WGUD351 - Functions in Human Resources
Exam Questions and Answers with Verified
Solutions | Latest Updated 2026
Explain why relationship building The people within an organization are one
and of the
engagement are important in both primary means of creating a competitive
human resource management and advantage
your personal life. for the organization.
Identify the difference between the HR is transforming from clerical support to
traditional view of human resource a
management (HRM) and the strategic business partner that makes
present data-driven
view. decisions.
Identify the major challenges that Upskilling the workforce to manage the AI
HR revolution and extracting value from big
managers face in a modern data
organization
Four critical dependent variables productivity, employee engagement,
that turnover, and
managers must control in order to absenteeism
compete in a modern organization:
Four major HRM skill sets: technical, interpersonal, conceptual and
design,
business
,Line manager's six HRM legal considerations, labor cost controls,
responsibilities: leadership & motivation, training &
development,
appraisal & promotion, and employee
safety &
security
Eight major HRM discipline areas: legal, staffing, training and development,
employee relations, compensation and
benefits,
safety, ethics, and analytics
Explain the five parts of the On the first level are the items that are
practitioner's model for HRM absolutely
critical to the organization.
The second level encompasses those
things that
are required to identify the kinds of jobs
that must
be filled and then to recruit and select the
right
types of people.
As we get into the third tier, we concern
ourselves
with management of the human resources.
In the fourth tier, we look at how to reward
and
maintain employees.
Finally, in the top tier, minimize
unnecessary
turnover and dissatisfaction.
, business skills The analytical and quantitative
skills-including in-
depth knowledge of how the business
works and
its budgeting and strategic-planning
processes-
that are necessary for a manager to
understand
and contribute to the profitability of the
organization
conceptual and design skills The ability to evaluate a situation, identify
alternatives, select a reasonable
alternative, and
make a decision to implement a solution to
a
problem
cost center A division or department that brings in no
revenue
or profit for the organization-running this
function
only costs the organization money
effectiveness A function of getting the job done
whenever and
however it must be done
efficiency A function of how many organizational
resources
were used in getting the job done
Exam Questions and Answers with Verified
Solutions | Latest Updated 2026
Explain why relationship building The people within an organization are one
and of the
engagement are important in both primary means of creating a competitive
human resource management and advantage
your personal life. for the organization.
Identify the difference between the HR is transforming from clerical support to
traditional view of human resource a
management (HRM) and the strategic business partner that makes
present data-driven
view. decisions.
Identify the major challenges that Upskilling the workforce to manage the AI
HR revolution and extracting value from big
managers face in a modern data
organization
Four critical dependent variables productivity, employee engagement,
that turnover, and
managers must control in order to absenteeism
compete in a modern organization:
Four major HRM skill sets: technical, interpersonal, conceptual and
design,
business
,Line manager's six HRM legal considerations, labor cost controls,
responsibilities: leadership & motivation, training &
development,
appraisal & promotion, and employee
safety &
security
Eight major HRM discipline areas: legal, staffing, training and development,
employee relations, compensation and
benefits,
safety, ethics, and analytics
Explain the five parts of the On the first level are the items that are
practitioner's model for HRM absolutely
critical to the organization.
The second level encompasses those
things that
are required to identify the kinds of jobs
that must
be filled and then to recruit and select the
right
types of people.
As we get into the third tier, we concern
ourselves
with management of the human resources.
In the fourth tier, we look at how to reward
and
maintain employees.
Finally, in the top tier, minimize
unnecessary
turnover and dissatisfaction.
, business skills The analytical and quantitative
skills-including in-
depth knowledge of how the business
works and
its budgeting and strategic-planning
processes-
that are necessary for a manager to
understand
and contribute to the profitability of the
organization
conceptual and design skills The ability to evaluate a situation, identify
alternatives, select a reasonable
alternative, and
make a decision to implement a solution to
a
problem
cost center A division or department that brings in no
revenue
or profit for the organization-running this
function
only costs the organization money
effectiveness A function of getting the job done
whenever and
however it must be done
efficiency A function of how many organizational
resources
were used in getting the job done
