WGU D351 FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT PRACTICE EXAMINATION 2026–2027
— STUDY GUIDE | LATEST UPDATE 2026/2027 |
PRACTICE QUESTIONS AND ANSWERS | EXAM
REVIEW | 100% CORRECT ANSWERS | VERIFIED
SOLUTIONS | ALREADY GRADED A+
This original practice examination is designed for students preparing for
WGU D351 Functions of Human Resource Management and similar
human resource management courses. The 100-question test evaluates
mastery of HR planning, job analysis, recruitment and selection, training
and development, performance management, compensation and
benefits, employment law, employee relations, labor relations, safety
and health, and global HR. Questions are written at the application and
analysis level to mirror the cognitive complexity of business school
examinations. The 2026–2027 edition incorporates current federal
employment laws, evidence-based HR practices, and strategic human
resource management principles. Use this comprehensive review to
assess readiness, identify knowledge gaps, and strengthen your
understanding of HR functions. This is an independent educational
resource, not affiliated with or endorsed by Western Governors
University.
Table of Contents
I. Strategic HR Management and Planning
II. Job Analysis and Job Design
,III. Recruitment and Selection
IV. Training, Development, and Career Planning
V. Performance Management and Appraisal
VI. Compensation and Benefits Administration
VII. Employment Law and Equal Opportunity
VIII. Employee Relations and Labor Relations
IX. Workplace Safety, Health, and Security
X. Global HR and Emerging Trends
Which of the following best defines human resource management?
A) Only processing payroll
B) The policies, practices, and systems that influence employee
behavior, attitudes, and performance
C) Only handling employee complaints
D) Only recruiting new employees
Correct Answer: B
Human resource management encompasses the policies, practices, and
systems that influence employees to achieve organizational goals,
including staffing, training, compensation, performance, and
compliance. It is broader than payroll, complaints, or recruiting alone.
,A company is forecasting its future labor demand and supply. This
process is called:
A) Job evaluation
B) HR planning
C) Performance appraisal
D) Compensation analysis
Correct Answer: B
HR planning involves forecasting future labor demand and supply to
ensure the organization has the right number and type of employees.
Job evaluation, appraisal, and compensation are separate HR functions.
Which of the following is the first step in the HR planning process?
A) Implement training
B) Conduct a needs assessment and analyze current workforce
C) Hire new employees
D) Evaluate performance
Correct Answer: B
HR planning begins with assessing current workforce capabilities and
forecasting future needs. Training, hiring, and evaluation occur after
planning identifies gaps.
, A systematic process of collecting information about a job's duties,
responsibilities, and required qualifications is called:
A) Job evaluation
B) Job analysis
C) Performance management
D) Succession planning
Correct Answer: B
Job analysis is the systematic process of gathering information about
job duties, responsibilities, and qualifications. Job evaluation
determines job worth for pay; performance management assesses
employee performance; succession planning identifies future leaders.
Which of the following is an output of job analysis?
A) Only a salary figure
B) Job descriptions and job specifications
C) Only a performance review
D) Only an employee handbook
Correct Answer: B
MANAGEMENT PRACTICE EXAMINATION 2026–2027
— STUDY GUIDE | LATEST UPDATE 2026/2027 |
PRACTICE QUESTIONS AND ANSWERS | EXAM
REVIEW | 100% CORRECT ANSWERS | VERIFIED
SOLUTIONS | ALREADY GRADED A+
This original practice examination is designed for students preparing for
WGU D351 Functions of Human Resource Management and similar
human resource management courses. The 100-question test evaluates
mastery of HR planning, job analysis, recruitment and selection, training
and development, performance management, compensation and
benefits, employment law, employee relations, labor relations, safety
and health, and global HR. Questions are written at the application and
analysis level to mirror the cognitive complexity of business school
examinations. The 2026–2027 edition incorporates current federal
employment laws, evidence-based HR practices, and strategic human
resource management principles. Use this comprehensive review to
assess readiness, identify knowledge gaps, and strengthen your
understanding of HR functions. This is an independent educational
resource, not affiliated with or endorsed by Western Governors
University.
Table of Contents
I. Strategic HR Management and Planning
II. Job Analysis and Job Design
,III. Recruitment and Selection
IV. Training, Development, and Career Planning
V. Performance Management and Appraisal
VI. Compensation and Benefits Administration
VII. Employment Law and Equal Opportunity
VIII. Employee Relations and Labor Relations
IX. Workplace Safety, Health, and Security
X. Global HR and Emerging Trends
Which of the following best defines human resource management?
A) Only processing payroll
B) The policies, practices, and systems that influence employee
behavior, attitudes, and performance
C) Only handling employee complaints
D) Only recruiting new employees
Correct Answer: B
Human resource management encompasses the policies, practices, and
systems that influence employees to achieve organizational goals,
including staffing, training, compensation, performance, and
compliance. It is broader than payroll, complaints, or recruiting alone.
,A company is forecasting its future labor demand and supply. This
process is called:
A) Job evaluation
B) HR planning
C) Performance appraisal
D) Compensation analysis
Correct Answer: B
HR planning involves forecasting future labor demand and supply to
ensure the organization has the right number and type of employees.
Job evaluation, appraisal, and compensation are separate HR functions.
Which of the following is the first step in the HR planning process?
A) Implement training
B) Conduct a needs assessment and analyze current workforce
C) Hire new employees
D) Evaluate performance
Correct Answer: B
HR planning begins with assessing current workforce capabilities and
forecasting future needs. Training, hiring, and evaluation occur after
planning identifies gaps.
, A systematic process of collecting information about a job's duties,
responsibilities, and required qualifications is called:
A) Job evaluation
B) Job analysis
C) Performance management
D) Succession planning
Correct Answer: B
Job analysis is the systematic process of gathering information about
job duties, responsibilities, and qualifications. Job evaluation
determines job worth for pay; performance management assesses
employee performance; succession planning identifies future leaders.
Which of the following is an output of job analysis?
A) Only a salary figure
B) Job descriptions and job specifications
C) Only a performance review
D) Only an employee handbook
Correct Answer: B
