SHRM SCP Senior Certified Professional SHRM Bask Certification Exam Review, Exams of Human Resource Management

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SHRM SCP Senior Certified Professional

SHRM Bask Certification Exam Review

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Administrator [Date] [Course title]

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1. ADA Americans with Disabilities Act—forbids discrimination on the basis of a physical or mental disability if the individual can perform "essential function" of the job.
2. ADAAA Americans with Disabilities Act Amendment Act - made it easier for people to establish that they have a disability.
3. ADDIE Analysis, Design, Development, Implementation, Evalua- tion - a 5-step instructional design framework
4. ADEA Age Discrimination Employment Act—forbids discrimina- tion against any person aged 40 or older in hiring, firing, promotion, or other aspect of employment.
5. ADR (Alternative Dispute Resolu- tion) Umbrella term for the various approaches and tech- niques, other than litigation, that can be used to resolve a dispute.
6. Arbitration Method of ADR where parties agree to be bound by a decision of one or more impartial persons
7. Balance sheet Statement of an organization's financial position at a spe- cific point in time, showing assets, liabilities, and share- holder equity.
8. Balanced score- card Performance management tool that depicts an organiza- tion's overall performance, as measured against goals, lagging indicators, and leading indicators.
9. BFOQ bona fide occupational qualification, suitable defense against a discrimination charge only when age, religion, sex, or national origin is an actual

4 / and paths, in terms of sequential positions, roles and stages.

12. Career pathing Process by which employers provide employees with a clear outline for moving from a current to a desired posi- tion.
13. Difference be- tween career mapping and ca- reer pathing
14. Cash flow state- ment Mapping includes a variety of options and potential roles and stages, whereas pathing is a direct line to the next position. Statement of an organization's ability to meet its current and short-term obligations, showing incoming and outgo- ing cash and cash reserves in operations, investments, and financing.
15. COBRA Consolidated Omnibus Budget Reconciliation Act; law to provide terminated employees or those who lose insur- ance coverage because of reduced work to be able to buy group insurance for themselves and their families for a limited amount of time.
16. Comparable worth
17. Conciliation/Me- diation Concept that jobs filled primarily by women that require skills, effort, responsibility, and working conditions com- parable to similar jobs filled primarily by men should have the same classifications and salaries. Method of nonbinding dispute resolution involving a third party who tries to help disputing parties reach a mutually agreeable decision; also known as mediation.
18. Critical path Amount of time needed to complete all required elements or components of a task, determined by taking into ac- count all project-task relationships.

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19. EAP Employee Assistance Program
20. EEOC

7 / employees with up to 12 weeks of unpaid family or medical leave during any 12 month period.

29. GINA Genetic Information Nondiscrimination Act of 2008 makes it illegal to discriminate against employees be- cause of genetic information including genetic tests, fam- ily genetic tests, info about disease, disorder, or condition

8 / of an individual's family members with 15 or more employ- ees

30. Globalization Status of growing interconnectedness and interdepen- dency among countries, people, markets, and organiza- tions worldwide.
31. Governance System of rules and processes set up by an organiza- tion to ensure its compliance with local and international laws, accounting rules, ethical norms, internal codes of conduct, and other standards.
32. HIPAA The Health Insurance Portability and Accountability Act, a federal law protecting the privacy of patient- specific health care information and providing the patient with control over how this information is used and distributed.
33. Job enlargement Process of broadening a job's scope by adding different tasks to the job
34. Job enrichment Process of increasing job's depth by adding responsibili- ties to the job
35. Lagging indica- Type of metric describing an activity or change in perfor- tor mance that has already occurred.
36. Leading indica- Type of metric describing an activity that can change fu- tor ture performance and predict success in the

10 / Method of nonbinding ADR by which a neutral third party tries to help disputing parties reach a mutually agreeable decision

39. MNC multinational corporation
40. NLRA National Labor Relations Act; outlawed company unions and other unfair labor practices in order to insure collec- tive bargaining for unions.
41. Offshoring Method by which an organization relocations its process- es or production to an international location through sub- sidiaries or third-party affiliates
42. OSHA Occupational Safety and Health Administration, a govern- ment agency in the Department of Labor to maintain a safe and healthy work environment
43. Outsourcing When an organization contracts with third-party vendors to provide selected services or activities instead of hiring new employees
44. PESTLE Political, Economic, Social, Technological, Legal, Envi- ronmental - analysis method used to asses external fac- tors and their influence on the organization
45. Remediation Process by which unacceptable action or behavior is cor- rected

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46. (^) Remuneration Total pay and rewards for employment
47. Repatriation the act of returning to the country of origin
48. Six Sigma / Lean A set of techniques and tools for process improvement, Six Sigma aimed at increasing quality by decreasing defects in processes. Lean Six Sigma also aims at increasing speed by eliminating waste.
49. Totalization agreements

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9. Diversity, Equity, & Inclusion
10. What do HR tech- nical competen- cies reflect? The knowledge HR professionals apply on the job (the what)
11. The application of the technical knowledge (technical knowledge = HR Expertise)

14 / What do HR be- havioral compe- tencies reflect?

59. Definition of HR Expertise
60. What are the 3 knowledge do- mains?
61. Define the Lead- ership & Naviga- tion competency
62. What are the 3 behavioral com- petencies that make up the Leadership clus- ter?
63. Define the Ethi- cal Practice com- petency
64. Define the Diver- sity Equity & In- clusion compe- tency
65. What are the 3 behavioral com- petencies that make up the In- terpersonal clus- ter?
    66. Define the Re- lationship Man-

16 / agement compe- tency

67. Define the Com- munication com- petency
68. Define the Glob- al Mindset com- petency
69. What 3 behav- ioral competen- cies make up the Business clus- ter?
70. Define the Busi- ness Acumen competency
71. Define the Con- sultation compe- tency
72. Define the An- alytical Aptitude competency
73. What are the 5 functional areas of the People knowledge do- main?
74. What are the 5 functional areas of the Organiza- tion knowledge domain?

17 / Deliver messages, listen, translate info to organization Interact globally, advocate for cultural inclusivity

1. Business Acumen
2. Consultation
3. Analytical Aptitude Understand organization's operations, functions, environ- ment and analysis Evaluate business challenges, create solutions, change management Analyze qualitativ e and quantitat ive data, evi- dence-based decision making
   1. HR Strategy 2.Talent Acquisition
   2. Employee Engagement & Retention
   3. Learning & Development 5.Total Rewards
   4. Structure of HR Function
   5. Organizational Effectiveness 3.Workforce Management
   6. Labor Relations 5.Technology Management

19 / theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions. Instead, the optimal course of action is contingent upon the internal and external situation

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84. Expectancy the- ory
85. Attribution theo- ry
86. Self-determina- tion theory Effort increases in relation to one's confidence that the behavior will result in a positive outcome and reward. The way a person interprets the causes for past success or failure is related to the present level of motivation. A leader can help employees attribute results to the correct causes and create opportunities for success Individuals are motivated by innate needs
87. Equity theory a theory of motivation that suggests that employee moti- vation at work is driven largely by their sense of fairness.
88. Herzberg's 2- fac- tor theory
89. Conflict resolu- tion strategies Behavior is driven by intrinsic factors (innate desires) and extrinsic factors (workplace hygiene). satisfying work- place hygiene can help but not enough, the workplace hygiene more negatively affects motivation if not good
    1. Accommodation
    2. Collaboration
    3. Compromise
    4. Competition
    5. Avoidance
90. Interorganization- Intra-organizational conflicts occur across departments al vs in an organization, within work teams and other groups, intraorganization- and between individuals. Inter-organizational conflicts are al conflict
91. Lewin's change management model
92. Edward Hall Cul- ture Theory