WGU D351EXAM 2024/2025 UPDATE COMPREHENSIVE QUESTIONS AND VERIFIED CORRECT ANSWERS MOST TESTED QUESTIONS /CERTIFIED TEST SOLUTIONS GRADE A+

WGU D351 EXAM 2024/2025 UPDATE COMPREHENSIVE QUESTIONS AND VERIFIED CORRECT ANSWERS MOST TESTED QUESTIONS /CERTIFIED TEST SOLUTIONS GRADE A+ .An organization needs to layoff its two lowest performing employees. Which performance appraisal method will provide the needed information. - ANSWER-All three of the ranking methods will work. Straight, Alternative, Paired .An organization wants to identify the top 10% of its employees for a new leadership development program. Which performance appraisal method should the organization use? - ANSWER-Forced-Distribution - This method requires managers to assign only a certain proportion of subordinates (i.e. 5%, 10%, etc.) to each of several categories with respect to each other. .An organization wants to implement a performance management process that looks holistically at each employee, including capturing information on strengths versus weaknesses, trait, and the employees performance. Which performance appraisal method should they use? - ANSWER-Narrative essay .And what circumstances are peer appraisals useful? - ANSWER-For self managed teams and when teamwork and participation are part of the organizational culture .And what circumstances is ranking performance appraisal method useful? - ANSWER-When there are limited resources (money, promotions, etc.) .And what type of situations are employment agencies used? - ANSWER-Agencies often provide applicants that employers would have difficulty finding otherwise. .As a bonus and example of fixed or variable compensation - ANSWER-Variable .As a bonus considered direct or indirect compensation - ANSWER-Direct .Define criterion - ANSWER-Selection criterion are standards that job applicants need to meet. These include qualifications, knowledge, skills, abilities, and experience. Some examples are excellent research and analytical skills. .Define demand - ANSWER-The number and types of employees you will need to achieve the organization's strategic mission need = demand .Define employee development. - ANSWER-It prepares employees for career changes; seeks to provide knowledge, skills or abilities that apply to future roles in the organization .Define employee selection - ANSWER-Selection refers to determining the most qualified candidates from the applicant pool. .Define employee training. - ANSWER-It corrects employee skill deficiencies; seeks to improve employee in current job role by increasing knowledge, skill or other ability levels .Define fixed pay. - ANSWER-Compensation that is independent of performance .Define HR generalist - ANSWER-Provide guidance, support management, and service as a source of help and information on human resource matters. .Define HR specialist - ANSWER-Responsible for specific human resource management functions within the organization. .Define indirect compensation - ANSWER-Non-monetary benefits provided to workers, such as pension funds, mobile phones, training, health and life insurance and employee services. .define job evaluation - ANSWER-A job evaluation this should be conducted for every new position in order to ensure the organization is hiring the correct level based on expected tasks, qualifications, and responsibilities of the job or job has changed substantially. .Define Moral Philosophy - ANSWER-principles, rules, and values people use in deciding what is right or wrong .Define national origin employment discrimination - ANSWER-When an employer makes an adverse employment decision against an individual because the individual of his or her ancestors are either 1) from a certain country place, 2) belongs to or identifies with, a national, cultural, or epic group, or 3) associates with a person .Define performance management - ANSWER-Process of creating a work environment, which people can perform to the best of their abilities to meet the company goals. .Define reliability - ANSWER-The consistency or stability of a selection instrument .Define replacement planning - ANSWER-Replacement planning uses charts that show the names of the current occupants of positions in the organization and the names of likely replacements.