WGU D351: FUNCTIONS OF A HUMAN RESOURCE – FULL BREAKDOWN
STUDY GUIDE 2026 UPDATE | 100% CORRECT
Module 1: Introduction to Human Resource Management (HRM)
What is HRM?
Human Resource Management is the strategic function within an organization that focuses on
the management of people. It encompasses all activities related to recruiting, hiring,
developing, compensating, and retaining employees. HRM plays a vital role in shaping company
culture, supporting leadership, and ensuring the business operates within legal and ethical
boundaries.
Key Objectives of HRM:
• Align human resources with strategic goals
• Foster a positive, inclusive organizational culture
• Ensure legal compliance with local, state, and federal labor laws
• Improve employee performance, satisfaction, and retention
• Support leadership and workforce development
Primary Functions of HRM:
1. Staffing – This includes job analysis (understanding what roles require), workforce
planning (forecasting hiring needs), recruiting (sourcing candidates), and selection
(interviewing and choosing qualified individuals).
2. Training & Development – Includes onboarding new hires, continuous learning
opportunities, leadership development, cross-training, and career pathing.
3. Compensation & Benefits – Involves developing competitive salary structures,
administering bonuses and incentives, and managing benefits such as healthcare,
retirement plans, and paid time off.
4. Performance Management – Establishes performance standards, conducts evaluations,
provides feedback, sets goals, and supports improvement plans.
5. Employee Relations – Fosters a respectful work environment through conflict resolution,
employee engagement programs, and clear communication channels.
6. Legal Compliance – Ensures policies and procedures meet the requirements of
employment laws, including anti-discrimination, wage and hour laws, and workplace
safety regulations.
, Strategic HRM
Strategic HRM goes beyond day-to-day HR tasks. It involves aligning HR initiatives with the long-
term goals of the business. This includes workforce analytics, succession planning, change
management, and using data to drive HR decisions. Strategic HR supports competitive
advantage by ensuring the organization has the right talent in place for current and future
needs.
Real-Life Example:
A growing tech company may identify a future need for AI specialists. Strategic HRM would
involve analyzing current skill gaps, planning recruitment and training, and designing
compensation packages to attract top talent.
Practice Questions:
1. What are the six primary functions of HRM?
2. How does HRM align with strategic organizational goals?
3. Why is HRM considered a strategic business partner?
Module 2: Employment Laws and Compliance
Purpose of Employment Law
Employment law is designed to protect the rights of workers and ensure fair and safe treatment
in the workplace. HR must understand and implement these laws to avoid legal risk and foster a
culture of fairness and equity.
Key Federal Employment Laws:
• Title VII of the Civil Rights Act (1964) – Prohibits discrimination based on race, color,
religion, sex, or national origin. Applies to employers with 15 or more employees.
• Americans with Disabilities Act (ADA) – Requires employers to provide reasonable
accommodations to qualified individuals with disabilities. Covers physical and mental
impairments.
• Fair Labor Standards Act (FLSA) – Governs federal minimum wage, overtime pay for
non-exempt employees, and rules for child labor. Sets standards for a 40-hour work
week.
• Family and Medical Leave Act (FMLA) – Allows eligible employees up to 12 weeks of
unpaid leave per year for qualifying family or medical reasons, such as childbirth or
serious illness. Requires job reinstatement.
STUDY GUIDE 2026 UPDATE | 100% CORRECT
Module 1: Introduction to Human Resource Management (HRM)
What is HRM?
Human Resource Management is the strategic function within an organization that focuses on
the management of people. It encompasses all activities related to recruiting, hiring,
developing, compensating, and retaining employees. HRM plays a vital role in shaping company
culture, supporting leadership, and ensuring the business operates within legal and ethical
boundaries.
Key Objectives of HRM:
• Align human resources with strategic goals
• Foster a positive, inclusive organizational culture
• Ensure legal compliance with local, state, and federal labor laws
• Improve employee performance, satisfaction, and retention
• Support leadership and workforce development
Primary Functions of HRM:
1. Staffing – This includes job analysis (understanding what roles require), workforce
planning (forecasting hiring needs), recruiting (sourcing candidates), and selection
(interviewing and choosing qualified individuals).
2. Training & Development – Includes onboarding new hires, continuous learning
opportunities, leadership development, cross-training, and career pathing.
3. Compensation & Benefits – Involves developing competitive salary structures,
administering bonuses and incentives, and managing benefits such as healthcare,
retirement plans, and paid time off.
4. Performance Management – Establishes performance standards, conducts evaluations,
provides feedback, sets goals, and supports improvement plans.
5. Employee Relations – Fosters a respectful work environment through conflict resolution,
employee engagement programs, and clear communication channels.
6. Legal Compliance – Ensures policies and procedures meet the requirements of
employment laws, including anti-discrimination, wage and hour laws, and workplace
safety regulations.
, Strategic HRM
Strategic HRM goes beyond day-to-day HR tasks. It involves aligning HR initiatives with the long-
term goals of the business. This includes workforce analytics, succession planning, change
management, and using data to drive HR decisions. Strategic HR supports competitive
advantage by ensuring the organization has the right talent in place for current and future
needs.
Real-Life Example:
A growing tech company may identify a future need for AI specialists. Strategic HRM would
involve analyzing current skill gaps, planning recruitment and training, and designing
compensation packages to attract top talent.
Practice Questions:
1. What are the six primary functions of HRM?
2. How does HRM align with strategic organizational goals?
3. Why is HRM considered a strategic business partner?
Module 2: Employment Laws and Compliance
Purpose of Employment Law
Employment law is designed to protect the rights of workers and ensure fair and safe treatment
in the workplace. HR must understand and implement these laws to avoid legal risk and foster a
culture of fairness and equity.
Key Federal Employment Laws:
• Title VII of the Civil Rights Act (1964) – Prohibits discrimination based on race, color,
religion, sex, or national origin. Applies to employers with 15 or more employees.
• Americans with Disabilities Act (ADA) – Requires employers to provide reasonable
accommodations to qualified individuals with disabilities. Covers physical and mental
impairments.
• Fair Labor Standards Act (FLSA) – Governs federal minimum wage, overtime pay for
non-exempt employees, and rules for child labor. Sets standards for a 40-hour work
week.
• Family and Medical Leave Act (FMLA) – Allows eligible employees up to 12 weeks of
unpaid leave per year for qualifying family or medical reasons, such as childbirth or
serious illness. Requires job reinstatement.
