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 questions asked to all applicants, allows no follow up
questions
non-directive interview ✔✔Asks applicants questions and guides interview questions and
discussions based on the interviewers interpretation of the applicant's answers
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 questions asked to all applicants, allows no follow up
questions
non-directive interview ✔✔Asks applicants questions and guides interview questions and
discussions based on the interviewers interpretation of the applicant's answers
