FUNDAMENTALS OF HUMAN
RESOURCE MANAGEMENT (WGU E010)
ADVANCED PRACTICE EXAM
1. Which HR strategy focuses on creating a workforce that provides a firm with a competitive
advantage that is difficult for competitors to imitate?
A. Transactional HR Strategy
B. Cost-Leadership Strategy
C. Resource-Based View (RBV)
D. Outsourced HR Model
Answer: C
Conceptual Explanation: The Resource-Based View (RBV) suggests that human resources
can be a source of sustained competitive advantage if they are valuable, rare, inimitable,
and non-substitutable.
2. Under the Uniform Guidelines on Employee Selection Procedures, what occurs when the
selection rate for a protected group is less than 80% of the rate for the group with the highest
selection rate?
A. Disparate Treatment
,B. Adverse Impact
C. Bona Fide Occupational Qualification
D. Affirmative Action violation
Answer: B
Conceptual Explanation: The 4/5ths (or 80%) rule is a statistical benchmark used to
determine if a selection procedure has an Adverse Impact (Disparate Impact) on a
protected class.
3. A company is redesigning jobs to increase meaningfulness by allowing employees to
complete a whole piece of work from beginning to end. According to the Job Characteristics
Model, which dimension is this?
A. Skill Variety
B. Autonomy
C. Task Significance
D. Task Identity
Answer: D
Conceptual Explanation: Task Identity is the degree to which a job requires completion of
a ‘whole’ and identifiable piece of work.
, 4. Which recruitment metric is calculated by dividing the number of qualified applicants by
the total number of applicants from a specific source?
A. Yield Ratio
B. Cost per Hire
C. Selection Rate
D. Turnover Rate
Answer: A
Conceptual Explanation: Yield ratios help evaluate the effectiveness of different
recruitment sources by showing what percentage of applicants move to the next stage.
5. During a selection process, a candidate is asked to perform a simulation of a task they
would actually do on the job. This is an example of which type of validity?
A. Content Validity
B. Criterion-related Validity
C. Construct Validity
D. Predictive Validity
Answer: A
Conceptual Explanation: Content validity involves ensuring the assessment
representatively samples the actual knowledge, skills, or behaviors required for the job.
RESOURCE MANAGEMENT (WGU E010)
ADVANCED PRACTICE EXAM
1. Which HR strategy focuses on creating a workforce that provides a firm with a competitive
advantage that is difficult for competitors to imitate?
A. Transactional HR Strategy
B. Cost-Leadership Strategy
C. Resource-Based View (RBV)
D. Outsourced HR Model
Answer: C
Conceptual Explanation: The Resource-Based View (RBV) suggests that human resources
can be a source of sustained competitive advantage if they are valuable, rare, inimitable,
and non-substitutable.
2. Under the Uniform Guidelines on Employee Selection Procedures, what occurs when the
selection rate for a protected group is less than 80% of the rate for the group with the highest
selection rate?
A. Disparate Treatment
,B. Adverse Impact
C. Bona Fide Occupational Qualification
D. Affirmative Action violation
Answer: B
Conceptual Explanation: The 4/5ths (or 80%) rule is a statistical benchmark used to
determine if a selection procedure has an Adverse Impact (Disparate Impact) on a
protected class.
3. A company is redesigning jobs to increase meaningfulness by allowing employees to
complete a whole piece of work from beginning to end. According to the Job Characteristics
Model, which dimension is this?
A. Skill Variety
B. Autonomy
C. Task Significance
D. Task Identity
Answer: D
Conceptual Explanation: Task Identity is the degree to which a job requires completion of
a ‘whole’ and identifiable piece of work.
, 4. Which recruitment metric is calculated by dividing the number of qualified applicants by
the total number of applicants from a specific source?
A. Yield Ratio
B. Cost per Hire
C. Selection Rate
D. Turnover Rate
Answer: A
Conceptual Explanation: Yield ratios help evaluate the effectiveness of different
recruitment sources by showing what percentage of applicants move to the next stage.
5. During a selection process, a candidate is asked to perform a simulation of a task they
would actually do on the job. This is an example of which type of validity?
A. Content Validity
B. Criterion-related Validity
C. Construct Validity
D. Predictive Validity
Answer: A
Conceptual Explanation: Content validity involves ensuring the assessment
representatively samples the actual knowledge, skills, or behaviors required for the job.
