CHRA Review Material - Human Resource Theories

Certified Human Resource Associate (CHRA) Review Material - SET A: Human Resource Theories

• Table of Contents: Outlines the topics covered in the review material, including Introduction to Human Resource Management, Training and Development, Personnel Planning and Recruitment, Performance Appraisal, Job Analysis and Talent Management Process, Employee Testing and Selection, and a Definition of Terms section. Page numbers are included for each topic.

• Disclaimer: The review material is intended for educational and informational use only. Accuracy and completeness are sought, but there are no guarantees. Materials may contain errors or become outdated. Use of the materials does not create a professional relationship. Consult official sources for the most up-to-date information.

Introduction to Human Resource Management

• Basic Management Functions: Planning, organizing, leading, and outsourcing are included, but outsourcing is the exception.

• Manager Role: The manager is responsible for accomplishing organizational goals by managing employees' efforts.

• Planning Function: Establishing goals and developing rules/procedures is central to planning.

• Delegation: A manager delegating authority to a subordinate is an example of managing.

Training and Development

• Employee Orientation: Is a common part of a new employee's first day experience. This includes company information, benefits, and policies.

• Employee Orientation Program Goals: Assist new employees in becoming part of the team and familiarizing themselves with the company’s history, strategies, and culture. NOT choosing the best labor union.

• Training Methods: Techniques for developing employee skills, including formal courses and specific training programs. Examples: Job instruction training, Job rotation, Apprenticeship training, etc.

Personnel Planning and Recruitment

• Recruitment Process: Performing initial screening interviews, creating candidate pools, checking backgrounds and selecting positions to fill.

• Succession Planning: The process of determining how to fill executive positions.

• Trend Analysis: A method to study past employment data to predict future needs.

Performance Appraisal

• Performance Appraisal Definition: The process of evaluating performance against standards, whether current or past.

• Performance Appraisal Purposes: Assisting employees with addressing deficiencies, motivating, and improving performance.

• Responsibility for Appraisal: Typically the direct supervisor is responsible for the appraisal.

• Performance Appraisal Methods: Specific methods are mentioned, including 360-degree feedback, alternation ranking, graphic rating scale, and upward feedback.

Job Analysis and Talent Management Process

• Essential Job Analysis Information: Job description, job specification, job context.

• Methods for Collecting Data: Examples: Using skill inventories to better understand company talent and using diaries, interviews, observations to better understand work activities.

• First Step in Job Analysis: Determining how the gathered data will be used.

Employee Testing and Selection

• Reliability in Employment Tests: Consistent scores on similar tests at different times or using different forms of the test.

• Validity in Employment Tests: Accuracy of tests reflecting the criteria they were designed for.

• Employment Tests used by Companies: Examples: Physical ability testing, personality testing, and cognitive ability tests (e.g., management assessment center).

• Background Investigations: Reasons for these include confirming candidate information and ensuring compliance with legal and hiring policies.

This quiz covers essential human resource theories and practices as part of the Certified Human Resource Associate (CHRA) review material. Key topics include management functions, training and development, recruitment processes, and employee performance appraisal. Prepare yourself for a comprehensive understanding of human resource management.