Welcome to your ultimate guide on how to pass the Functions of Human Resource Management D351 OA! Whether you’re navigating the module structure at Western Governors University for the first time or you’re nearing graduation, this article is designed to provide you with all the resources and insights you need. We understand the challenges that come with mastering a complex subject like Information Systems Management, and our goal is to make your learning journey as smooth and effective as possible. In the coming sections, we will cover:
So, whether you’re a newcomer or an experienced student, take this advice to heart, and prepare to achieve your best in the D351 course. Let’s dive into the essential strategies and tips that will help you excel!
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About the Module WGU D351📖
The Functions of Human Resource Management course, D351, offers a comprehensive introduction to managing human resources within an organization. This module includes areas such as strategic workforce planning, recruiting, compensations, benefits, training, employee/labor relations, and health, safety, and security. It shapes students’ overall principles and practice in Human Resource Management and is intended for the position of HR generalist or specialist.
During the whole of the coursework, the students will be able to acquire and enhance various skills for interpersonal communication, self-awareness, problem-solving, flexibility and innovation, and critical thinking skills among others. These are essential requirements for accomplishing HR administrative responsibilities and overcoming the problems facing the field. The course also underlines the need to respect the employees, particularly the procedures of their rights and freedoms, and the significance of diversity in improving organizational culture.
By completing this module you will acquire the below competencies. (Weightage on the OA is mentioned as a percentage)
- Competency 3037.1.1 Human Resource Management – 16%
- Competency 3037.1.2 The Employment Relationship – 18%
- Competency 3037.1.3 Forecasting and Planning – 10%
- Competency 3037.1.4 Recruitment – 12%
- Competency 3037.1.5 Employee Selection – 12%
- Competency 3037.1.6 Employee Training and Development – 10%
- Competency 3037.1.7 Employee Compensation and Benefits – 12%
- Competency 3037.1.8 Employee Performance Evaluation – 10%
By completing this course, students will be well-equipped to pursue careers in human resource management, whether as HR specialists, generalists, or managers. Additionally, the knowledge gained from this module is valuable for those in management and operations roles, particularly in small businesses where HR functions are often handled by managers and supervisors. Understanding human resource best practices and being able to apply them within an organization will enable students to contribute to the effective and efficient operation of their future workplaces, ultimately supporting organizational success.
WGU D351 Ultimate Study Guide📝
Now that you are aware of what to expect from this module, let us proceed to discuss how to tackle the course content and ace the OA in the most efficient way. With our study guide, we have eliminated the need for you to comb through all the available study resources and worry about which advice to take and what steps you need to take next. We have done all the hard work for you, and we have figured out the best study path to achieve your goals in the shortest amount of time possible. Take out your notebooks and calculators, let’s get started,
Step 1 – Download the note-taking guide
Before diving into the course material, it’s crucial to first understand the expected learning outcomes for each topic. This initial step will help you align your study efforts with the specific objectives of the module, ensuring that you focus your attention on the most relevant content. By grasping the intended outcomes, you can tailor your study approach to effectively meet the goals of the course. To learn the outcomes, navigate as mentioned below to download the “D351v2 Study Guide” document.
- Log on to the WGU student portal by using your credentials
- Go to the “Degree Plan” from the WGU homepage
- Find and select the module “Functions of Human Resource Management – D351”
- Once you are on the module page, go to the course search section.
- Click on the “D351v2 Study Guide” and download the document
Keep this document close by to refer to it when you are studying the course content and answer the questions presented.
Step 2 – Read through the Textbook and watch the recorded cohorts
Now that we have the note-taking guide to help us with taking down the important information about D351, let us begin our study journey through the course content. To gain our initial knowledge of the subject material, we will use two resources; the Textbook and the recorded cohorts. Instead of going through the resources one after the other, we recommend that you go through both resources at the same time. First, read through the first topic of the Textbook and afterward watch the relevant cohort to strengthen your knowledge in that topic. This will give you the best chance to retain the knowledge that you acquire until you face the OA.
To find the Textbook navigate to the location mentioned below.
- Go to the Student Portal of WGU > Log onto your profile > Go to the D351 module page > Click on the “Go to study materials”
To find the recorded cohorts
- Go to the Student Portal of WGU > Log onto your profile > Go to the D351 module page > Click on the “course search” > Click on “D351v2 Course Resources”
The Textbook will be your main source of knowledge to help you equip yourself with all the necessary knowledge you require to face the OA. The cohorts will complement the knowledge you gain from the Textbook and dissect the core concepts into easy-to-understand pieces. Also, make sure to complete the “Apply the Concepts” section of each topic in the textbook to validate the knowledge you acquired. Use the Key Terms section to memorize the terms and definitions on each topic.
While you go through these resources to acquire the knowledge of D351, utilize the note-taking guide we downloaded earlier to take down notes on each chapter. Answering the questions on each topic in the note-taking guide will make up an amazing tool you can use to refresh your knowledge when facing OA.
Step 3 (Optional) – Watch the supplemental videos
In this step, let us go through some supplementary resources to gain additional knowledge on the course content to help you on your study journey. Even though watching these videos is an optional task, we highly recommend you take the time to do so to ensure your success in this module. Navigate to the location mentioned below and go through each video to complete step 3 of our study guide.
- Go to the Student Portal of WGU > Log onto your profile > Go to the D351 module page > Click on the “course search” > Click on “D351 Recordings and PowerPoints”
Step 4 – Attempt the practice quizzes and the Pre-A
Now that have the necessary knowledge to face the OA, let us evaluate your memory on each topic to see if you are prepared to face the final challenge. To achieve this objective we will be using two resources provided by WGU. First, go find the practice quizzes of module D351 by navigating to the location mentioned below and go through each quizlet to refresh your memory.
- Go to the Student Portal of WGU > Log onto your profile > Go to the D351 module page > Click on the “course search” > Click on “D351 Recordings and PowerPoints”
Additionally, we also recommend that you go through the “Know to Pass video” once more to help you prepare for the assessments ahead. You can find this video in the same location we have mentioned in Step 3 of the study guide.
Now that you have revised the important concepts of the course material, It is time to face the Pre-A. Pre-A is a mock assessment that will allow you to evaluate your knowledge of the module and verify if you are ready to take the OA. To get an accurate result on the Pre-A, you should attempt it as you would attempt a real exam. Put your notes aside and answer all the questions from your memory. Try to achieve the best score possible and do your best.
Once you have completed the Pre-A, a coaching guide will be auto-generated on top of the Pre-A section. This report will allow you to understand your knowledge in each chapter by evaluating your results on the Pre-A. From this report, identify the topics where you have scored the lowest, and revisit those identified topics to revise your memory. To revise the knowledge, you can use the chapter summaries and quizzes in the TeextBook as well as the short notes you have taken in your studies. Attempt the Pre-A again and again until you receive at least 85% overall marks.
Step 5 – Ace the D351 OA
Passing the Pre-A is the last milestone you need to achieve before attempting the OA. By passing the Pre-A you have proven that you have the necessary knowledge required for the OA and you are well prepared for the challenge ahead. So take a deep breath and schedule the OA as early as possible.
To take the D351 OA, you should:
- Schedule the OA at a convenient time and date for you
- Make sure you have a stable internet connection, a webcam, and a microphone.
- Follow the proctoring instructions and rules carefully.
- Use the same strategies and skills that you used for the Pre-A
- Relax and be confident in your abilities.
Good Luck!!
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Key Topics to Focus On🔑
We have identified the below topics to be significant when it comes to the OA of the module “Functions of Human Resource Management D351”. So while you are working your way across the course content, focus on these concepts and get a clear understanding of them to assist you in the OA. In this section, we will only share a brief overview of these concepts, so make sure to take your own notes in your studies.
Title VII of the Civil Rights Act of 1964:
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Title VII
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Equal Employment Opportunity
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Purpose of Title VII
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Prohibits employment discrimination based on race, color, religion, sex, or national origin. |
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Protected Groups under Title VII
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– Race: Protects individuals against discrimination based on racial characteristics such as skin color, hair texture, or facial features. – Color: Protects individuals against discrimination based on skin color, even among people of the same race. – Religion: Protects individuals who belong to traditional, organized religions as well as those who have sincerely held religious, ethical, or moral beliefs. – Sex: Protects individuals against discrimination based on sex, including pregnancy, childbirth, and related medical conditions. It also covers sexual harassment and gender identity. – National Origin: Protects individuals against discrimination based on their place of origin, ancestry, culture, or linguistic characteristics common to a specific ethnic group. |
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Creation of the EEOC
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The Equal Employment Opportunity Commission (EEOC) was established under Title VII of the Civil Rights Act of 1964 to enforce the federal prohibition against employment discrimination.
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Purpose of the EEOC
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The EEOC is responsible for investigating complaints of employment discrimination, mediating disputes, enforcing anti-discrimination laws, and providing education and outreach on employment rights.
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Importance of Title VII
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– Ensures equal employment opportunities for all individuals, regardless of race, color, religion, sex, or national origin. – Helps to create diverse and inclusive workplaces. – Provides a legal framework for addressing and resolving cases of employment discrimination. – Encourages fair treatment and equal opportunities in hiring, promotion, and other employment practices. |
Impact of Laws on Recruiting Practices:
| Law | Impact on Recruiting Practices |
|---|---|
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Civil Rights Act
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Prohibits discrimination in hiring based on race, color, religion, sex, or national origin, ensuring equal employment opportunities for all candidates. Requires employers to implement fair recruitment processes that promote diversity and inclusion.
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Fair Labor Standards Act of 1938 (FLSA)
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Establishes minimum wage, overtime pay, recordkeeping, and youth employment standards. Impacts recruitment by requiring employers to comply with wage and hour laws, ensuring that job advertisements and offers meet legal compensation requirements. |
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Equal Pay Act of 1963 (EPA)
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Prohibits gender-based wage discrimination, ensuring equal pay for equal work. Affects recruiting by requiring employers to offer fair and equitable salaries regardless of gender, promoting transparency in compensation during the hiring process.
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Age Discrimination in Employment Act of 1967 (ADEA)
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Protects individuals 40 years and older from discrimination in hiring. Requires recruiters to avoid age-related bias and ensure that job advertisements, applications, and interview processes are free from age discrimination.
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Pregnancy Discrimination Act of 1978
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Prohibits discrimination based on pregnancy, childbirth, or related medical conditions. Influences recruiting by requiring employers to treat pregnancy-related conditions as any other temporary disability, ensuring fair consideration of pregnant candidates.
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Immigration Reform and Control Act of 1986 (IRCA)
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Prohibits employment discrimination based on citizenship status and national origin. Requires employers to verify the eligibility of employees to work in the U.S., impacting recruitment by ensuring legal hiring practices and documentation.
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Americans with Disabilities Act
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Prohibits discrimination against individuals with disabilities and requires reasonable accommodations. Affects recruiting by requiring employers to provide accessible application processes and consider accommodations during the hiring process.
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Genetic Information Nondiscrimination Act
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Prohibits discrimination based on genetic information. Impacts recruitment by preventing employers from requesting or using genetic information in hiring decisions, and promoting privacy and non-discriminatory practices in the recruitment process.
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Incentive Pay Plans:
Implicit plans of performance include short-term compensation structures which are referred to as Incentive Pay Plans as they are placed to spur performance. These plans are usually applied to increase the performance of the workers and support the goals of the firm. Incentives can be variable such as bonuses or commissions, profit sharing, or even stock options to employees or officers. The main purpose of them is to help employees come up with more efforts and efforts to perform their tasks efficiently.
Piecework
The piecework is a type of incentive pay deal that rewards employees in proportion to the amount of work done rather than the time spent doing the work. This method of payment is often used in industries that require calculating work efficiency, for instance, manufacturing or farming industries. For instance, an employee may be given a certain amount of money with which he or she will work and be given extra money for each item produced or job done. Piecework incentivizes employees to
be more productive when it comes to their work, for their wages depend on how much they are able to produce.
Sales Incentive (Commission)
Sales Incentive (Commission) is a form of incentive pay given to sales employees based on the sales they generate. This commission can be a fixed percentage of the sales revenue or a tiered structure where higher sales volumes result in higher commission rates. Sales incentives are designed to motivate sales staff to achieve and exceed sales targets, thereby driving revenue growth for the company. By tying a portion of their income to their sales performance, employees are encouraged to close more deals and attract new customers.
Stock Options
Stock Options are a kind of exotic Performance Bonus, where the employee is given the opportunity to buy stocks of a company at a pre-agreed price lower than the present market price after some time in the future. It is common for businesses to want to incentivize their employees and one of the ways of doing it is through offering options as a form of remuneration especially in start-up firms and in industries being dominated by growth. The bonus and particularly the stocks help to tie the interest of the employee and the shareholders because the latter gains value when the company prospers and the stock rises. In particular, employees may be able to buy at a cheaper price such as when the company’s stock is more popular in the market hence giving them a market value and earning a profit on the deal.
Conclusion 📄
The Functions of Human Resource Management WGU D351 module is a comprehensive course that equips students with essential knowledge and skills for managing human resources effectively. By understanding key topics such as strategic workforce planning, talent acquisition, compensation and benefits, training and development, and employee and labor relations, students will be well-prepared for roles in HR and related fields. We encourage you to take the advice provided in this article to enhance your study approach. Use the study guide we’ve provided to navigate the course material efficiently and prepare thoroughly for the objective assessment. Focusing on the key topics mentioned will be crucial in mastering the content and achieving success in this module.
Best of luck with your studies, and we are confident that with dedication and the right strategies, you will excel in the Functions of Human Resource Management D351 module!
