WGU C234 Study Guide Latest 2022 Already Passed

WGU C234 Study Guide Latest 2022 Already Passed "Workforce Planning" The HR function that links workforce strategies with the strategic goals and objectives of the organization. Workforce planning is about forecasting staffing needs, helping to ensure that the organization has the right number of employees, with the right skills, at the right time. Competency The knowledge, skills, abilities, and behaviors that are essential for successful performance. Competency Modeling Refers to the process of determining the specific competencies associated with being a successful high performer in a particular occupation or industry. Culture A company's culture consists of its standards for behavior and the values shared by its employees. Diversity Training A course of instruction aimed at increasing the participants' cultural awareness, knowledge, and skills. Electronic Communications Privacy Act of 1986 (ECPA) Federal law that dictates how electronic communication in the workplace is monitored. The ECPA restricts the interception and monitoring of oral, wire, and electronic communications. Job Analysis The process used to study the work done by employees. Job Descriptions Identify the essential functions of a job and provide information concerning a job's duties and responsibilities. They should explain what employees do, how they do it, and the conditions under which they do it. Job Specification Identifies the minimum acceptable qualifications required for an employee to perform a job adequately. Long-range Business Strategy A business planning strategy that identifies what an organization is about, what it expects to do, and why it exists. Middle-range Business Planning A business planning strategy that formulates the specific organizational goals and objectives that the organization expects to achieve within the next two to five years. Moral Philosophy How the organization decides what is right and what is wrong. Negligent Hiring The failure to use reasonable care in the employee selection process, resulting in harm caused to others. Person-job Fit The degree to which the applicant fits with the job for which he/she is applying. Person-organization Fit The degree to which the applicant fits with the company. Private Employment Agencies Agencies which specialize in helping employers find applicants to fill job openings. Recruitment The process of attracting potential job applicants. Reliability The extent to which a test produces consistent results. Selection A formal process in which the organization first identifies the tasks, duties, and responsibilities (TDRs) of the job, evaluates the applicant's ability to perform the TDRs, and then finally offers the job to the most qualified applicant. Short-range Business Planning A business planning strategy involves developing short-term performance goals or annual operating plans. Situational Interview Invokes the use of hypotheticals by asking candidates what they would do or how they would act in a certain situation. Temporary Staffing Agencies Agencies which help companies fill positions on a part-time basis without having to make a permanent hiring decision. Validity Refers to whether a test measures what it is supposed to measure. Workforce Planning The HR function that links workforce strategies with the strategic goals and objectives of the organization. Workforce planning is about forecasting staffing needs, helping to ensure that the organization has the right number of employees, with the right skills, at the right time. Yield Ratio The number of applicants that make it from one stage of the selection process to the other. Structured Interview List of prewritten questio