WGU D356 HUMAN RESOURCE MANAGEMENT EXAM 2025
|170 QUESTIONS WITH ACCURATE SOLUTIONS
1. If a company implements a new long-term incentive program, what
potential change might occur in employee behavior over the next few
years?
Employees may become disengaged from their work due to lack
of immediate rewards.
Employees may resist changes to their compensation structure.
Employees may prioritize short-term gains over long-term
performance.
Employees may focus on achieving long-term goals that benefit
both themselves and shareholders.
2. In the context of eHRM, how might the concept of development
influence the training programs implemented for HR professionals?
Development would imply that training is unnecessary for HR
professionals.
Development would focus exclusively on recruitment strategies.
Development would suggest that training should only occur at the
start of employment.
Development would encourage ongoing training programs that
adapt to technological advancements.
3. Describe the significance of AI in eHRM processes for high-tech
organizations.
AI is primarily used for administrative tasks in HR.
AI has no significant impact on eHRM processes in high-tech
,organizations.
, AI complicates eHRM processes by increasing the need for
manual oversight.
AI enhances eHRM processes by improving efficiency and
decision-making in recruitment and performance management.
4. If a company implements eHRM successfully, what change might you
expect in the HR department's daily operations?
HR staff will spend more time on strategic planning and
employee development.
HR staff will have less interaction with employees.
HR staff will need to increase their manual record-keeping.
HR staff will focus solely on administrative tasks.
5. Describe the purpose of a Request for Proposal (RFP) in the context of
implementing a new HRIS.
An RFP is used to train HR professionals on new technologies.
An RFP solicits proposals from vendors and outlines the
organization's goals and requirements for the HRIS.
An RFP is a report on the effectiveness of current HR practices.
An RFP is a document that evaluates employee performance
metrics.
6. Which of the following is part of "talent management" - the attraction,
development, motivation, and retention of high-performing employees?
Conducting recruitment and selection process
Designing and administering employee compensation and
rewards
Evaluating the functions of different jobs and employees
All of the above
, 7. In a scenario where a company is restructuring its HR department, how
would conducting a job analysis assist in creating effective job
descriptions for new roles?
Conducting a job analysis would eliminate the need for job
descriptions altogether.
Conducting a job analysis would focus on employee preferences
rather than job requirements.
Conducting a job analysis would only complicate the restructuring
process without adding value.
Conducting a job analysis would help identify the necessary
KSAs for the new roles, ensuring that job descriptions
accurately reflect the requirements and expectations.
8. In a scenario where a company is implementing a new eHRM system,
how would understanding KSA help in selecting candidates for the HR
team?
Understanding KSA would help in selecting candidates who
have the right knowledge, skills, and abilities to effectively
manage the eHRM system.
Understanding KSA would allow the company to focus solely on
candidates' educational qualifications.
Understanding KSA would prioritize candidates' previous job titles
over their actual skills.
Understanding KSA would be irrelevant since technology will
manage HR processes.
9. What document provides data for HR decisions such as rewards and
staffing during the performance management process?
Employee Feedback Forms
HR Policy Manuals
|170 QUESTIONS WITH ACCURATE SOLUTIONS
1. If a company implements a new long-term incentive program, what
potential change might occur in employee behavior over the next few
years?
Employees may become disengaged from their work due to lack
of immediate rewards.
Employees may resist changes to their compensation structure.
Employees may prioritize short-term gains over long-term
performance.
Employees may focus on achieving long-term goals that benefit
both themselves and shareholders.
2. In the context of eHRM, how might the concept of development
influence the training programs implemented for HR professionals?
Development would imply that training is unnecessary for HR
professionals.
Development would focus exclusively on recruitment strategies.
Development would suggest that training should only occur at the
start of employment.
Development would encourage ongoing training programs that
adapt to technological advancements.
3. Describe the significance of AI in eHRM processes for high-tech
organizations.
AI is primarily used for administrative tasks in HR.
AI has no significant impact on eHRM processes in high-tech
,organizations.
, AI complicates eHRM processes by increasing the need for
manual oversight.
AI enhances eHRM processes by improving efficiency and
decision-making in recruitment and performance management.
4. If a company implements eHRM successfully, what change might you
expect in the HR department's daily operations?
HR staff will spend more time on strategic planning and
employee development.
HR staff will have less interaction with employees.
HR staff will need to increase their manual record-keeping.
HR staff will focus solely on administrative tasks.
5. Describe the purpose of a Request for Proposal (RFP) in the context of
implementing a new HRIS.
An RFP is used to train HR professionals on new technologies.
An RFP solicits proposals from vendors and outlines the
organization's goals and requirements for the HRIS.
An RFP is a report on the effectiveness of current HR practices.
An RFP is a document that evaluates employee performance
metrics.
6. Which of the following is part of "talent management" - the attraction,
development, motivation, and retention of high-performing employees?
Conducting recruitment and selection process
Designing and administering employee compensation and
rewards
Evaluating the functions of different jobs and employees
All of the above
, 7. In a scenario where a company is restructuring its HR department, how
would conducting a job analysis assist in creating effective job
descriptions for new roles?
Conducting a job analysis would eliminate the need for job
descriptions altogether.
Conducting a job analysis would focus on employee preferences
rather than job requirements.
Conducting a job analysis would only complicate the restructuring
process without adding value.
Conducting a job analysis would help identify the necessary
KSAs for the new roles, ensuring that job descriptions
accurately reflect the requirements and expectations.
8. In a scenario where a company is implementing a new eHRM system,
how would understanding KSA help in selecting candidates for the HR
team?
Understanding KSA would help in selecting candidates who
have the right knowledge, skills, and abilities to effectively
manage the eHRM system.
Understanding KSA would allow the company to focus solely on
candidates' educational qualifications.
Understanding KSA would prioritize candidates' previous job titles
over their actual skills.
Understanding KSA would be irrelevant since technology will
manage HR processes.
9. What document provides data for HR decisions such as rewards and
staffing during the performance management process?
Employee Feedback Forms
HR Policy Manuals
