1|Page
WGU D351 FUNCTIONS OF HUMAN
RESOURCE MANAGEMENT OA
ACTUAL EXAM 2026 200 QUESTIONS
AND CORRECT DETAILED ANSWERS
WITH RATIONALE |RATED A +| NEW
AND REVISED
1. A company is experiencing high turnover in its customer
service department. An HR manager wants to identify the
underlying causes before proposing solutions. Which HR
tool would best assist in diagnosing this issue?
A. Job description analysis
B. Exit interviews
C. Skills inventory
D. Employee handbook review
Rationale: Exit interviews provide direct feedback from
departing employees, allowing HR to identify trends and
causes of turnover.
2. During recruitment, a hiring manager notices that
candidates with nontraditional educational backgrounds are
often overlooked. What is the most effective HR action to
ensure fairness in hiring?
A. Eliminate all educational requirements
B. Conduct informal interviews only
,2|Page
C. Implement structured interviews with standardized
criteria
D. Focus solely on referrals from current employees
Rationale: Structured interviews reduce bias by ensuring
all candidates are evaluated using the same criteria,
promoting fair hiring practices.
3. An employee consistently meets deadlines but receives
complaints about teamwork and communication. Which
type of performance appraisal best addresses this issue?
A. Ranking method
B. 360-degree feedback
C. Critical incident method
D. Checklist method
Rationale: 360-degree feedback gathers insights from
peers, subordinates, and supervisors, providing a
comprehensive view of interpersonal skills.
4. A new HR director wants to align HR strategy with
organizational goals. Which approach should they
prioritize?
A. Implementing more social events
B. Strategic human resource planning
C. Increasing employee benefits
D. Expanding the recruitment team
Rationale: Strategic HR planning ensures HR initiatives
support and advance the organization’s long-term
objectives.
5. Which federal law requires employers to provide
reasonable accommodations for employees with
disabilities?
A. Family and Medical Leave Act
B. Fair Labor Standards Act
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C. Americans with Disabilities Act (ADA)
D. Occupational Safety and Health Act
Rationale: The ADA mandates reasonable
accommodations to allow qualified employees with
disabilities to perform essential job functions.
6. A manufacturing company wants to reduce workplace
injuries. Which HR action is most effective?
A. Increase annual bonuses
B. Implement safety training and hazard assessments
C. Conduct employee satisfaction surveys
D. Hire more staff
Rationale: Safety training and hazard assessments
directly reduce risks and ensure compliance with OSHA
standards.
7. An HR professional is calculating the total compensation
for employees. Which of the following is considered a
direct financial reward?
A. Employee recognition programs
B. Base salary
C. Flexible work hours
D. Professional development workshops
Rationale: Direct financial rewards are monetary
compensation such as base salary, bonuses, and
commissions.
8. A department is experiencing conflicts due to unclear job
roles. What HR intervention is most appropriate?
A. Employee counseling sessions
B. Updating job descriptions and responsibilities
C. Reducing work hours
D. Offering voluntary separation packages
, 4|Page
Rationale: Clear job descriptions reduce role ambiguity
and prevent workplace conflict.
9. During a performance review, an employee argues that
their evaluation was biased. What HR principle is critical to
ensure fair appraisals?
A. Confidentiality
B. Seniority-based rewards
C. Consistency and objectivity
D. Immediate termination for poor performance
Rationale: Consistent and objective performance
standards prevent bias and maintain fairness.
10. A company introduces flexible scheduling to improve
work-life balance. Which HR function does this primarily
reflect?
A. Recruitment
B. Employee relations
C. Compensation and benefits
D. Training and development
Rationale: Flexible scheduling policies are part of
employee relations, supporting engagement and retention.
11. An HR manager wants to forecast staffing needs for
the next 12 months. Which method is most suitable?
A. Exit interviews
B. Job analysis
C. Workforce planning and demand forecasting
D. Performance appraisals
Rationale: Workforce planning aligns future staffing
requirements with organizational goals and projected
demand.
12. An employee requests leave for the birth of a child.
Which U.S. law governs this situation?
WGU D351 FUNCTIONS OF HUMAN
RESOURCE MANAGEMENT OA
ACTUAL EXAM 2026 200 QUESTIONS
AND CORRECT DETAILED ANSWERS
WITH RATIONALE |RATED A +| NEW
AND REVISED
1. A company is experiencing high turnover in its customer
service department. An HR manager wants to identify the
underlying causes before proposing solutions. Which HR
tool would best assist in diagnosing this issue?
A. Job description analysis
B. Exit interviews
C. Skills inventory
D. Employee handbook review
Rationale: Exit interviews provide direct feedback from
departing employees, allowing HR to identify trends and
causes of turnover.
2. During recruitment, a hiring manager notices that
candidates with nontraditional educational backgrounds are
often overlooked. What is the most effective HR action to
ensure fairness in hiring?
A. Eliminate all educational requirements
B. Conduct informal interviews only
,2|Page
C. Implement structured interviews with standardized
criteria
D. Focus solely on referrals from current employees
Rationale: Structured interviews reduce bias by ensuring
all candidates are evaluated using the same criteria,
promoting fair hiring practices.
3. An employee consistently meets deadlines but receives
complaints about teamwork and communication. Which
type of performance appraisal best addresses this issue?
A. Ranking method
B. 360-degree feedback
C. Critical incident method
D. Checklist method
Rationale: 360-degree feedback gathers insights from
peers, subordinates, and supervisors, providing a
comprehensive view of interpersonal skills.
4. A new HR director wants to align HR strategy with
organizational goals. Which approach should they
prioritize?
A. Implementing more social events
B. Strategic human resource planning
C. Increasing employee benefits
D. Expanding the recruitment team
Rationale: Strategic HR planning ensures HR initiatives
support and advance the organization’s long-term
objectives.
5. Which federal law requires employers to provide
reasonable accommodations for employees with
disabilities?
A. Family and Medical Leave Act
B. Fair Labor Standards Act
,3|Page
C. Americans with Disabilities Act (ADA)
D. Occupational Safety and Health Act
Rationale: The ADA mandates reasonable
accommodations to allow qualified employees with
disabilities to perform essential job functions.
6. A manufacturing company wants to reduce workplace
injuries. Which HR action is most effective?
A. Increase annual bonuses
B. Implement safety training and hazard assessments
C. Conduct employee satisfaction surveys
D. Hire more staff
Rationale: Safety training and hazard assessments
directly reduce risks and ensure compliance with OSHA
standards.
7. An HR professional is calculating the total compensation
for employees. Which of the following is considered a
direct financial reward?
A. Employee recognition programs
B. Base salary
C. Flexible work hours
D. Professional development workshops
Rationale: Direct financial rewards are monetary
compensation such as base salary, bonuses, and
commissions.
8. A department is experiencing conflicts due to unclear job
roles. What HR intervention is most appropriate?
A. Employee counseling sessions
B. Updating job descriptions and responsibilities
C. Reducing work hours
D. Offering voluntary separation packages
, 4|Page
Rationale: Clear job descriptions reduce role ambiguity
and prevent workplace conflict.
9. During a performance review, an employee argues that
their evaluation was biased. What HR principle is critical to
ensure fair appraisals?
A. Confidentiality
B. Seniority-based rewards
C. Consistency and objectivity
D. Immediate termination for poor performance
Rationale: Consistent and objective performance
standards prevent bias and maintain fairness.
10. A company introduces flexible scheduling to improve
work-life balance. Which HR function does this primarily
reflect?
A. Recruitment
B. Employee relations
C. Compensation and benefits
D. Training and development
Rationale: Flexible scheduling policies are part of
employee relations, supporting engagement and retention.
11. An HR manager wants to forecast staffing needs for
the next 12 months. Which method is most suitable?
A. Exit interviews
B. Job analysis
C. Workforce planning and demand forecasting
D. Performance appraisals
Rationale: Workforce planning aligns future staffing
requirements with organizational goals and projected
demand.
12. An employee requests leave for the birth of a child.
Which U.S. law governs this situation?
