WGU D360 Task 1 Task Guide: HRM Capstone: Analyze
Current Human Resources Practices | Exam Questions
and Answers | Graded A+ | Latest Update 2026/2027 |
Guaranteed Success.
A1. Explain how the shelter’s existing culture contributes to its current recruiting policies and
practices.
Anika’s Animal Shelter’s mission is to offer a safe, nurturing environment for abandoned cats
and dogs. AAS is well intentioned to create a caring and professional environment, but the
current struggles with hiring, retaining and sufficiently training an already understaffed
organization is creating a haphazard culture of chaos. Anika’s recruiting practices are attracting
applicants, but the process to filter and interview the applicants appears to be disorganized.
Recruiting a skilled and capable staff is a daunting and ineffective task because of the filing
cabinet overflowing with applications, the use of Anika’s personal planner and lack of time to fill
any available openings. Their cultural values of compassion, teamwork, proactivity and integrity
are getting lost in the logistics of running the animal shelter. As a result, staff and volunteers are
resigning, employees are only working there for a short amount of time (one year is considered
successful!) and employees who have chosen to stay are overworked and burnt out. This
creates a very difficult environment to attract and recruit dedicated and capable employees.
A2. Describe two weaknesses of the recruiting methods used at the shelter.
Weakness #1:
One weakness that AAS experiencing is the filing system they have for the applications. Two
drawers full of applications is disorganized, can be overwhelming and is not an efficient way to
filter through which applicants fit the position. Potential employee applications need to be filed
separately to streamline a process when a position becomes available.
Weakness #2:
Another weakness that the AAS is experiencing in recruiting efforts is the facility itself. When
Anika gives a shelter tour the condition of the facility could deter potential employees from
accepting a position there. Labor-law-required posters are not posted, broken shelves, unsecure
cages and the dull colors in the facility are not encouraging or inviting for potential employees
or volunteers.
A4. Compare two methods of evaluating recruitment outcomes currently used by the shelter
with two the shelter should use instead.
Method #1:
, Current Method: If an employee stays with the shelter for one year, Anika considers it a
successful hire.
Creating a Key Performance Indicator (KPI) will improve employee retention. Setting clear,
specific goals for employees and compensating them when the goals are met. This will create
loyalty and motivation to stay with the shelter and increase the likelihood of remaining with
AAS.
Method #2:
Current Method: If Anika can hire the needed employees during the first round of interviews,
she considers it a success.
Although Anika is over extended working in the shelter, it would be a wise investment to spend
more time interviewing applicants. To select prime applicants, it is important to review all
applications and not stop with the first round of interviews. Taking time to find applicants who
share the cultural values of the shelter-- compassion, teamwork, proactivity and integrity--will
likely reduce staff turnover.
A3. Explain two federal laws with which the shelter will need to comply as the number of staff
grows and why are those laws applicable.
Federal Law #1:
Occupational Safety and Health Act (OSHA) is an essential law that Anika’s Shelter needs to
execute. OSHA requires that organizations have a safe and healthy conditions for their
employees to work in. The reports of theft, staff assaulting others, broken shelving, unsecure
cages and incident reports indicate that the staff does not feel safe working in the animal
shelter. As the shelter staff grows, if these situations are not corrected, these problems will only
exacerbate. With growth, AAS will need more thorough trainings, clearer communication about
reporting unsafe conditions or situations, and the importance of employee rights. Being more
intentional with employee safety will create a better work environment and the shelter will
avoid any possible penalties.
Federal Law #2:
Americans with Disabilities Act (ADA) is another law that the shelter will need to implement. As
the organization grows (15+ employees) they will need to make reasonable accommodations,
have flexible hours for those with medical needs, or have technology available to assist those
with disabilities. The shelter will need to be inclusive and legally compliant.
A5. Explain the relationship between recruiting and retention at the shelter based on your
responses to parts A1-A4.
*By taking important steps to improve the recruiting process Anika will be more likely to hire
skilled employees that also value the culture of the shelter. Enforcing OSHA and demonstrating
to the staff they are valued, their safety is important, and employee rights hold a vital role in the
shelter will attract loyal and dedicated employees and volunteers.
Current Human Resources Practices | Exam Questions
and Answers | Graded A+ | Latest Update 2026/2027 |
Guaranteed Success.
A1. Explain how the shelter’s existing culture contributes to its current recruiting policies and
practices.
Anika’s Animal Shelter’s mission is to offer a safe, nurturing environment for abandoned cats
and dogs. AAS is well intentioned to create a caring and professional environment, but the
current struggles with hiring, retaining and sufficiently training an already understaffed
organization is creating a haphazard culture of chaos. Anika’s recruiting practices are attracting
applicants, but the process to filter and interview the applicants appears to be disorganized.
Recruiting a skilled and capable staff is a daunting and ineffective task because of the filing
cabinet overflowing with applications, the use of Anika’s personal planner and lack of time to fill
any available openings. Their cultural values of compassion, teamwork, proactivity and integrity
are getting lost in the logistics of running the animal shelter. As a result, staff and volunteers are
resigning, employees are only working there for a short amount of time (one year is considered
successful!) and employees who have chosen to stay are overworked and burnt out. This
creates a very difficult environment to attract and recruit dedicated and capable employees.
A2. Describe two weaknesses of the recruiting methods used at the shelter.
Weakness #1:
One weakness that AAS experiencing is the filing system they have for the applications. Two
drawers full of applications is disorganized, can be overwhelming and is not an efficient way to
filter through which applicants fit the position. Potential employee applications need to be filed
separately to streamline a process when a position becomes available.
Weakness #2:
Another weakness that the AAS is experiencing in recruiting efforts is the facility itself. When
Anika gives a shelter tour the condition of the facility could deter potential employees from
accepting a position there. Labor-law-required posters are not posted, broken shelves, unsecure
cages and the dull colors in the facility are not encouraging or inviting for potential employees
or volunteers.
A4. Compare two methods of evaluating recruitment outcomes currently used by the shelter
with two the shelter should use instead.
Method #1:
, Current Method: If an employee stays with the shelter for one year, Anika considers it a
successful hire.
Creating a Key Performance Indicator (KPI) will improve employee retention. Setting clear,
specific goals for employees and compensating them when the goals are met. This will create
loyalty and motivation to stay with the shelter and increase the likelihood of remaining with
AAS.
Method #2:
Current Method: If Anika can hire the needed employees during the first round of interviews,
she considers it a success.
Although Anika is over extended working in the shelter, it would be a wise investment to spend
more time interviewing applicants. To select prime applicants, it is important to review all
applications and not stop with the first round of interviews. Taking time to find applicants who
share the cultural values of the shelter-- compassion, teamwork, proactivity and integrity--will
likely reduce staff turnover.
A3. Explain two federal laws with which the shelter will need to comply as the number of staff
grows and why are those laws applicable.
Federal Law #1:
Occupational Safety and Health Act (OSHA) is an essential law that Anika’s Shelter needs to
execute. OSHA requires that organizations have a safe and healthy conditions for their
employees to work in. The reports of theft, staff assaulting others, broken shelving, unsecure
cages and incident reports indicate that the staff does not feel safe working in the animal
shelter. As the shelter staff grows, if these situations are not corrected, these problems will only
exacerbate. With growth, AAS will need more thorough trainings, clearer communication about
reporting unsafe conditions or situations, and the importance of employee rights. Being more
intentional with employee safety will create a better work environment and the shelter will
avoid any possible penalties.
Federal Law #2:
Americans with Disabilities Act (ADA) is another law that the shelter will need to implement. As
the organization grows (15+ employees) they will need to make reasonable accommodations,
have flexible hours for those with medical needs, or have technology available to assist those
with disabilities. The shelter will need to be inclusive and legally compliant.
A5. Explain the relationship between recruiting and retention at the shelter based on your
responses to parts A1-A4.
*By taking important steps to improve the recruiting process Anika will be more likely to hire
skilled employees that also value the culture of the shelter. Enforcing OSHA and demonstrating
to the staff they are valued, their safety is important, and employee rights hold a vital role in the
shelter will attract loyal and dedicated employees and volunteers.
