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CORRECT ANSWERS
Five-step ISD framework that guides in designing and developing learning programs. - ANSWER ADDIE model, which means analysis, design, development, implementation, and evaluation
General term for various techniques and methods, other than litigation, that can be
applied to settle a dispute, for example, through arbitration, conciliation, and mediation.
- ANSWER Alternative dispute resolution (ADR)
Tools that add context or sub-classifying comparison groups to data so that the data can be used for decision support. - ANSWER Analytics
Person who has applied for or formally expressed interest in a position. - ANSWER Applicant
Software application that automates organizations' management of the recruiting process
(e.g., accepting application materials, screening applicants). - ANSWER Applicant tracking system (ATS)
The method of ADR by which disputing parties agree to be bound
by the decision of one or more impartial persons to whom they submit their dispute for final determination. - ANSWER Arbitration
A process in which job candidates or employees are evaluated to determine whether one is suitable and/or ready for employment, training, promotion or an assignment. - ANSWER Assessment center
Statement of the financial position of an organization at a particular point in time, presenting the assets, liabilities and equity of a business. - ANSWER Balance sheet
A strategic performance management tool, that illustrates the performance of an organization with respect to meeting goals, lagging indicators and leading indicators. - ANSWER Balanced scorecard
Process through which an organization identifies performance gaps and establishes goals for performance improvement, by comparing its data, performance levels and/or processes against those of other organizations. - ANSWER Benchmarking
Mandatory or voluntary payments or benefits given to employees, typically including things such as: retirement plans, healthcare, sick pay/disability, life insurance and paid time off (PTO). - ANSWER Benefits
Conscious or unconscious beliefs that influence a persons perceptions or actions, which may cause that person to become partial or prejudiced. - ANSWER Bias
Factor (e.g., gender, religion, national origin) that is reasonably necessary, in the normal operations of an organization, to carry out a particular job function. - ANSWER Bona fide occupational qualification (BFOQ)
Tool or document that defines a particular problem, presents a solution and then gives justifications for the proposal in terms of time cost efficiency and probability of success.
Raw data internal and external to an organization, that is translated into meaningful information for decision makers to use in taking strategic action. - ANSWER Business intelligence
Organization element or segment that represents a discrete business function - e.g. accounting, marketing, production; may also be referred to as department, division, group, cost center or functional area. - ANSWER Business unit
managers. - ANSWER Change initiative
Principles and practices of managing a change initiative so that it is more likely to be accepted and provided with the resources - financial, human, physical, etc. - needed to reshape the organization and its people.
Leads and supports maintenance of or changes in strategy, organization and/or operations. - ANSWER Change management
Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge or behavior. - ANSWER Coaching
Process by which management and union representatives bargain employment conditions for a designated bargaining unit for a specified period. - ANSWER Collective bargaining
Concept that jobs primarily being staffed by women that involve skill, effort, responsibility, and working conditions similar to other jobs primarily being staffed by men should receive similar classification and pay - ANSWER Comparable worth
Clusters of highly interrelated attributes, including knowledge, skills, abilities and other characteristics (KSAOs), that give rise to the behaviors needed to perform a given job effectively. - ANSWER Competencies
State of being in accordance with all national, federal, regional and/or local laws, regulations and/or other government authorities and requirements applicable to the places in which an organization operates. - ANSWER Compliance
Procedure of nonbinding alternative dispute resolution (ADR) whereby a neutral third party attempts to help the disputing parties reach a mutually acceptable decision-that is, mediation. - ANSWER Conciliation
Circumstances under which a person or organization could stand to gain, directly or
indirectly, through
undue influence, due to involvement in outside activities, relationships, or investments that may conflict with or have an effect on the employment relationship or its outcomes.
- ANSWER Conflict of interest
The idea that a company has an impact on the stakeholders and the environment in terms of corporate governance, philanthropy, sustainability, employee rights, social change, volunteerism, community programs provided by the company, and workplace safety. ANSWER Corporate social responsibility
(CSR)
Approach targeted at deducing the financial value of an organization's activities and programs regarding profitability through a process of data or calculation comparing value created against the cost of creating that value. - ANSWER Cost-benefit analysis (CBA)
The time needed to complete all the required elements or components of a task; the time needed to complete a project is determined by considering all the project-task relationships. - ANSWER Critical path
The basic beliefs, attitudes, values, behaviours and customs shared and followed by members of a group, which give rise to the group's sense of identity. - ANSWER Culture
Physical or mental impairment that substantially limits one's major life activities. - ANSWER Disability
Differences in people's characteristics, such as age, beliefs, education, ethnicity, gender, job function, personality, race, religion, socioeconomic status, thought processes and work style. - ANSWER Diversity
Requirement to investigate an action thoroughly before it is taken, by diligent research and evaluation. - ANSWER Due diligence
Method of assessing a current state in order to determine what is needed to move to a desired future state. - ANSWER Gap analysis
Ability to adopt an international perspective, including the way other cultures see things too. - ANSWER International outlook
For Rapidly growing interdependence and interconnectedness of countries, people, markets and businesses across the world. - ANSWER Globalization
Collection of policies or processes adapted by a company to ensure compliance by the company with local as well as international laws, accounting standards, ethical standards, internal codes of conduct and various other expectations. - ANSWER Governance
Harm, generally originating from a condition or activity that, if not controlled, could potentially cause injury to personnel or damage to property. - ANSWER Hazard
HR professional who serves as a consultant to an organization's executives on developing and implementing a human capital plan that is closely integrated with the organization's overall mission, vision and objectives. - ANSWER HR business partner
Strategy through which an organization provides and structures the human resource services to support
organizational success. - ANSWER HR service model
Information technology (IT) framework and tools for gathering, storing, maintaining, retrieving, revising and reporting relevant HR data. - ANSWER Human resource information
system (HRIS)
Degree to which every person in an organization feels embraced, included, heard, acknowledged and treated fairly as a valued member of the team. - ANSWER Inclusion
Paper or electronic document that outlines activities leading employees toward their objectives for job-related growth and development. - ANSWER Individual development plan (IDP)
Use of technology to capture, process and compress information, in order to manage it effectively as an organizational asset. - ANSWER Information management (IM)
Conformity to a code of ethics serving as a guide to proper conduct; is related to good moral values, honesty and consideration in one's actions. - ANSWER Integrity
Degree to which individuals feel that rewards, financial or otherwise, are fairly apportioned in accordance with exertion, ability and/or relevant results. - ANSWER Internal equity
The process of systematically studying a job in order to identify the activities/tasks and responsibilities it includes, the personal qualifications necessary to perform it, and the conditions under which it is performed. - ANSWER Job analysis
A written document that describes a job and its essential functions and requirements including but not limited to knowledge, skills, abilities, tasks, reporting structure, responsibilities. - ANSWER Job description
The process of expanding a job's scope by adding various tasks to the job.
Tries to enlarge jobs by adding more activities, i.e., in a horizontal way. It is widely used during recessionary periods. - ANSWER Job enlargement
Process of giving a job more depth by adding responsibilities to the job.
Technique of motivation, method for job redesign; it aims at making work more interesting and challenging for the employees. It mainly consists of giving more
Type of metric that describes an activity which can influence future performance and predict success with respect to the achievement of strategic goals. - ANSWER Leading indicator
Organization's debts and other financial obligations. - ANSWER Liabilities
Process of collecting, quantifying and evaluating data. - ANSWER Measurement
Method of nonbinding alternative dispute resolution (ADR) by which a neutral third party tries to help disputing parties reach a mutually agreeable decision (i.e., conciliation). - ANSWER Mediation
Relationship where one individual helps develop another. - ANSWER Mentoring
Merger & acquisition (M&A)
Process where two independent organizations merge, either by coming together as roughly equal partners (merger) or by one purchasing the other (acquisition). - ANSWER Merger & acquisition (M&A)
Short statement of strategy that describes the actions an organization will take and the path its leaders have chosen for the future. - ANSWER Mission statement
Factors that initiate, direct and sustain human behaviour over time. - ANSWER Motivation
Process by which two or more parties work together to reach agreement on a matter.
Reaches mutually
acceptable
agreements
with negotiating
parties within and
outside of the
organization. - ANSWER Negotiation
Method by which an organization relocates its processes or production to an international
location through subsidiaries or third-party affiliates. - ANSWER Offshoring
Process of assimilating new employees into an organization through orientation programs to
Helps them. Experiences of new employees in the first months of their employment. - ANSWER Onboarding
Organization's success in carrying out its strategic goals and aims of the mission. - ANSWER Organizational effectiveness
Acquiring and/or transferring of knowledge within an organization through activities or processes that may operate at various organizational levels. Ability of an organization to learn from its errors and modify its strategy. - ANSWER Organizational learning
Values and beliefs that an organization establishes to guide and regulate employee behavior. - ANSWER Organizational values
New employees become acquainted with the organization and specific department, coworkers, and job. - ANSWER Orientation
The process whereby an organization contracts with third-party vendors to provide selected services/activities rather than retaining new employees. - ANSWER Outsourcing
law. - ANSWER Regulation
The extent to which repeated applications of a measure produce consistent results. - ANSWER Reliability
Actions taken to correct an unacceptable action or behavior. - ANSWER Remediation
Total compensation payable in the form of salary and wages against employment provided - allowances, benefits, bonus, cash incentives, monetary value of non-cash incentives. - ANSWER Remuneration
Instruments through which information on prevailing market compensation and benefits practices are collected, such as base pay, pay ranges, starting wage rates, statutory and market cash payments, paid time off [PTO], variable compensation. - ANSWER Remuneration surveys
Process of reintegrating employees returning from international assignments into the culture, conditions, and employment of their home country. - ANSWER Repatriation
To reorganize the legal, ownership, operational or other structures of an organization. - ANSWER Restructuring
The extent to which an organization is able to retain its employees. - ANSWER Retention
A measure or calculation that compares the monetary or intrinsic value of an investment to the resources expended. - ANSWER Return on investment (ROI)
Uncertainty that has an impact on a goal, where impact results may include opportunities, losses and threats. - ANSWER Risk
System for identifying, evaluating and controlling actual and potential risks to an
organization, and which typically incorporate mitigation and/or response strategies, including the use of insurance. - ANSWER Risk management
Process of assessing the best possible applicants for a position. - ANSWER Selection
A collection of techniques and tools applied to process improvement, which seeks to improve the quality of that process by reducing the number of defects in that process. Lean Six Sigma also focuses on speed with the removal of waste. - ANSWER Six Sigma/Lean Six Sigma
technology platforms and communities on the internet used by people and organizations to communicate information, opinions, and resources. - ANSWER Social media
Process through which people learn the knowledge, language, social skills, culture and values needed to become members of a group or organization. - ANSWER Socialization
Process through which an organization creates a supply of qualified job candidates. - ANSWER Sourcing
Those who have a stake or interest in an organization's social, environmental and economic performance or consequences (for example, customers, employees, local communities, regulators, shareholders, suppliers). - ANSWER Stakeholders
Structured conversations with employees for the purpose of determining what aspects of a job-e.g., culture, engagement, leadership, organization, satisfaction-encourage employees to stay with an organization, or what could be improved to encourage them to do so. - ANSWER Stay interviews
System of actions that leaders take to drive an organization toward its goals and objectives. - ANSWER Strategic management
The process of setting goals and designing a path toward organizational success. - ANSWER Strategic planning
The process through which people acquire the knowledge, skills, abilities and other characteristics (KSOAs) needed to perform a particular job or task. - ANSWER Training
Leadership approach based on challenging and developing the members of the organization to achieve their long-term goals through continuous growth, enhancement or transformation, in line with the vision and strategy of the leader. - ANSWER Transformational leadership
Extent to which an organization's agreements, dealings, information, practices and transactions are open to disclosure and review by relevant persons. - ANSWER Transparency
Act of replacing employees who are leaving an organization. Attrition or loss of employees. - ANSWER Turnover
Violation of employee rights. Action prohibited under labor-relations statutes. - ANSWER Unfair labor practice (ULP)
Concept that employers and employees can act together for their common good. - ANSWER Unitarism
Extent to which a measurement instrument measures what it is intended to measure. - ANSWER Validity
Measure of usefulness, worth or importance. - ANSWER Value
Statistical method for identifying the degree of difference between planned and actual
performance or outcomes. - ANSWER Variance analysis
Description of what an organization hopes to attain and accomplish in the future, which
guides it toward that defined direction.
Defines and supports a coherent vision
and long-range plans for human resources that are consistent
with the strategic direction of the organization. - ANSWER Vision
Strategic process by which an organization assesses its current workforce and plots what actions must be taken so it can prepare for future needs. - ANSWER Workforce planning
Modification of a job, job site, or way of doing a job so that persons with disabilities can have equal access to opportunity in all aspects of work and can perform the essential functions of their positions. - ANSWER Workplace accommodation
Employee-representing groups, usually at a local or organizational level, whose primary aim is to get information from the employer and to disseminate information to employees about the workforce and the state of the enterprise. - ANSWER Works councils
Eight behavioral competencies and one technical competency. - ANSWER SHRM Competency Model
Ethical Practice, Leadership & Navigation, Business Acumen, Relationship Management, Communication, Consultation, Critical Evaluation, Global & Cultural
Competencies Effectivenes - ANSWER SHRM eight behavioral competencies
One technical compentency - ANSWER How many technical competencies does SHRM have?
(HR Expertise) - ANSWER The technical competencies of SHRM
A set of competencies that collectively defines the requirements for effective
The KSAOs necessary to comprehend the organization and drive human resource goals, create a suitable human resources vision and mission that aligns with the broad strategy and culture of the organization; driving and supporting organizational change; managing the implementation and delivery of human resources projects and programs; and establishing the role of human resources as a valued business partner. - ANSWER Leadership & Navigation
Competencies KSAOs: The required to maintain high levels of personal and professional integrity and to act as an ethical agent who promotes core values, integrity and accountability throughout the organization. - ANSWER Ethical Practice
The KSAOs required to establish and maintain a network of professional contacts inside and outside the organization, to establish and maintain relationships, to work as an effective team member, and to manage conflict while supporting the organization. - ANSWER Relationship Management
The KSAOs necessary to appreciate and consider the viewpoints and experiences of all individuals, to engage with others in a global context, and to create an inclusive and diverse work environment. - ANSWER Global & Cultural Effectiveness
KSAOs required to comprehend the organization's operations, functions, and external environment, and to apply business tools and analyses that inform HR initiatives and operations consistent with the overall strategic direction of the organization. - ANSWER Business Acumen
KSAOs required to work with organizational stakeholders in analysing business issues and opportunities for identifying the design, implementation and evaluation of change initiatives and to obtain ongoing support for HR solutions that meet changing customer and business needs. - ANSWER Consultation
The KSAOs needed to collect and analyze both qualitative and quantitative data, and to interpret and promote findings that assess HR initiatives and advise on business decisions and recommendations. - ANSWER Critical Evaluation
True - ANSWER True or False: All effective HR professionals must demonstrate strong
leadership capability with a strategic mindset.
Leadership & Navigation and Ethical Practice - ANSWER The two behavioral competencies in the Leadership cluster are:
Setting and executing a vision and direction for the HR role; managing or leading organizational projects; influencing and supporting other organizational members and leaders; driving an ethical organizational environment; and behaving in an ethical
manner that promotes high standards of integrity and the organization's values. - ANSWER Key components of Leadership-cluster behavioral competencies include
**- Navigating the organization
- Vision
- Managing HR initiatives
- Influence** - ANSWER Four subcompetencies of leadership and Navigation
mentoring, coaching, supporting, delegating - ANSWER People management technique examples
e.g. goal setting theory, expectancy theory, attribution theory, self-determination theory
- ANSWER Motivation theories
e.g. personal appeal, formation of coalitions, leading from
example, rational persuasion - ANSWER Influence and persuasion techniques
e.g. emotional and social intelligence - ANSWER Trust- and relationship-building techniques
Works within the boundary of the organization's
hierarchy, processes systems and policies. - ANSWER Working the organization
Carries out the delivery
and administration of projects related to HR
or initiatives that support HR and
