Certified Human Resource Associate Review Set A
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Questions and Answers

What is the primary goal of succession planning?

To ensure a smooth transition of leadership and critical positions to minimize disruptions and maintain organizational stability.

What does training refer to?

The process of teaching specific skills and knowledge to employees to improve their performance in current roles.

What is the focus of training and development (T&D)?

Equipping employees with the knowledge, skills, and competencies required to perform their job effectively.

What is a Training Specialist?

<p>A professional within the HR function who specializes in planning, implementing, and evaluating training programs for employees.</p> Signup and view all the answers

What does transfer refer to in a workplace context?

<p>The process of interchanging from one job to another without any change in designation and responsibilities.</p> Signup and view all the answers

What is an understudy?

<p>An individual who is trained to take over the responsibilities of a specific position if the current job holder is unable to perform their duties.</p> Signup and view all the answers

What is an unstructured interview?

<p>An unexpected interview where there is no prepared questionnaire and interviewers are unprepared with questions.</p> Signup and view all the answers

What is upward feedback?

<p>A process where subordinates provide anonymous feedback on their supervisor's performance.</p> Signup and view all the answers

What is vestibule training?

<p>A type of training that creates a simulated work environment for employees to practice job-related tasks.</p> Signup and view all the answers

What is the work sampling event?

<p>A method used to assess how employees spend their time on various tasks through random sampling of work activities.</p> Signup and view all the answers

What is the work standards method?

<p>A performance appraisal method that compares each employee’s performance to a predetermined standard or expected level of output.</p> Signup and view all the answers

What is an employee matrix?

<p>A management structure where employees report to both a functional manager and a project manager.</p> Signup and view all the answers

What is employee orientation?

<p>The process of introducing new hires to their jobs, co-workers, responsibilities, and workplace.</p> Signup and view all the answers

What does employee selection refer to?

<p>The process by which organizations choose individuals from a pool of job applicants.</p> Signup and view all the answers

What is the purpose of employee testing?

<p>To assess job applicants or current employees' specific skills, abilities, knowledge, and traits.</p> Signup and view all the answers

What are employment agencies?

<p>Firms that assist employers in finding suitable candidates for job openings.</p> Signup and view all the answers

What is the role of the Equal Employment Opportunity Commission?

<p>To enforce federal laws prohibiting workplace discrimination.</p> Signup and view all the answers

What is an exit interview?

<p>A conversation with an employee leaving the organization to ascertain their reasons for leaving.</p> Signup and view all the answers

What is the rating scales method in performance appraisal?

<p>A method that rates employees according to defined performance factors.</p> Signup and view all the answers

What does job specification entail?

<p>A statement outlining the qualifications, skills, and attributes required for a specific job.</p> Signup and view all the answers

What is talent management?

<p>The goal-oriented process of recruiting, developing, managing, and compensating employees.</p> Signup and view all the answers

What is the purpose of HR forecasting?

<p>To predict changes in a company’s staffing needs over time.</p> Signup and view all the answers

What does job rotation involve?

<p>Moving employees through various positions within an organization.</p> Signup and view all the answers

What are rewards and incentives?

<p>Mechanisms used to motivate and recognize employees for their contributions.</p> Signup and view all the answers

What is a stress interview?

<p>An interview designed to test how a candidate reacts under pressure.</p> Signup and view all the answers

What does self-appraisal allow employees to do?

<p>Evaluate their own performance, strengths, and weaknesses.</p> Signup and view all the answers

What is an induction process?

<p>The process of welcoming new employees and providing necessary training.</p> Signup and view all the answers

What is the role of a talent specialist?

<p>To source and screen candidates that fit the company's future goals.</p> Signup and view all the answers

The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to________.

<p>Remove any performance deficiencies</p> Signup and view all the answers

All of the following are reasons for appraising an employee's performance EXCEPT ________.

<p>Creating an organizational strategy map</p> Signup and view all the answers

In most organizations, who is primarily responsible for appraising an employee's performance?

<p>Employee's direct supervisor</p> Signup and view all the answers

What is the first step of any performance appraisal?

<p>Setting work standards</p> Signup and view all the answers

What usually occurs when employees rate themselves for performance appraisals?

<p>Ratings are higher than when provided by supervisors.</p> Signup and view all the answers

Which one of the following terms refers to the process of allowing subordinates to rate their supervisor's performance anonymously?

<p>Upward feedback</p> Signup and view all the answers

Which one of the following terms refers to a performance appraisal based on surveys from peers, supervisors, subordinates, and customers?

<p>360-degree feedback</p> Signup and view all the answers

Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well.

<p>True</p> Signup and view all the answers

The HR department monitors the performance appraisal system, but it is typically not involved in rating employees.

<p>True</p> Signup and view all the answers

In order to ensure that performance appraisals are effective, Felicia, a line supervisor, should make sure to schedule a feedback session to address each subordinate's performance, progress, and future development plans.

<p>True</p> Signup and view all the answers

Which one of the following is the easiest and most popular technique for appraising employee performance?

<p>Graphic rating scale</p> Signup and view all the answers

Rolf, the supervisor of the manufacturing department at a computer firm, is in the process of evaluating his staff's performance. He has determined that 15% of the group will be identified as high performers, 20% as above average performers, 30% as average performers, 20% as below average performers, and 15% as poor performers. Which performance appraisal tool has John chosen to use?

<p>Forced distribution</p> Signup and view all the answers

Which term refers to ranking of employees from best to worst on a trait or traits, choosing highest than lowest until all are ranked?

<p>Alternation ranking</p> Signup and view all the answers

Management by objectives requires a manager to set specific measurable, organizationally relevant goals with each employee and then periodically discuss the employee's progress toward these goals.

<p>True</p> Signup and view all the answers

In an effective talent management system, an employee's performance appraisal would initiate training and development opportunities.

<p>True</p> Signup and view all the answers

Effective talent management focuses on developing employee competencies that align with strategic goals.

<p>True</p> Signup and view all the answers

All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________.

<p>Job analysis</p> Signup and view all the answers

All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________.

<p>Performance standards</p> Signup and view all the answers

Jennifer, a manager at an engineering firm, has been assigned the task of conducting a job analysis. What should be Jennifer's first step in the process?

<p>Reviewing relevant background information</p> Signup and view all the answers

All of the following requirements are typically addressed in job specifications EXCEPT ________.

<p>Desired personality traits</p> Signup and view all the answers

Which one of the following indicates the division of work within a firm and the lines of authority and communication?

<p>Organizational chart</p> Signup and view all the answers

Which one of the following is an example of business process reengineering?

<p>Using computerized systems to combine separate tasks</p> Signup and view all the answers

While performing the fifth step of a job analysis, it is essential to confirm the validity of collected data with the ________.

<p>Worker</p> Signup and view all the answers

Which one of the following terms refers to systematically moving workers from one job to another?

<p>Job rotation</p> Signup and view all the answers

Conducting the job analysis is the sole responsibility of the HR specialist.

<p>False</p> Signup and view all the answers

Jerome, a manager at an electronics company, needs to gather job analysis information from a large number of employees who perform similar work. Which one of the following would be most appropriate for Jerome?

<p>Holding a group interview with a supervisor</p> Signup and view all the answers

One of the problems with direct observation is ________, which is when workers alter their normal activities because they are being watched.

<p>Reactivity</p> Signup and view all the answers

Informal interviews provide quantitative job analysis information, which is why they are frequently used by managers who need to determine the relative worth of a job for pay purposes.

<p>False</p> Signup and view all the answers

Joaquin records every activity in which he participates at work along with the time it takes him to complete each activity. Which of the following approaches to job analysis data collection is most likely being used at Joaquin's workplace?

<p>Diaries</p> Signup and view all the answers

A reliable employment test will most likely yield ________.

<p>Consistent scores when a person takes two alternate forms of the test</p> Signup and view all the answers

Which one of the following terms refers to the accuracy with which a test fulfills the function for which it was designed?

<p>Validity</p> Signup and view all the answers

Selection tests should be used as supplements to other tools like interviews and background checks.

<p>True</p> Signup and view all the answers

As part of the selection process for a position at UPS, Jack has been asked to lift weights and jump rope. Which one of the following is most likely being measured by UPS?

<p>Motor ability</p> Signup and view all the answers

Carlos recently participated in a selection test for a position at Northern Aeronautics. The test measured Carlos's finger dexterity and reaction time, so it was most likely a(n) ________ test.

<p>Physical abilities</p> Signup and view all the answers

The Big Five personality dimensions include all of the following EXCEPT ________.

<p>Optimism</p> Signup and view all the answers

Which one of the following terms refers to training candidates to perform several of the job's tasks and then assessing the candidates' performance prior to hire?

<p>Miniature job training</p> Signup and view all the answers

Which one of the following is the primary reason that firms conduct background investigations of job applicants?

<p>Uncover false information</p> Signup and view all the answers

A(n) ________ is a multi-day simulation in which candidates perform realistic tasks in hypothetical situations and are scored on their performance.

<p>Management assessment center</p> Signup and view all the answers

The basic functions of the management process include all of the following EXCEPT ________.

<p>Outsourcing</p> Signup and view all the answers

Which one of the following is the person responsible for accomplishing an organization's goals by managing the efforts of the organization's people?

<p>Manager</p> Signup and view all the answers

Which function of the management process requires a manager to establish goals and standards and to develop rules and procedures?

<p>Planning</p> Signup and view all the answers

Consuela, a manager, delegates the authority for a project to Lee, her subordinate. Consuela is most likely involved in which function of the management process?

<p>Organizing</p> Signup and view all the answers

When managers use metrics to assess performance and then develop strategies for corrective action, they are performing the ________ function of the management process.

<p>Controlling</p> Signup and view all the answers

In the management process, which one of the following is an activity associated with the leading function?

<p>Motivating subordinates</p> Signup and view all the answers

Personnel activities associated with human resource management most likely include all of the following EXCEPT ________.

<p>Developing customer relationships</p> Signup and view all the answers

A line manager's human resource responsibilities most likely include all of the following EXCEPT ________.

<p>Marketing new products and services</p> Signup and view all the answers

Yuki works at a position in his organization where he maintains contacts within the local community and travels to search for qualified job applicants. Yuki's position is best described as ________.

<p>Recruiter</p> Signup and view all the answers

Human resource managers generally exert ________ within the human resources department and ________ outside the human resources department.

<p>Line authority; staff authority</p> Signup and view all the answers

What term refers to the knowledge, skills, and abilities of a firm's workers?

<p>Human capital</p> Signup and view all the answers

What is the term for workforces like those at the company Uber, where freelancers and independent contractors work when they can, on what they want to work on, and when the company needs them?

<p>On-demand workers</p> Signup and view all the answers

The recent trend where in some occupations (such as high-tech), unemployment rates are low, while in others unemployment rates are still very high is called ________.

<p>Unbalanced labor force</p> Signup and view all the answers

Which one of the following best exemplifies recent trends in technology that are affecting human resource management?

<p>The use of gaming features to enhance training and performance appraisal</p> Signup and view all the answers

Evidence-based human resource management relies on all of the following types of evidence EXCEPT ________.

<p>Qualitative opinions</p> Signup and view all the answers

In small organizations, line managers frequently handle all personnel duties without the assistance of a human resource staff.

<p>True</p> Signup and view all the answers

What are the two distinct functions carried out by human resource managers?

<p>Line function and staff function</p> Signup and view all the answers

On Letitia's first day of work at a software firm, she attended a meeting with the HR manager and other new employees. In which one of the following did Letitia most likely participate?

<p>Employee orientation</p> Signup and view all the answers

Which one of the following is most likely NOT one of the goals of a firm's employee orientation program?

<p>Assisting new employees in selecting the best labor union</p> Signup and view all the answers

Employee orientation programs range from brief, informal introductions to lengthy, formal courses.

<p>True</p> Signup and view all the answers

Hiring highly skilled employees with great potential eliminates the need to provide orientation and training.

<p>False</p> Signup and view all the answers

What are the methods used to give new or present employees the skills they need to perform their jobs called?

<p>Training</p> Signup and view all the answers

________ identifies the training employees will need to fill future jobs.

<p>Strategic training needs analysis</p> Signup and view all the answers

What is the first step in the ADDIE training process?

<p>Analyzing the training need</p> Signup and view all the answers

Amy needs to motivate the individuals who attend her training session about new tax laws. She should most likely do all of the following EXCEPT ________.

<p>Use new terminology and technical concepts</p> Signup and view all the answers

Employers will most likely use all of the following methods to identify training needs for new employees EXCEPT ________________.

<p>Conducting a work sampling</p> Signup and view all the answers

Training sessions should be half-day or three-fourths day in length rather than a full day, because the learning curve goes down late in the day.

<p>True</p> Signup and view all the answers

Which one of the following would most likely occur during the fourth step of the ADDIE training process?

<p>Holding on-the-job training sessions</p> Signup and view all the answers

Rebekah was hired soon after graduation and assigned to complete a management trainee program. She will move to various jobs each month for a nine-month period of time. Her employer is utilizing the ________ form of training.

<p>Job rotation</p> Signup and view all the answers

A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training is called ________.

<p>Apprenticeship training</p> Signup and view all the answers

Ian is currently being trained on the job and is at the first step in the OJT process, which involves ________.

<p>Familiarizing the trainee with equipment, tools, and trade terms</p> Signup and view all the answers

When jobs consist of a logical sequence of steps and are best taught step-by-step, the most appropriate training method to use is ________.

<p>Job instruction training</p> Signup and view all the answers

What is the first step in the recruitment and selection process?

<p>Deciding what positions to fill</p> Signup and view all the answers

Marcus, an HR manager for Samsung, must decide what positions the firm should fill in the next six months. What is he currently working on?

<p>Personnel planning</p> Signup and view all the answers

The process of deciding how to fill executive positions at a firm is known as ________.

<p>Succession planning</p> Signup and view all the answers

Which one of the following terms refers to studying a firm's past employment needs over a period of years to predict future needs?

<p>Trend analysis</p> Signup and view all the answers

Newton Building Supplies hopes to generate an extra Php 4 million in sales next year. A salesperson traditionally generates Php 800,000 in sales each year. Using ratio analysis, how many new salespeople should Newton hire?

<p>5</p> Signup and view all the answers

Which one of the following contains data regarding employees' education, career development, and special skills and is used by managers when selecting inside candidates for promotion?

<p>Skills inventories</p> Signup and view all the answers

When managers need to determine which current employees are available for promotion or transfer, they will most likely use ________.

<p>Skills inventories</p> Signup and view all the answers

All of the following are methods used by firms to develop high-potential candidates for future positions EXCEPT________.

<p>Developing skills inventories</p> Signup and view all the answers

Smith Industries is thinking of having another company take care of its benefits management. This is called ________.

<p>Outsourcing</p> Signup and view all the answers

Recruiting is necessary to ________.

<p>Develop an applicant pool</p> Signup and view all the answers

Which one of the following is the primary disadvantage of using internal sources of candidates to fill vacant positions in a firm?

<p>Potential to lose employees who aren't promoted</p> Signup and view all the answers

Maria Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. All of the following questions are relevant to Mari's decision to fill top positions at the new hotels with internal candidates EXCEPT:

<p>What percentage of employers in the service industry use succession planning?</p> Signup and view all the answers

Which one of the following is NOT a tool used by firms to recruit outside candidates?

<p>Intranet job postings</p> Signup and view all the answers

Which one of the following factors plays the greatest role in determining the best medium for a job advertisement?

<p>Skills needed for the job</p> Signup and view all the answers

An employer will most likely use a private employment agency in order to ________.

<p>Fill a specific job opening quickly</p> Signup and view all the answers

Newton Manufacturing is using a private employment agency to recruit individuals for management positions. As the HR manager at Newton, you need to ensure that applicants are screened properly, so you should ________.

<p>Provide the agency with an accurate job description</p> Signup and view all the answers

Kate works as a nurse on temporary assignment for hospitals throughout the region on an as-needed basis. Kate is most likely ________.

<p>Working as a contingent worker</p> Signup and view all the answers

What is an advantage of using employee referral campaigns?

<p>Applicants have received realistic job previews.</p> Signup and view all the answers

Publicizing an open job to current employees through a firm's intranet or bulletin board is known as job posting.

<p>True</p> Signup and view all the answers

Which one of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards?

<p>Performance appraisal</p> Signup and view all the answers

Study Notes

Introduction to Human Resource Management

  • Basic management functions: Planning, Organizing, Leading; Outsourcing is NOT a basic function.
  • Managers accomplish organizational goals through managing people's efforts; the responsible role is the Manager.
  • Planning function requires setting goals, standards, rules, and procedures.
  • Delegating authority falls under the Organizing function of management.
  • Controlling involves performance metrics and developing corrective strategies.
  • Leading function activities include motivating subordinates.
  • Human resource management activities include training, performance appraisal, but NOT customer relationship development.
  • Line managers handle HR responsibilities like morale and labor costs; marketing new products is NOT typically their responsibility.
  • Recruiters are responsible for community contacts and searching for job applicants.
  • HR managers typically have line authority within their department and staff authority outside it.
  • A Compensation Manager develops payment plans and benefits in HR.
  • HR generalist role includes supporting specific departments, characterized as Embedded HR teams.
  • Corporate HR teams assist in long-term strategic planning.
  • Human capital refers to the skills and abilities of a firm's employees.
  • On-demand workers include freelancers like those at Uber, who work as needed.
  • Unbalanced labor force: high employment in specialized fields contrasted with high unemployment in others.
  • Recent technology trends in HR include incorporating gaming features in training.
  • Evidence-based HR management values scientific rigor over qualitative opinions.
  • In small organizations, line managers often manage all personnel tasks independently.
  • HR managers perform line and staff functions.

Training and Development

  • Employee orientation involves familiarization with company policies; it is NOT recruitment or selection.
  • Key goals of orientation: fostering team integration and socialization.
  • Programs can vary from brief informal introductions to formal training.
  • Orientation and training are essential for all employees, regardless of skill level.
  • Training equips employees for their current roles; future job needs identified through strategic training analysis.
  • ADDIE training process starts with analyzing training needs.
  • To motivate training participants, avoid complex terminology.
  • Training needs identified by analyzing job descriptions and current employees, NOT by work sampling.
  • Shorter training sessions are more effective due to diminishing returns on learning.
  • On-the-job training includes holding sessions and asking for feedback.
  • Management trainee programs often utilize job rotation for skill development.
  • Apprenticeship training combines classroom instruction and practical application.
  • Job instruction training is ideal for tasks with a step-by-step sequence.

Personnel Planning and Recruitment

  • Initial step in recruitment involves deciding which positions to fill.
  • Personnel planning predicts future staffing needs based on current evaluations.
  • Succession planning is critical for filling high-level or executive roles.
  • Trend analysis examines historical employment needs for forecasting.
  • Ratio analysis can determine the number of new hires needed based on sales goals.
  • Skills inventories help in assessing candidates’ qualifications for promotions.
  • Outsourcing involves delegating HR tasks like benefits management to outside firms.
  • Recruitment aims to build a diverse applicant pool.
  • Internal recruitment can lead to losing talented employees who are not promoted.
  • Employee referral programs offer advantages like realistic previews of job conditions.

Performance Appraisal

  • Performance appraisal evaluates employees against established standards.
  • Purpose of appraisals: provide feedback, motivate improvement, and assess performance.
  • Key reasons for appraisals include correcting deficiencies and determining compensation.
  • Direct supervisors typically conduct employee appraisals.
  • The first appraisal step is setting clear work standards.
  • Self-ratings in appraisals may yield inflated scores compared to supervisor evaluations.
  • Upward feedback allows employees to rate their supervisors anonymously.
  • 360-degree feedback gathers input from multiple sources, enhancing performance evaluations.
  • Supervisors should offer feedback and support for employee development to address performance issues.### Performance Appraisal System
  • HR department monitors performance appraisals but usually does not rate employees.
  • Effective performance appraisals require supervisors to schedule feedback sessions addressing employee performance and development plans.
  • Graphic rating scale is the most popular and easiest technique for appraising employee performance.
  • Forced distribution method categorizes employees into performance levels based on predetermined percentages (e.g., 15% poor performers, 15% high performers).

Performance Appraisal Tools

  • Alternation ranking ranks employees from best to worst based on specific traits.
  • Management by objectives involves managers setting measurable goals with employees to track progress.

Job Analysis and Talent Management

  • An effective talent management system uses performance appraisals to identify training and development opportunities.
  • Job analysis typically gathers information like job descriptions, specifications, and performance standards.
  • Desired personality traits are not usually included in job specifications.
  • Organizational charts illustrate lines of authority and communication within a firm.
  • Job rotation entails systematically moving employees from one job to another to enhance skills.

Job Analysis Process

  • The first step in job analysis is reviewing relevant background information.
  • Holding a group interview with a supervisor is an appropriate method for gathering data from employees performing similar jobs.
  • Reactivity is a common issue in direct observation, where employees change behavior when they know they are being observed.

Employee Selection and Testing

  • Reliable tests yield consistent scores across different occasions or forms.
  • Validity refers to a test's accuracy in fulfilling its intended purpose.
  • Selection tests should supplement other assessment tools like interviews and background checks.
  • Physical abilities tests measure job candidates' strength and dexterity.
  • Work sampling technique assesses candidates through realistic job tasks.

Definitions of Key Terms

  • 360-degree feedback gathers evaluations from multiple sources, providing comprehensive performance insights.
  • Achievement testing measures skills relevant to job performance.
  • Apprenticeship training combines on-the-job training with formal instruction in skilled trades.
  • Background checks verify an applicant's credentials and past employment.
  • The forced distribution method prevents leniency in performance ratings by placing limitations on the number of top performers.
  • Exit interviews reveal reasons for employee departures, assisting organizations in improving retention strategies.### Human Resource Planning
  • Human Resource Planning (HRP) is a continuous process aimed at optimizing the use of quality employees within an organization.
  • Ensures an appropriate fit between employees and their roles to prevent manpower shortages or surpluses.

Human Resource Forecasting

  • HR forecasting predicts changes in staffing needs over time, enabling companies to remain prepared and staffed efficiently.

Human Resource Management

  • Human Resource Management (HRM) involves managing human capital to achieve organizational goals, focusing on employee investment, safety, hiring, compensation, and development.

Assessment Tools

  • In-basket Exercises evaluate candidates' adaptive thinking, problem-solving, and administrative abilities under simulated workplace pressures.
  • Individual Interviews provide direct verbal and visual interaction between the interviewer and candidate.
  • Informal Interviews are less structured and can take place anywhere without written communication.

Recruitment Strategies

  • Internal Recruiting fills job vacancies from the existing workforce, promoting internal advancement.
  • Job Analysis determines the duties of positions and the characteristics of ideal candidates.

Job Descriptions and Specifications

  • Job Descriptions outline duties, responsibilities, and requirements for specific roles, including job title and qualifications.
  • Job Specifications detail the skills, knowledge, and personal attributes required for effective job performance.

Job Design

  • Job Enlargement adds tasks of similar complexity to a role, enhancing job satisfaction and skill development.
  • Job Enrichment redesigns roles to increase responsibility and autonomy, boosting intrinsic motivation.

Training and Development

  • Job Instruction Training (JIT) is a structured training method focusing on logical step-by-step task performance.
  • Onboarding transitions new hires into employees, completing necessary paperwork and orientation.

Evaluation Methods

  • Performance Appraisal assesses employee performance systematically based on set criteria.
  • Upward Feedback allows subordinates to provide anonymous feedback about their supervisors' performance.
  • Staffing is the hiring process for specific roles within an organization.
  • Legal Hiring Practices ensure compliance with fairness and equality during employee recruitment.

Performance Measurement

  • Situational Judgment Tests (SJT) assess candidates’ decision-making skills through hypothetical scenarios.
  • The Performance Management process involves objective setting, progress assessment, and feedback to meet organizational goals.

Unique Training Approaches

  • Vestibule Training simulates the work environment for skill practice.
  • Miniature Job Training offers condensed task training for employees.

Career Development

  • Succession Planning prepares future leaders for key positions to maintain organizational stability.
  • Job Rotation exposes employees to various roles, enhancing their skill sets and organizational understanding.

Professional Roles

  • Talent Management Process coordinates the comprehensive strategy of planning, recruiting, and developing employees.
  • Recruiters focus on sourcing qualified candidates aligned with company goals.

Performance Appraisal Methods

  • Rating Scales Method uses defined factors to evaluate employee performance.
  • Work Standards Method compares employee performance against predetermined output standards.

Miscellaneous

  • Stress Interviews gauge candidates' reactions under pressure, reflecting their management potential.
  • Skill Inventories catalog employee competencies, aiding in talent management and workforce planning.

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Certified Human Resource Associate (CHRA) Review Material 2024 PDF

Description

This review material covers essential theories in Human Resource Management, providing a comprehensive overview for those preparing for the Certified Human Resource Associate (CHRA) exam. It includes topics like training, development, personnel planning, and recruitment. Ideal for aspiring HR professionals looking to enhance their knowledge.

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