WGUD351 - Functions in Human Resources Exam
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2026 Edition | Pass Guaranteed
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Terms in this set (254)
Explain why relationship building and The people within an organization are one of the
engagement are important in both primary means of creating a competitive advantage
human resource management and for the organization.
your personal life.
Identify the difference between the HR is transforming from clerical support to a
traditional view of human resource strategic business partner that makes data-driven
management (HRM) and the present decisions.
view.
Identify the major challenges that HR Upskilling the workforce to manage the AI
managers face in a modern revolution and extracting value from big data
organization
Four critical dependent variables that productivity, employee engagement, turnover, and
managers must control in order to absenteeism
compete in a modern organization:
Four major HRM skill sets: technical, interpersonal, conceptual and design,
business
,Line manager's six HRM legal considerations, labor cost controls,
responsibilities: leadership & motivation, training & development,
appraisal & promotion, and employee safety &
security
Eight major HRM discipline areas: legal, staffing, training and development,
employee relations, compensation and benefits,
safety, ethics, and analytics
Explain the five parts of the On the first level are the items that are absolutely
practitioner's model for HRM critical to the organization.
The second level encompasses those things that
are required to identify the kinds of jobs that must
be filled and then to recruit and select the right
types of people.
As we get into the third tier, we concern ourselves
with management of the human resources.
In the fourth tier, we look at how to reward and
maintain employees.
Finally, in the top tier, minimize unnecessary
turnover and dissatisfaction.
business skills 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
, conceptual and design skills The ability to evaluate a situation, identify
alternatives, select a reasonable alternative, and
make a decision to implement a solution to a
problem
cost center A division or department that brings in no revenue
or profit for the organization—running this function
only costs the organization money
effectiveness A function of getting the job done whenever and
however it must be done
efficiency A function of how many organizational resources
were used in getting the job done
employee engagement A combination of job satisfaction, ability, and a
willingness to perform for the organization at a
high level and over an extended period of time
employee experience Employee engagement as well as the totality of
other interactions between the individual and their
workplace and whether those interactions are
positive or negative overall
human resources (hr) The people within an organization
interpersonal skills The ability to understand, communicate, and work
well with individuals and groups through
developing effective relationships
| Questions and Answers | Verified Solutions |
2026 Edition | Pass Guaranteed
Save
Terms in this set (254)
Explain why relationship building and The people within an organization are one of the
engagement are important in both primary means of creating a competitive advantage
human resource management and for the organization.
your personal life.
Identify the difference between the HR is transforming from clerical support to a
traditional view of human resource strategic business partner that makes data-driven
management (HRM) and the present decisions.
view.
Identify the major challenges that HR Upskilling the workforce to manage the AI
managers face in a modern revolution and extracting value from big data
organization
Four critical dependent variables that productivity, employee engagement, turnover, and
managers must control in order to absenteeism
compete in a modern organization:
Four major HRM skill sets: technical, interpersonal, conceptual and design,
business
,Line manager's six HRM legal considerations, labor cost controls,
responsibilities: leadership & motivation, training & development,
appraisal & promotion, and employee safety &
security
Eight major HRM discipline areas: legal, staffing, training and development,
employee relations, compensation and benefits,
safety, ethics, and analytics
Explain the five parts of the On the first level are the items that are absolutely
practitioner's model for HRM critical to the organization.
The second level encompasses those things that
are required to identify the kinds of jobs that must
be filled and then to recruit and select the right
types of people.
As we get into the third tier, we concern ourselves
with management of the human resources.
In the fourth tier, we look at how to reward and
maintain employees.
Finally, in the top tier, minimize unnecessary
turnover and dissatisfaction.
business skills 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
, conceptual and design skills The ability to evaluate a situation, identify
alternatives, select a reasonable alternative, and
make a decision to implement a solution to a
problem
cost center A division or department that brings in no revenue
or profit for the organization—running this function
only costs the organization money
effectiveness A function of getting the job done whenever and
however it must be done
efficiency A function of how many organizational resources
were used in getting the job done
employee engagement A combination of job satisfaction, ability, and a
willingness to perform for the organization at a
high level and over an extended period of time
employee experience Employee engagement as well as the totality of
other interactions between the individual and their
workplace and whether those interactions are
positive or negative overall
human resources (hr) The people within an organization
interpersonal skills The ability to understand, communicate, and work
well with individuals and groups through
developing effective relationships
