WGU C202 Chapter 1–4 Quiz | Actual Exam Questions &
100% Correct Answers | Latest Update 2026 | Exam Prep
1. Which function of HRM involves aligning individuals employees' goals and
behaviors with organizational goals and strategies, appraising and evaluating
past and current behaviors and performance, and providing suggestions for
improvement?
staffing
employees management relations
development and training
performance management
2. If a company is experiencing high turnover rates, how might conducting a job
analysis help address this issue?
By increasing salaries across the board.
By reducing the number of employees in each department.
By implementing stricter hiring processes.
By ensuring job descriptions accurately reflect the roles and
expectations, leading to better job fit.
3. Discuss how the primary outcome of a job analysis contributes to effective
human resource management.
Job analysis outcomes are primarily used for setting employee
salaries.
Job analysis focuses solely on employee satisfaction.
Job analysis is irrelevant to organizational culture.
, The primary outcome of a job analysis, which is job descriptions and
specifications, helps HRM in recruiting, training, and evaluating
employees effectively.
4. What is the primary outcome of conducting a job analysis?
Employee performance evaluations
Recruitment strategies
Training program development
Job descriptions and specifications
5. What is the term for a requirement that employees submit an electronic
timecard to Payroll by 5:00 pm every other Friday to get paid?
Rule
Procedure
Law
Policy
6. If an employee reports feeling uncomfortable due to repeated offensive
jokes made by a colleague, what should HR do to address the potential
hostile work environment?
Encourage the employee to tolerate the behavior.
Reprimand the employee for reporting the issue.
Investigate the complaint and take appropriate action.
Ignore the complaint to avoid conflict.
7. The primary purpose of strategic human resource management is to_____ _.
develop human resource policies that align with the industry standard
, create stringent appraisal systems that highlight employee
weaknesses
eliminate bonuses for top management and distribute the cost savings
among subordinates
link a company's strategic plan with its human resource strategies
8. In order to be eligible for group medical coverage, an employee must
be an executive of the firm
be actively at work
be a dependent over age 29
be heathy
9. What is the primary purpose of HRM metrics?
To assess market trends in recruitment
To measure the effectiveness of human resource practices
To track financial performance of the organization
To evaluate employee satisfaction only
10. What type of organizational culture is characterized by tradition, internal
promotion, loyalty, and longevity?
Market culture
Adhocracy culture
Hierarchical culture
Clan culture
, 11. Describe the relationship between HRM practices and employee
performance in an organization.
HRM practices are solely about hiring and firing employees.
HRM practices only focus on compliance with laws.
HRM practices have no significant impact on employee performance.
Effective HRM practices enhance employee performance by
providing support and resources aligned with organizational goals.
12. In a scenario where a hiring manager has a dislike bias against a certain
demographic, what steps can HR take to mitigate the impact of this bias
during the recruitment process?
Eliminate all forms of assessment to avoid bias.
Focus only on the demographic characteristics of candidates.
Implement structured interviews and standardized evaluation
criteria.
Allow the hiring manager to make decisions based solely on personal
judgment.
13. Describe the significance of ethical standards in human resource
management, particularly regarding employee safety and policy
compliance.
Ethical standards in HRM ensure that employees are supported in
their personal safety and that the organization adheres to relevant
policies and regulations.
Ethical standards are irrelevant to employee management.
Ethical standards only apply to hiring practices.
100% Correct Answers | Latest Update 2026 | Exam Prep
1. Which function of HRM involves aligning individuals employees' goals and
behaviors with organizational goals and strategies, appraising and evaluating
past and current behaviors and performance, and providing suggestions for
improvement?
staffing
employees management relations
development and training
performance management
2. If a company is experiencing high turnover rates, how might conducting a job
analysis help address this issue?
By increasing salaries across the board.
By reducing the number of employees in each department.
By implementing stricter hiring processes.
By ensuring job descriptions accurately reflect the roles and
expectations, leading to better job fit.
3. Discuss how the primary outcome of a job analysis contributes to effective
human resource management.
Job analysis outcomes are primarily used for setting employee
salaries.
Job analysis focuses solely on employee satisfaction.
Job analysis is irrelevant to organizational culture.
, The primary outcome of a job analysis, which is job descriptions and
specifications, helps HRM in recruiting, training, and evaluating
employees effectively.
4. What is the primary outcome of conducting a job analysis?
Employee performance evaluations
Recruitment strategies
Training program development
Job descriptions and specifications
5. What is the term for a requirement that employees submit an electronic
timecard to Payroll by 5:00 pm every other Friday to get paid?
Rule
Procedure
Law
Policy
6. If an employee reports feeling uncomfortable due to repeated offensive
jokes made by a colleague, what should HR do to address the potential
hostile work environment?
Encourage the employee to tolerate the behavior.
Reprimand the employee for reporting the issue.
Investigate the complaint and take appropriate action.
Ignore the complaint to avoid conflict.
7. The primary purpose of strategic human resource management is to_____ _.
develop human resource policies that align with the industry standard
, create stringent appraisal systems that highlight employee
weaknesses
eliminate bonuses for top management and distribute the cost savings
among subordinates
link a company's strategic plan with its human resource strategies
8. In order to be eligible for group medical coverage, an employee must
be an executive of the firm
be actively at work
be a dependent over age 29
be heathy
9. What is the primary purpose of HRM metrics?
To assess market trends in recruitment
To measure the effectiveness of human resource practices
To track financial performance of the organization
To evaluate employee satisfaction only
10. What type of organizational culture is characterized by tradition, internal
promotion, loyalty, and longevity?
Market culture
Adhocracy culture
Hierarchical culture
Clan culture
, 11. Describe the relationship between HRM practices and employee
performance in an organization.
HRM practices are solely about hiring and firing employees.
HRM practices only focus on compliance with laws.
HRM practices have no significant impact on employee performance.
Effective HRM practices enhance employee performance by
providing support and resources aligned with organizational goals.
12. In a scenario where a hiring manager has a dislike bias against a certain
demographic, what steps can HR take to mitigate the impact of this bias
during the recruitment process?
Eliminate all forms of assessment to avoid bias.
Focus only on the demographic characteristics of candidates.
Implement structured interviews and standardized evaluation
criteria.
Allow the hiring manager to make decisions based solely on personal
judgment.
13. Describe the significance of ethical standards in human resource
management, particularly regarding employee safety and policy
compliance.
Ethical standards in HRM ensure that employees are supported in
their personal safety and that the organization adheres to relevant
policies and regulations.
Ethical standards are irrelevant to employee management.
Ethical standards only apply to hiring practices.
