WGU D351 Functions of Human Resource Management Objective Assessment |
OA V1 and V2 | Questions and Answers | 2026 Update | 100% Correct.
Question 1
A growing technology company plans to enter three international markets next year. The HR
director evaluates the number of employees, leadership capabilities, and technical skills needed
to support the expansion.
Which HR activity is being performed?
A. Job evaluation
B. Human resource planning
C. Performance appraisal
D. Collective bargaining
Correct answer: B. Human resource planning
Rationale: Human resource planning identifies the employees and competencies an organization
will need to accomplish future objectives. Job evaluation determines the relative value of jobs,
while performance appraisal evaluates individual employee performance.
Question 2
Which external factor should an organization examine when forecasting the future supply of
qualified employees?
A. Current employee performance ratings
B. Organizational reporting relationships
C. Conditions in the local labor market
D. Existing succession plans
Correct answer: C. Conditions in the local labor market
Rationale: The external labor market affects the availability, skills, and cost of potential
employees. Performance ratings, reporting relationships, and succession plans are internal
organizational factors.
Question 3
,An organization expects several senior managers to retire within five years. HR identifies high-
potential employees and prepares them to assume those leadership positions.
Which process is illustrated?
A. Succession planning
B. Job enlargement
C. External recruitment
D. Progressive discipline
Correct answer: A. Succession planning
Rationale: Succession planning identifies and develops employees who may fill important
positions in the future. It helps maintain leadership continuity and reduces the risks created by
retirements or unexpected departures.
Question 4 — Select Two
Which two outcomes are normally produced by a job analysis?
A. Job description
B. Job specification
C. Employee handbook
D. Strategic business plan
E. Performance improvement plan
Correct answers: A and B
Rationale: A job analysis produces a job description, which explains the position’s duties, and a
job specification, which identifies the qualifications needed to perform it. The other documents
are developed through separate HR or management processes.
Question 5
What information is most likely to appear in a job specification?
A. Essential duties performed in the position
B. Position’s reporting relationships
C. Required education, skills, and experience
D. Organization’s disciplinary procedures
Correct answer: C. Required education, skills, and experience
,Rationale: A job specification describes the knowledge, skills, abilities, education, experience,
and other qualifications required of a successful jobholder. Duties and reporting relationships
normally appear in the job description.
Question 6
A manufacturing company gives an assembly employee additional tasks of approximately the
same difficulty and responsibility.
Which job-design technique is the company using?
A. Job rotation
B. Job enrichment
C. Job enlargement
D. Job evaluation
Correct answer: C. Job enlargement
Rationale: Job enlargement horizontally expands a job by adding duties at a similar level of
responsibility. Job enrichment adds greater autonomy, decision-making authority, or
responsibility.
Question 7
A supervisor gives an employee greater authority to schedule work, resolve customer complaints,
and evaluate the quality of completed assignments.
Which job-design approach does this represent?
A. Job enrichment
B. Job simplification
C. Job sharing
D. Job enlargement
Correct answer: A. Job enrichment
Rationale: Job enrichment vertically expands a job by increasing autonomy, responsibility,
control, and decision-making. The employee is not merely receiving more similar tasks.
Question 8
, What is the primary purpose of recruitment?
A. To select the best candidate from the applicant pool
B. To generate a pool of potentially qualified applicants
C. To determine the monetary value of each position
D. To identify employees who should be promoted
Correct answer: B. To generate a pool of potentially qualified applicants
Rationale: Recruitment attracts qualified individuals and encourages them to apply. Selection
occurs afterward and determines which applicant should receive the job offer.
Question 9
A company posts a vacancy internally before advertising it to the public.
What is one potential advantage of this approach?
A. It guarantees greater workforce diversity.
B. It eliminates the need to train the selected employee.
C. It may improve employee motivation and career development.
D. It introduces new perspectives into the organization.
Correct answer: C. It may improve employee motivation and career development.
Rationale: Internal recruitment demonstrates opportunities for advancement, which can improve
motivation, retention, and career development. Internal candidates may still require training, and
external recruitment is generally more likely to introduce new perspectives.
Question 10
A national employer needs to attract a large number of applicants for entry-level positions while
maintaining a relatively low cost per applicant.
Which recruitment method is most appropriate?
A. Executive search firm
B. Online employment platform
C. Private placement agency
D. Individual campus interviews
Correct answer: B. Online employment platform
OA V1 and V2 | Questions and Answers | 2026 Update | 100% Correct.
Question 1
A growing technology company plans to enter three international markets next year. The HR
director evaluates the number of employees, leadership capabilities, and technical skills needed
to support the expansion.
Which HR activity is being performed?
A. Job evaluation
B. Human resource planning
C. Performance appraisal
D. Collective bargaining
Correct answer: B. Human resource planning
Rationale: Human resource planning identifies the employees and competencies an organization
will need to accomplish future objectives. Job evaluation determines the relative value of jobs,
while performance appraisal evaluates individual employee performance.
Question 2
Which external factor should an organization examine when forecasting the future supply of
qualified employees?
A. Current employee performance ratings
B. Organizational reporting relationships
C. Conditions in the local labor market
D. Existing succession plans
Correct answer: C. Conditions in the local labor market
Rationale: The external labor market affects the availability, skills, and cost of potential
employees. Performance ratings, reporting relationships, and succession plans are internal
organizational factors.
Question 3
,An organization expects several senior managers to retire within five years. HR identifies high-
potential employees and prepares them to assume those leadership positions.
Which process is illustrated?
A. Succession planning
B. Job enlargement
C. External recruitment
D. Progressive discipline
Correct answer: A. Succession planning
Rationale: Succession planning identifies and develops employees who may fill important
positions in the future. It helps maintain leadership continuity and reduces the risks created by
retirements or unexpected departures.
Question 4 — Select Two
Which two outcomes are normally produced by a job analysis?
A. Job description
B. Job specification
C. Employee handbook
D. Strategic business plan
E. Performance improvement plan
Correct answers: A and B
Rationale: A job analysis produces a job description, which explains the position’s duties, and a
job specification, which identifies the qualifications needed to perform it. The other documents
are developed through separate HR or management processes.
Question 5
What information is most likely to appear in a job specification?
A. Essential duties performed in the position
B. Position’s reporting relationships
C. Required education, skills, and experience
D. Organization’s disciplinary procedures
Correct answer: C. Required education, skills, and experience
,Rationale: A job specification describes the knowledge, skills, abilities, education, experience,
and other qualifications required of a successful jobholder. Duties and reporting relationships
normally appear in the job description.
Question 6
A manufacturing company gives an assembly employee additional tasks of approximately the
same difficulty and responsibility.
Which job-design technique is the company using?
A. Job rotation
B. Job enrichment
C. Job enlargement
D. Job evaluation
Correct answer: C. Job enlargement
Rationale: Job enlargement horizontally expands a job by adding duties at a similar level of
responsibility. Job enrichment adds greater autonomy, decision-making authority, or
responsibility.
Question 7
A supervisor gives an employee greater authority to schedule work, resolve customer complaints,
and evaluate the quality of completed assignments.
Which job-design approach does this represent?
A. Job enrichment
B. Job simplification
C. Job sharing
D. Job enlargement
Correct answer: A. Job enrichment
Rationale: Job enrichment vertically expands a job by increasing autonomy, responsibility,
control, and decision-making. The employee is not merely receiving more similar tasks.
Question 8
, What is the primary purpose of recruitment?
A. To select the best candidate from the applicant pool
B. To generate a pool of potentially qualified applicants
C. To determine the monetary value of each position
D. To identify employees who should be promoted
Correct answer: B. To generate a pool of potentially qualified applicants
Rationale: Recruitment attracts qualified individuals and encourages them to apply. Selection
occurs afterward and determines which applicant should receive the job offer.
Question 9
A company posts a vacancy internally before advertising it to the public.
What is one potential advantage of this approach?
A. It guarantees greater workforce diversity.
B. It eliminates the need to train the selected employee.
C. It may improve employee motivation and career development.
D. It introduces new perspectives into the organization.
Correct answer: C. It may improve employee motivation and career development.
Rationale: Internal recruitment demonstrates opportunities for advancement, which can improve
motivation, retention, and career development. Internal candidates may still require training, and
external recruitment is generally more likely to introduce new perspectives.
Question 10
A national employer needs to attract a large number of applicants for entry-level positions while
maintaining a relatively low cost per applicant.
Which recruitment method is most appropriate?
A. Executive search firm
B. Online employment platform
C. Private placement agency
D. Individual campus interviews
Correct answer: B. Online employment platform
