GLO1 Functions of Human Resource Management Exam Version 1
Practice exam for Western Governors University WGU Exams under Western Governors University Exams (College Exams). 5 sample questions.
Sample Questions
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Question 1
Which human resource function helps the organization understand the number and type of employees the organization will need in the future?
Correct Answer: A
Rationale: Human resource planning involves forecasting and analyzing future workforce requirements, including the number and types of employees needed, to align with organizational goals. This distinguishes it from appraising (performance evaluation), recruiting (sourcing candidates), and compensating (reward management), which do not focus on future needs assessment.
Rationale: Human resource planning involves forecasting and analyzing future workforce requirements, including the number and types of employees needed, to align with organizational goals. This distinguishes it from appraising (performance evaluation), recruiting (sourcing candidates), and compensating (reward management), which do not focus on future needs assessment.
Question 2
Which area of expertise is useful for a human resources specialist assigned to work with unions?
Correct Answer: B
Rationale: Labor relations expertise is essential for managing union interactions, including collective bargaining and grievance handling, which are critical for HR specialists working with unions. Payroll accounting, sexual harassment training, and organizational development are less directly relevant to union-specific duties.
Rationale: Labor relations expertise is essential for managing union interactions, including collective bargaining and grievance handling, which are critical for HR specialists working with unions. Payroll accounting, sexual harassment training, and organizational development are less directly relevant to union-specific duties.
Question 3
Which external environmental factors directly impact an organization's performance?
Correct Answer: D
Rationale: The labor force (e.g., availability of skilled workers) and economy (e.g., economic conditions) directly affect performance through workforce costs and productivity. Shareholders and society exert indirect influence, while strategy, technology, structure, and culture are internal factors.
Rationale: The labor force (e.g., availability of skilled workers) and economy (e.g., economic conditions) directly affect performance through workforce costs and productivity. Shareholders and society exert indirect influence, while strategy, technology, structure, and culture are internal factors.
Question 4
A human resources department is working on increasing diversity within the organization. Which strategic role for a human resources department is being demonstrated?
Correct Answer: C
Rationale: As a champion for change, HR drives diversity initiatives to foster inclusion and cultural adaptation, aligning with strategic transformation goals. Policy administration, outsourcing initiation, and legal compliance are operational or compliance-focused roles.
Rationale: As a champion for change, HR drives diversity initiatives to foster inclusion and cultural adaptation, aligning with strategic transformation goals. Policy administration, outsourcing initiation, and legal compliance are operational or compliance-focused roles.
Question 5
A technology company is reviewing the potentially questonable buhuvior of four emplayees und is trying lo determine if an ethical violeton has occutred. The belevior of the four employees consisted of the following:
Individual 1: Sold trade secrets to a competitor
Individual 2: Requested that the company pay for continuing education
Individual 3: Recommended hiring a sibling based on the sitting a work experience
Individual 4: Applied for other jobs while still employed with the company
Which individual committed an ethical violation?
Correct Answer: C
Rationale: Recommending a sibling for hire (Individual 3) constitutes nepotism, creating a conflict of interest and violating ethical hiring impartiality. Other actions (e.g., requesting education funding, job applications) are not inherently unethical without additional context.
Rationale: Recommending a sibling for hire (Individual 3) constitutes nepotism, creating a conflict of interest and violating ethical hiring impartiality. Other actions (e.g., requesting education funding, job applications) are not inherently unethical without additional context.