HR Exam Comprehensive Review 2015 Flashcards
Functional Area #1: Talent Acquisition & Retention
Encompasses the activities involved in building and maintain a workforce. HR demonstrates value by developing, implementing, and measuring the individual and organizational success of activities and programs for sourcing, recruiting, hiring, onboarding, orientation, and retention.
Functional Area #1: Talent Acquisition & Retention Knowledge Topics
Employee Life Cycles phases, Employee retention techniques, Employer Value Proposition techniques, Employment branding approaches, External labor market PEST factors, External/Internal recruitment approaches, Evaluation techniques, Formal assessment methods and tools, Identification of Bona Fide occupational qualifications (BFOQs), Interviewing Techniques, Job Analysis, evaluation, and design of job descriptions, Job Offer contingencies, Metrics (cost per hire, days to fills), Recruitment approaches, Sourcing approaches, Staffing projections approaches
Functional Area #2: Employee Engagement
Solidifies the connection among employee, manager, and the organization’s mission, vision, values, and goals. HR demonstrates value by understanding and leveraging the employer employee relationship from both individual and organizational perspectives, developing strategies to address appropriate expectations for performance and behavior from employees at all levels.
Functional Area #2: Employee Engagement Knowledge Topics
Alternative dispute resolution techniques, Analysis of organizational culture and climate, Coaching and counseling, Cognitive Biases (halo bias, similar-to-me bias), Complaint resolution procedures, conflict management theory and approaches, Disciplinary procedures and approaches, Employee life cycle phases, Employee recordkeeping and retention, Investigation techniques, People management, Metrics, Motivational theories, Organizational culture influences, Organizational change management, Performance management systems, Principles of effective performance appraisals techniques ( e.g. goal setting, giving feedback), Principles of survey creation, administration, and evaluation, Recognition approaches, Retaliation prevention approaches, Workplace flexibility.
Functional Area #3: Learning & Development
Aligns organizational business needs with employees’ competencies, knowledge, and skills, effectively closing the gap between them. HR demonstrates value by identifying and creating learning opportunities that increase employee capability and organizational knowledge.
Functional Area #3: Learning & Development Knowledge Topics
Career development, Career management philosophies, Change management approaches, Coaching style and approaches, Competency models, Employee lifecycle phases, Knowledge-sharing techniques, Learning evaluation approaches, Mentoring options, Metrics, Organizational intervention design and implementation approaches, Leadership development techniques, Learning theories, Needs assessment techniques (e.g. organizational, training), Skill and competency development approaches, Training design and implementation (e.g. ADDIE model), Training and developmental techniques and solutions.
Functional Area #4: Total Rewards
Encompasses direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers. HR demonstrates value my designing and administering systems and programs (e.g. base pay, benefits, incentive pay, leave, perquisites, retirement) that support recruitment and retention efforts.
Functional Area #4: Total Rewards Knowledge Topics
Accounting practices and principles, Benefits (e.g. disability insurance, domestic partners, education, employee assistance programs, families, life insurance, retirement plans, unemployment insurance retirement plans, wellness programs, worker’s compensation), Employee life cycle phases, External labor markets PEST factors, Fiduciary responsibilities, Income replacement programs, Job analysis, job design, job description, Metrics, Perquisites, Pay practices, policies, systems, and issues ( e.g. base pay, minimum wage determinations, pay compression, pay equity, pay increases, pay levels and banding), and special provisions (overtime), Remuneration data analysis (collecting , analyzing, making recommendations), time off plans and approaches (e.g. paid and unpaid leave, vacation/holiday)
Functional Area #5: Structure of the HR Function
Encompasses the people-related processes, theories, and activities used to deliver HR services that create and drive organizational effectiveness. HR demonstrates value by selecting the appropriate delivery model (e.g. Center of Excellence/COE, generalist, shared services) with an understanding of stake holder needs and the impact of decisions on the overall workforce.
Functional Area #5: Structure of the HR Function Knowledge Topics
Balanced scorecard philosophy, Centralized versus decentralized, Defined approaches to roles and functions for generalists and specialists, Due diligence methodologies, HR organizational structure and design, HR functional integration approaches, Negotiation and influence techniques, Stake holders analysis techniques, Strategy design and implementation, Structural model approaches to HR (e.g. Center of Excellence /COE, HR Business Partner, shared services)
Functional Area #6: Organizational Effectiveness & Development
Deals with the overall structure and functionality of the organization-that is, measuring the effectiveness and growth of people and processes from long and short term perspectives, and leading necessary organizational change initiatives. HR demonstrates value by aligning the organization’s vision, mission, and goals with day to day operational activities, including organizational design, development, performance measures, and standards.
Functional Area #6: Organizational Effectiveness & Development Knowledge Topics
Business solution and performance analysis, Change and culture metrics, Change management theories and approaches, Consulting techniques, Design approaches for a motivational, work environment, Design approaches for work activity, Group dynamics, How employees learn culture, How organizational cultures are created, Influence techniques, Knowledge management approaches (e.g. organizational story telling techniques), Labor supply and demand analysis, Motivational theories, Organizational behavior theories, Organizational culture versus national culture, Organizational design structures and approaches, (e.g. customer, functional, geographic, matrix, program), Organizational learning approaches, Organizational needs and analysis techniques, Performance management theories structures, and approaches, Project management approaches, Roles and responsibilities (e.g. chain of command, span of control), Strategic-tactical alignment, Types of culture (e.g. authoritarian, dominant cultures, mechanistic, participative, subcultures), Understanding individual differences and perceptions.
Functional Area #7: Workforce Management
Enables the organization to meet its talent needs and close critical skill gaps using data-driven processes (e.g. workforce planning, succession planning) that inform HR initiatives. HR demonstrates value by facilitating financial and operational growth, continuity, or stability.
Functional Area #7: Workforce Management Knowledge Topics
Communication techniques, Employee development techniques and approaches, Knowledge management, retention, and transfer techniques, Learning theories and philosophies, Needs assessment techniques (e.g. organizational, training), Restructuring approaches, Succession planning techniques, Workforce planning techniques and analyses (e.g. gap and solution, implementation and evaluation, supply and demand, workforce profile)
