposure to many applicants online.
3
2026/2027 Update) 54 Questions and
Verified Answers | 100% Correct |
Grade A
This WGU D351 (Functions of Human Resource Management) Objective
Assessment (PA) tests your understanding of foundational HR principles, legal
compliance, staffing, training, performance management, and compensation. This
course features multiple question pools, including common 54-question practice
set best to use to prepare for the final proctored exam.
Exam Competencies & Course Breakdown
This PA requires you to master six core competency areas:
• Strategic HR & Planning: Forecasting supply and demand, SWOT
analysis, and matching HR strategy to organizational goals.
• Recruitment & Selection: Job analysis, realistic job previews (RJPs),
multiple-hurdle selection models, and validation processes.
• Training & Development: Using the ADDIE model, needs assessments,
and maximizing the transfer of training.
• Performance Appraisal: Methods like Management by Objectives
(MBOs), graphic rating scales, and multisource (360) feedback.
• Compensation & Benefits: Direct versus indirect compensation,
incentive pay, and complying with laws like COBRA.
• Employee Relations: Resolving workplace conflicts, independent
contractor classifications, and union/collective bargaining.
Key HR Concepts to Memorize
Many students report that the following terms heavily feature on the exam and
are frequently tested in Quizlet flashcard decks:
1
,Concept Description
The critical process used for understanding and creating
Job Analysis
accurate position descriptions.
Realistic Job Giving a candidate both the positive and negative aspects of
Preview (RJP) a job to reduce early turnover.
A 5-phase instructional design process: Analysis, Design,
ADDIE Model
Development, Implementation, and Evaluation.
A strategic planning tool that assesses Strengths,
SWOT Analysis
Weaknesses, Opportunities, and Threats.
The extent to which a selection test accurately predicts
Validity
actual job performance.
Q1. Which change is consistent with a firm's redundancy planning to
align with competitors and market realities? [Multiple Choice]
A) A job posting on an employment website
B) An increase in job-skills retraining
C) Adding onsite child care services
D) Subject matter experts
Answer: An increase in job-skills retraining
Explanation: Redundancy planning to align a firm with competitors often requires
shifting employee skills to meet market demands; increasing job-skills retraining updates
the workforce so it can perform the required tasks. The distractors are wrong because
they address different goals: Adding onsite child care services is a quality-of-work-life
measure to attract talent, A job posting on an employment website is a recruiting tactic,
and Subject matter experts are resources used in job analysis — none directly describe
the retraining change consistent with redundancy planning.
2
, Q2. A job posting requires an associate's degree in business
administration or a certificate in management. Which KSA category
does this requirement represent? [Multiple Choice]
A) Knowledge
B) Skills
C) Subject matter experts
D) Abilities
Answer: Knowledge
Explanation: Educational credentials such as an associate's degree or a certificate
represent what a person knows — formal knowledge in a subject area — rather than a
learned skill or a demonstrated ability. The distractors are incorrect because 'Skills' refers
to practiced abilities (e.g., typing speed), 'Abilities' refers to innate or developed
capacities (e.g., problem solving), and 'Subject matter experts' are people who add
competence to job analysis, not a KSA label for a listed qualification.
Q3. To obtain broad exposure to many potential applicants while
keeping cost per applicant low, which recruiting method should a firm
use? [Multiple Choice]
A) Reference checks
B) Subject matter experts
C) A job posting on an employment website
D) Adding onsite child care services
Answer: A job posting on an employment website
Explanation: A job posting on an employment website reaches a large audience at
relatively low cost per applicant, making it effective for gaining exposure and screening
many candidates. The distractors are less suited to that objective: Adding onsite child
care services is an employer benefit for attraction but not a low-cost mass recruiting
method, Reference checks are a selection instrument used after applicants are identified,
and Subject matter experts are resources for job analysis — none provide low-cost
exposure to many applicants online.
3
