WGU D351 FUNCTIONS OF HUMAN
RESOURCE MANAGEMENT 2026 STUDY GUIDE
COMPLETE HR FUNCTIONS AND PRACTICE
QUESTIONS
◉ Accountability. Answer: The personal duty to someone else (a
higher-level manager or the organization itself) for the effective use
of resources to complete an assignment
◉ Active listening. Answer: The intention and ability to listen to
others, use the content and context of the communication, and
respond appropriately
◉ Adverse employment action. Answer: Any action, such as firings,
demotions, schedule reductions, or changes, that would harm the
individual employee
◉ Affirmative action. Answer: A series of policies, programs, and
initiatives that have been instituted by various entities within both
government and the private sector that are designed to prefer hiring
of individuals from protected groups in certain circumstances in an
attempt to mitigate past discrimination
,◉ Arbitrator. Answer: A neutral third party who resolves a conflict
by making a binding decision
◉ Assessment center. Answer: A place where job applicants undergo
a series of tests, interviews, and simulated experiences to determine
their potential for a particular job
◉ Authority. Answer: The right to give orders, enforce obedience,
make decisions, and commit resources toward completing
organizational goals
◉ Autocratic style of management. Answer: Highly directive and low
in supportiveness. Appropriate when interacting with low-capability
employees.
◉ Consultative style of management. Answer: Highly directive and
highly supportive behavior, is appropriate when interacting with
moderately capable employees. Give specific instructions, and
oversee performance at all major stages of a task.
◉ Participative style of management. Answer: Low directive
behavior and high supportive behavior, and it is appropriate when
interacting with employees with high capability. Spend a small
amount of time giving general directions and a great deal of time
giving encouragement.
,◉ Empowering Style of Management. Answer: Provide very little
direction or support to employees, appropriate for outstanding
employees. You should let them know what needs to be done and
answer their questions, but it is not necessary to oversee their
performance.
◉ Behaviorally anchored rating scale (BARS) form. Answer: A
performance appraisal that provides a description of each
assessment along a continuum
◉ Behaviors. Answer: The actions taken by an individual
◉ Bias. Answer: A personality-based tendency, either toward or
against something
◉ Biological job design. Answer: Designing jobs by focusing on
minimizing the physical strain on the worker by structuring the
physical work environment around the way the body works
◉ Bona fide occupational qualification (BFOQ). Answer: A
qualification that is absolutely required in order for an individual to
be able to successfully do a particular job
, ◉ Bonus. Answer: A lump sum payment, typically given to an
individual at the end of a time period
◉ Broadbanding. Answer: Combining multiple pay levels into one
◉ Burnout. Answer: Constant lack of interest and motivation to
perform one's job
◉ Business necessity. Answer: When a particular practice is
necessary for the safe and efficient operation of the business and
when there is a specific business purpose for applying a particular
standard that may, in fact, be discriminatory
◉ Business skills. Answer: The analytical and quantitative skills—
including in-depth knowledge of how the business works and its
budgeting and strategic-planning processes—that are necessary for
a manager to understand and contribute to the profitability of the
organization
◉ Career. Answer: The individually perceived sequence of attitudes
and behaviors associated with work-related experiences and
activities over the span of a person's life
◉ Career plateau. Answer: When an individual feels unchallenged in
their current job and has little or no chance of advancement
RESOURCE MANAGEMENT 2026 STUDY GUIDE
COMPLETE HR FUNCTIONS AND PRACTICE
QUESTIONS
◉ Accountability. Answer: The personal duty to someone else (a
higher-level manager or the organization itself) for the effective use
of resources to complete an assignment
◉ Active listening. Answer: The intention and ability to listen to
others, use the content and context of the communication, and
respond appropriately
◉ Adverse employment action. Answer: Any action, such as firings,
demotions, schedule reductions, or changes, that would harm the
individual employee
◉ Affirmative action. Answer: A series of policies, programs, and
initiatives that have been instituted by various entities within both
government and the private sector that are designed to prefer hiring
of individuals from protected groups in certain circumstances in an
attempt to mitigate past discrimination
,◉ Arbitrator. Answer: A neutral third party who resolves a conflict
by making a binding decision
◉ Assessment center. Answer: A place where job applicants undergo
a series of tests, interviews, and simulated experiences to determine
their potential for a particular job
◉ Authority. Answer: The right to give orders, enforce obedience,
make decisions, and commit resources toward completing
organizational goals
◉ Autocratic style of management. Answer: Highly directive and low
in supportiveness. Appropriate when interacting with low-capability
employees.
◉ Consultative style of management. Answer: Highly directive and
highly supportive behavior, is appropriate when interacting with
moderately capable employees. Give specific instructions, and
oversee performance at all major stages of a task.
◉ Participative style of management. Answer: Low directive
behavior and high supportive behavior, and it is appropriate when
interacting with employees with high capability. Spend a small
amount of time giving general directions and a great deal of time
giving encouragement.
,◉ Empowering Style of Management. Answer: Provide very little
direction or support to employees, appropriate for outstanding
employees. You should let them know what needs to be done and
answer their questions, but it is not necessary to oversee their
performance.
◉ Behaviorally anchored rating scale (BARS) form. Answer: A
performance appraisal that provides a description of each
assessment along a continuum
◉ Behaviors. Answer: The actions taken by an individual
◉ Bias. Answer: A personality-based tendency, either toward or
against something
◉ Biological job design. Answer: Designing jobs by focusing on
minimizing the physical strain on the worker by structuring the
physical work environment around the way the body works
◉ Bona fide occupational qualification (BFOQ). Answer: A
qualification that is absolutely required in order for an individual to
be able to successfully do a particular job
, ◉ Bonus. Answer: A lump sum payment, typically given to an
individual at the end of a time period
◉ Broadbanding. Answer: Combining multiple pay levels into one
◉ Burnout. Answer: Constant lack of interest and motivation to
perform one's job
◉ Business necessity. Answer: When a particular practice is
necessary for the safe and efficient operation of the business and
when there is a specific business purpose for applying a particular
standard that may, in fact, be discriminatory
◉ Business skills. Answer: The analytical and quantitative skills—
including in-depth knowledge of how the business works and its
budgeting and strategic-planning processes—that are necessary for
a manager to understand and contribute to the profitability of the
organization
◉ Career. Answer: The individually perceived sequence of attitudes
and behaviors associated with work-related experiences and
activities over the span of a person's life
◉ Career plateau. Answer: When an individual feels unchallenged in
their current job and has little or no chance of advancement
