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PSHRA - SCP NEW EXAM WITH QUESTIONS AND CORRECT
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What are the 5 dysfunctions of a team?
- Absence of trust
- Fear of conflict
- Lack of commitment
- Avoidance of accountability
- Inattention of results
What are the 3 major decision procedures? Autocratic, consultation, & group decision-making
What is the leadership continuum in decision-making? The degree of use of authority by the leader vs. the area of freedom of the group.
What are the 4 elements to successful win-win negotiation?
- separate people from the problem
- focus on interests, not positions (ask why)
- invent options for mutual gain
- insist on using objective & fact-based criteria
What are the 5 major categories of Emotional Intelligence?
- self-awareness
- self-regulation
- motivation
What is a "compentency"? A general capability that an individual transfers from one job or task to another.
What is the Competency Model?
What is a paradigm shift? Tool for reshaping the way people think about HR, & as framework for ID/prioritize training & development needs of HR.
From: personnel mgmt To: HR management
From: rulemaker To: Consultant
From: Functional orientation To: Business orientation
staffing, selection, & human capital development
- Highlights the need for development of existing workforce
- Champions EI & characteristics
What is a "Leader"?
- ability to manage multiple sets of expectations re: promotion & creating a fully diverse workforce
- ensure candidates have access to advancement & sufficient applicants for open jobs
- develop/maintain a heightened & concurrent sensitivity to merit system principles
- act ethically & with integrity
- apply principles that foster fully inclusive diversity across workforce
- balance concerns for the satisfaction/welfare of organization with fulfilling org. requirements & achieving business goals
What are the 20 HR Compentencies?
- Knows org. mission, vision, values
- Applies innovation, creativity, & calculated risk-taking.
- Knows/applies org. development principles.
- Able to align HR initiatives to org's mission & service deliverables.
- Designs/implements change methodologies.
- Leverages ROI & IT strategies to HR management.
- Develops/implements HR & org processes for customers.
- Designs/delivers mrktg programs related to value-added HRM initiatives.
- Maximizes current & pot'l contributions of diverse workforce.
- Practices integrity & ongoing ethics-based leadership in all circumstances.
- Knowledge of business processes to change & improve efficiency/effectiveness.
- Knowledge of HR laws/policies.
- Awareness of unique nature of public service envmt.
- Understanding of team behavior & possesses ability lead teams to high performance.
- Communicate effectively verbally & in writing, and makes persuasive public presentations on behalf of HR.
- Assess & balance competing values found within org.
- Use of business systems skills, including ability to think strategically & creatively.
- Analyze org. issues to develop collaborative solutions that meet the needs of all stakeholders.
- Use negotiating skills, including consensus-building, coalition building & dispute resolution.
- Build & sustain trust-based relationships.
What are the HR Business Partner competencies?
In what contexts are the HR Business Partner competencies applied?
- In responding to requests for traditional HR services, explore with the customer the systems context, performance requirements, & strategic goals.
- Proactively identify opportunities for a variety of HR programs/services to achieve strategic objectives, & discuss programs/services with manager.
What is required to obtain an integrated HR big picture perspective?
- Share fundamental information about the value of each HR specialty in achieving the organization's strategic objectives.
- Add HR support for better performance through specific programs/services, their strategic results, & HR contacts.
- Information must be accessible to all EEs.
- manage resistance
- Involve client in planning, setting goals, making decisions
- Engagement & implementation
- provide appropriate support for carrying out plans
- Design change interventions
- Maintain authenticity & trust
- Extension, Recycle, or Termination
- give feedback to client on mgmt of project
- Request/receive client feedback on consultant's work
- Evaluate outcomes
- Determine possibilities of future client/consultant involvement
What are the 3 typical roles of consultants?
- Expert: given authority/responsibility to gather info., decide how to proceed, take/recommend action, & solve problems.
- Pair-of-hands: acts at the behest of the mgr. The mgr. makes all decisions, determines solution, & maintains control.
- Collaborative: equal partnership b/w mgr. & consultant.
What are the 9 key practices for effective performance management?
- process includes developmental plans for future
- trg provided to mgrs. on how to conduct eval meetings
- quality of appraisals is measured
- system in place to address/resolve poor performance
- appraisal includes info. other than that based on judgement of mgrs
- process is consistent across org.
- EEs can expect feedback more than 1x/year
- 360 reviews are used to support eval process
- process includes ongoing goal review & feedback from mgrs.
What is the formula to calculate Benefit Cost Ratio (BCR)? Program benefits ÷ Program costs
What is the Return On Investment % (ROI) formula to calculate? (Net Program benefits ÷ Program Costs) x 100
- replacement rate
- time to start
- offer acceptance rate
What are the HR competencies for the Change Agent role?
What is the 5-P Model of strategic HRM? Organizational strategy meeting internal & external characteristics, & how this ties into the success of strategic business needs.
- Philosophy
- Policies
- Programs
- Practices
- Processes
What are the 8 steps to overcome obstacles & carry out the org's agenda?
- establish a greater sense of urgency
- create a guiding coalition
- develop a vision & strategy
- communicate the change vision
- empower others to act
- create short-term wins
- consolidate gains & produce even more change
- institutionalize new approaches in the future
What are the "customer concerns"?
What are the barriers/resistance to effective change?
- loss of security/status
- inconvenience
- distrust or uncertainty
- cognitive dissonance
What are the 8 steps to reduce resistance to change?
- Be prepared
- Clarify the purpose
- Explore concerns
- Legitimize concerns
- Reflect others' statements
- Respond actively
- Get closure
- Follow through
- able to shift from control focus to agility focus
- able to shift from self-focus to service
- able to shift from expertise focus to listening focus
- able to shift from doubt focus to trust focus
What are the most common negotiation styles?
- win-lose
- lose-lose
- win-win
What are the competencies of an HR Leader?
What are the 4 functions of Leadership & Management?
What are the 5 major sources of power? Ability to Reward: ability to provide $ and non-$ incentives
Ability to Coerce: ability to threaten or punish
Legitimate: perception that leader has right to lead
Referent: derived from admiration & desire to ID with leader as person
Expert: leader's job-related knowledge & expertise
What are the tools/strategies for influencing outcomes w/o authority? Communication Rewards Building trust Building coalitions Strategies for influence
What are the 6 sources of influence? Surpass limits by making the undesirable desirable.
Find strength in numbers to harness peer pressure.
Change the environment by designing rewards & demanding accountability.
