WGU D 351 QUESTINS AND ANSWERS LATEST EDITION
ALREADY VERIFIED AS A+
Artifacts
the visible elements of culture, such as office layout, dress code, symbols, and language used within the
organization. They are the most tangible aspects and can provide insights into the deeper levels of
culture.
Espoused Values
the stated values and norms that are often explicitly communicated by leadership. They represent the
beliefs and principles that the organization claims to uphold.
Assumptions
the deepest and least visible level of culture. They are often taken for granted and are ingrained in the
collective mindset of the organization. They shape behavior and decision-making but may not always be
consciously acknowledged.
Recruitment and Selection
Developing strategies for attracting, identifying, and hiring the best talent for the organization. This
includes creating job descriptions, advertising positions, screening candidates, conducting interviews,
and making hiring decisions
Training and Development
Implementing programs to enhance the skills, knowledge, and abilities of employees. This can involve
orientation for new hires, ongoing training to support career development, and leadership development
initiatives.
Performance Management
Establishing systems and processes for setting performance expectations, providing feedback, evaluating
performance, and rewarding or recognizing employees for their achievements
Employee Relations
Creating policies and procedures to foster positive relationships between employees and the
organization. This includes handling grievances, resolving conflicts, promoting diversity and inclusion,
and ensuring compliance with employment laws and regulations
Compensation and Benefits
Designing and administering competitive compensation and benefits packages to attract, motivate, and
retain employees. This may include salary structures, bonuses, incentives, health insurance, retirement
plans, and other perks
, Workforce Planning
Anticipating future staffing needs and developing strategies to ensure the organization has the right
people in the right roles at the right time. This involves analyzing workforce trends, forecasting demand,
and implementing succession planning initiatives
Employee Engagement and Retention
Implementing initiatives to enhance employee satisfaction, motivation, and commitment to the
organization. This can include promoting a positive work culture, providing opportunities for career
growth, and offering work-life balance programs
HR Technology and Data Analytics
Leveraging technology and data analytics to streamline HR processes, improve decision-making, and
enhance the employee experience. This may include implementing HRIS (Human Resource Information
Systems), talent management software, and analytics tools for workforce planning and predictive
modeling
OUCH
Objective
Uniform in application
Consistent in effect
Has job relatedness
Objective
HR decisions and actions should be based on objective criteria rather than subjective biases or personal
opinions. This helps ensure fairness and equity in processes such as recruitment, selection, performance
evaluation, and disciplinary actions
Uniform in Application
Policies and procedures should be consistently applied to all employees across the organization. This
consistency helps prevent discrimination or favoritism and promotes a sense of fairness and
transparency
Consistent in Effect
HR practices should have consistent outcomes for all employees, regardless of their demographic
characteristics or other non-job-related factors. Consistency in the effects of HR decisions helps mitigate
the risk of disparate impact and ensures compliance with anti-discrimination laws
Has Job Relatedness
HR decisions and practices should be directly related to the requirements and responsibilities of the job.
This means that selection criteria, performance standards, and disciplinary measures should be relevant
to the essential functions of the position and the organization's legitimate business need
Functional Structure
ALREADY VERIFIED AS A+
Artifacts
the visible elements of culture, such as office layout, dress code, symbols, and language used within the
organization. They are the most tangible aspects and can provide insights into the deeper levels of
culture.
Espoused Values
the stated values and norms that are often explicitly communicated by leadership. They represent the
beliefs and principles that the organization claims to uphold.
Assumptions
the deepest and least visible level of culture. They are often taken for granted and are ingrained in the
collective mindset of the organization. They shape behavior and decision-making but may not always be
consciously acknowledged.
Recruitment and Selection
Developing strategies for attracting, identifying, and hiring the best talent for the organization. This
includes creating job descriptions, advertising positions, screening candidates, conducting interviews,
and making hiring decisions
Training and Development
Implementing programs to enhance the skills, knowledge, and abilities of employees. This can involve
orientation for new hires, ongoing training to support career development, and leadership development
initiatives.
Performance Management
Establishing systems and processes for setting performance expectations, providing feedback, evaluating
performance, and rewarding or recognizing employees for their achievements
Employee Relations
Creating policies and procedures to foster positive relationships between employees and the
organization. This includes handling grievances, resolving conflicts, promoting diversity and inclusion,
and ensuring compliance with employment laws and regulations
Compensation and Benefits
Designing and administering competitive compensation and benefits packages to attract, motivate, and
retain employees. This may include salary structures, bonuses, incentives, health insurance, retirement
plans, and other perks
, Workforce Planning
Anticipating future staffing needs and developing strategies to ensure the organization has the right
people in the right roles at the right time. This involves analyzing workforce trends, forecasting demand,
and implementing succession planning initiatives
Employee Engagement and Retention
Implementing initiatives to enhance employee satisfaction, motivation, and commitment to the
organization. This can include promoting a positive work culture, providing opportunities for career
growth, and offering work-life balance programs
HR Technology and Data Analytics
Leveraging technology and data analytics to streamline HR processes, improve decision-making, and
enhance the employee experience. This may include implementing HRIS (Human Resource Information
Systems), talent management software, and analytics tools for workforce planning and predictive
modeling
OUCH
Objective
Uniform in application
Consistent in effect
Has job relatedness
Objective
HR decisions and actions should be based on objective criteria rather than subjective biases or personal
opinions. This helps ensure fairness and equity in processes such as recruitment, selection, performance
evaluation, and disciplinary actions
Uniform in Application
Policies and procedures should be consistently applied to all employees across the organization. This
consistency helps prevent discrimination or favoritism and promotes a sense of fairness and
transparency
Consistent in Effect
HR practices should have consistent outcomes for all employees, regardless of their demographic
characteristics or other non-job-related factors. Consistency in the effects of HR decisions helps mitigate
the risk of disparate impact and ensures compliance with anti-discrimination laws
Has Job Relatedness
HR decisions and practices should be directly related to the requirements and responsibilities of the job.
This means that selection criteria, performance standards, and disciplinary measures should be relevant
to the essential functions of the position and the organization's legitimate business need
Functional Structure
