C234 Workforce Planning: Recruitment and Selection - Set 4 - Part 2

Correct Answer: Chronic exhaustion and disengagement from prolonged workplace stress

Burnout is a state of chronic physical and emotional exhaustion, cynicism, and reduced effectiveness resulting from sustained workplace stress.

Correct Answer: Variation in when, where, or how much an employee works

Flexible work arrangements such as remote work, flexible hours, or compressed weeks adapt the timing or location of work, supporting balance and retention.

Correct Answer: Retaining talent by enabling movement into new roles within the organization

Internal mobility lets employees pursue new roles internally, retaining talent and knowledge while offering growth, rather than losing people who seek change externally.

Correct Answer: Someone assessed as capable of growing into broader or more senior roles

High-potential employees show the ability, aspiration, and engagement to succeed in significantly larger roles, making them priorities for development and retention.

Correct Answer: A discussion where leaders assess and plan development for talent

In a talent review, leaders collectively assess performance and potential across the organization, calibrating evaluations and planning succession and development.

Correct Answer: Aligning rating standards across managers for consistency and fairness

Calibration brings managers together to align how they apply rating standards, reducing leniency and bias differences so evaluations are consistent and fair.

Correct Answer: Reduced trust, engagement, and potential legal exposure

Perceived unfairness in evaluation erodes trust and engagement, can drive turnover, and may create legal risk if ratings affect pay or advancement inequitably.

Correct Answer: Employees can only meet expectations they understand

Clear upfront expectations give employees a fair target to work toward and a legitimate basis for later evaluation, improving both performance and fairness.

Correct Answer: A structured plan outlining an employee's growth goals and actions

A development plan documents an employee's growth objectives and the learning, experiences, and support needed to achieve them, guiding purposeful development.

Correct Answer: Roughly 70% experiential, 20% social, and 10% formal learning

The 70-20-10 model suggests most development comes from challenging experiences, some from relationships such as coaching, and a smaller portion from formal training.

Correct Answer: Capturing and sharing a departing employee's knowledge before they leave

Knowledge transfer captures critical knowledge from departing employees through documentation and handover, preventing loss of expertise when they leave.

Correct Answer: It identifies issues and guides actions to improve retention and performance

Engagement measurement reveals where employees are motivated or struggling, guiding targeted interventions that improve retention, wellbeing, and performance.

Correct Answer: A tool measuring employees' commitment, satisfaction, and experience

Engagement surveys gather employees' perceptions of their work experience, providing data to identify strengths and problem areas for action.

Correct Answer: Failing to act erodes trust and reduces future participation

Employees who see no action after giving feedback lose trust and stop participating, so visible follow-through is essential to the value of surveys.

Correct Answer: Recruitment, onboarding, lost productivity, and knowledge loss

Replacing an employee incurs recruiting and onboarding costs, lost productivity during vacancy and ramp-up, and loss of knowledge and relationships, often exceeding annual salary.

Correct Answer: Higher engagement is generally associated with lower turnover

Engaged employees are more committed and less likely to leave, so improving engagement is a key lever for reducing costly voluntary turnover.

Correct Answer: The unwritten mutual expectations between employee and employer

The psychological contract is the set of unwritten expectations each party holds about the relationship, and perceived breach strongly reduces trust and engagement.

Correct Answer: Trust, engagement, and commitment typically decline

When employees perceive that promises such as development or fair treatment are broken, their trust, engagement, and commitment fall, often prompting departure.

Correct Answer: Leading in a way that values diverse perspectives and ensures all can contribute

Inclusive leadership actively values diverse perspectives, fosters belonging, and ensures all team members can contribute, strengthening engagement and performance.

Correct Answer: Employees who feel they belong are more engaged and likely to stay

A sense of belonging fosters commitment and psychological safety, making employees more engaged and less likely to leave for environments where they feel more valued.