HR Management Quiz: Employee Engagement & Performance

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Questions and Answers

Which of these is NOT a method for assessing employee engagement and satisfaction?

  • Stay interviews
  • Performance reviews (correct)
  • Focus groups
  • Surveys

Which of these is an example of a workplace flexibility program?

  • Performance appraisal
  • Job enrichment
  • Telecommuting (correct)
  • Job rotation

Which of the following is NOT a key component of performance management systems?

  • Calibration
  • User training
  • Suggestion mechanisms (correct)
  • Dashboard

Which of the following is NOT a principle of effective performance appraisal?

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

Which of these is an example of a job design technique aimed at increasing employee satisfaction?

<p>Job enrichment (A)</p> Signup and view all the answers

What is the primary focus of the 'Operating in a Global Environment' sub-competency?

<p>Managing globally influenced workplace requirements to achieve organizational goals. (C)</p> Signup and view all the answers

Which of the following is NOT considered a proficiency indicator for ALL HR professionals in the 'Operating in a Global Environment' sub-competency?

<p>Creates an HR strategy that incorporates the organization’s global competencies. (C)</p> Signup and view all the answers

Which of the following best describes the relationship between the two sub-competencies outlined in the text?

<p>The 'Advocating for a Culturally Inclusive and Diverse Workplace' sub-competency is a specific application of the principles outlined in the 'Operating in a Global Environment' sub-competency. (A)</p> Signup and view all the answers

What is one key aspect of managing contradictory or paradoxical practices, policies, and cultural norms to ensure harmony?

<p>Operating with a global mindset while remaining sensitive to local issues and needs. (C)</p> Signup and view all the answers

Which of the following is NOT a proficiency indicator for ALL HR professionals in the 'Advocating for a Culturally Inclusive and Diverse Workplace' sub-competency?

<p>Creates an HR strategy that incorporates the organization’s global competencies and perspectives on organizational success. (D)</p> Signup and view all the answers

What is the primary objective of designing, recommending, implementing, and/or auditing HR programs, practices, and policies intended to promote inclusion and diversity?

<p>To create a workplace where everyone feels welcome and respected. (C)</p> Signup and view all the answers

What is the significance of using expert knowledge about global HR trends, economic conditions, labor markets, and legal environments when evaluating the impact of inclusion and diversity on the organization’s HR strategy?

<p>It provides a broader perspective on the organization’s role in promoting diversity and inclusion. (A)</p> Signup and view all the answers

Which of the following is a key takeaway from the text regarding the principles of operating in a global environment and advocating for a culturally inclusive and diverse workplace?

<p>Adapting to local contexts and promoting inclusion are essential components of effective global HR management. (A)</p> Signup and view all the answers

Which of the following is NOT a key component of the Interpersonal behavioral competencies?

<p>Developing and implementing formal training programs (D)</p> Signup and view all the answers

Which of the following is NOT a component of Relationship Management, as defined in the text?

<p>Developing and implementing HR policies and procedures (B)</p> Signup and view all the answers

Which behavioral competency cluster is described as the KSAOs needed to successfully manage conflict and negotiations?

<p>Interpersonal (A)</p> Signup and view all the answers

What is the primary function of the Interpersonal behavioral competencies?

<p>To ensure that HR professionals can effectively collaborate and communicate with stakeholders (A)</p> Signup and view all the answers

Which of the following is a key responsibility of an HR professional in relation to diversity and inclusion (I&D)?

<p>Identifying changes in the workforce and workplace related to I&amp;D that are necessary to help an organization meet key business objectives (D)</p> Signup and view all the answers

Which of the following is NOT a key concept related to Global Mindset competency?

<p>Developing global marketing strategies (A)</p> Signup and view all the answers

Which of the following is NOT an example of a technique for bridging and leveraging individual differences and perceptions?

<p>Performance management systems (B)</p> Signup and view all the answers

Which of the following is NOT an example of a model used to understand cultural norms, values, and dimensions?

<p>Maslow's Hierarchy of Needs (C)</p> Signup and view all the answers

What is a key characteristic of someone demonstrating proficiency in "Operating in a Culturally Diverse Workplace"?

<p>Demonstrating openness and respect for others' cultural traditions (A)</p> Signup and view all the answers

What is an example of a best practice for creating and managing globally diverse workforces?

<p>Providing training on cultural sensitivity (B)</p> Signup and view all the answers

How can HR professionals promote inclusion in daily interactions with others?

<p>Encouraging constructive dialogue and active listening (A)</p> Signup and view all the answers

What is the connection between inclusion and diversity practices and organizational success?

<p>Inclusion and diversity practices contribute significantly to organizational success (B)</p> Signup and view all the answers

What is the primary focus of the Global Mindset competency?

<p>Valuing and considering diverse perspectives in a global context (C)</p> Signup and view all the answers

What was the primary motivation for refining the SHRM BoCK?

<p>To ensure that the SHRM BASK aligned with the needs of HR professionals preparing for the SHRM-CP and SHRM-SCP exams (B)</p> Signup and view all the answers

Which group of professionals was involved in reviewing the proposed content and framework of the HR Expertise competency?

<p>A panel of 19 HR and business leaders from various industries (A)</p> Signup and view all the answers

What was the goal of the multiorganizational criterion validation study conducted by SHRM?

<p>To establish a link between the competency model and job performance (A)</p> Signup and view all the answers

What source did SHRM consult to determine the universe of potential areas of knowledge needed by HR professionals?

<p>Existing literature on HR knowledge, including textbooks and curricula (A)</p> Signup and view all the answers

What is the significance of the SHRM BASK to the SHRM-CP and SHRM-SCP exams?

<p>The SHRM BASK helps subject matter experts write and refine exam items (A)</p> Signup and view all the answers

What was the purpose of the knowledge specification exercise conducted by SHRM?

<p>To further develop the HR Expertise technical competency (D)</p> Signup and view all the answers

What is the primary difference between the SHRM BoCK and the SHRM BASK?

<p>The SHRM BASK is a refinement of the SHRM BoCK (C)</p> Signup and view all the answers

How did the SHRM BoCK Advisory Panel contribute to the development of the HR Expertise competency?

<p>They reviewed the proposed content and framework of the HR Expertise competency to ensure its accuracy and comprehensiveness (B)</p> Signup and view all the answers

What is the primary responsibility of an ethical agent, according to the provided text?

<p>To identify and minimize organizational risks associated with unethical practices. (C)</p> Signup and view all the answers

Which of these is NOT a proficiency indicator for ALL HR professionals in regards to ethical practices?

<p>Advising senior management of organizational risks and conflicts of interest. (D)</p> Signup and view all the answers

What is a major ethical concern that an ethical agent must address?

<p>The influence of bias on HR and business decisions. (D)</p> Signup and view all the answers

Which of these is NOT a way to create an ethical culture?

<p>Promoting a culture of secrecy and non-disclosure to protect sensitive information. (D)</p> Signup and view all the answers

What is a crucial aspect of creating and overseeing HR programs that promote ethical behavior?

<p>Ensuring that employees understand and uphold the organization’s ethical standards and policies. (C)</p> Signup and view all the answers

What does the term 'Inclusion & Diversity' refer to in the context of organizational culture?

<p>The KSAOs needed to create a work environment where all individuals are respected and valued. (C)</p> Signup and view all the answers

What is the primary benefit of a diverse and inclusive workplace?

<p>Increasing organizational innovation and problem-solving abilities. (C)</p> Signup and view all the answers

How do ethical practices contribute to the success of a diverse and inclusive workplace?

<p>By providing a framework for fair and equitable treatment of all employees. (A)</p> Signup and view all the answers

Flashcards

Ethical Agent

An individual who fosters and upholds an organization's ethical environment.

Report Unethical Behaviors

Encouraging employees to disclose unethical acts without fear of repercussions.

Bias Mitigation

Methods to reduce the influence of bias in HR and business decisions.

Transparency in HR

Maintaining clear communication about HR policies and practices.

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Ethical Risks Communication

Identifying and informing leadership about potential ethical conflicts.

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Inclusion & Diversity (I&D)

Creating a workplace where all individuals feel respected and included.

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Ethical Culture Development

Crafting policies and practices promoting ethics within an organization.

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Ethics Learning Programs

Training initiatives that teach employees about ethical standards and practices.

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I&D Goals

Objectives and metrics set for Inclusion and Diversity within an organization.

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Interpersonal Skills

Behaviors and knowledge required for effective communication and relationship management in the workplace.

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Relationship Management

Ability to build, maintain networks, and manage conflicts in professional relationships.

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Global Mindset

The ability to operate effectively in a global workforce and appreciate diverse cultures.

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Collaboration

Working together towards common goals while managing conflicts and communications.

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Culturally Diverse Workplace

A work environment that respects and embraces people from various cultural backgrounds.

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Operating in a Culturally Diverse Workplace

Demonstrates respect and openness when engaging with different cultural traditions.

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Cultural Norms and Values

Shared principles and standards that guide behavior within cultural groups.

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Cultural Dimensions

Frameworks, like those from Hall and Hofstede, that analyze and compare cultural values.

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Inclusion and Diversity Practices

Strategies that promote a culture of belonging and leverage diverse perspectives in an organization.

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Reverse Mentorship

A mentoring relationship where a less experienced person provides insights to a more experienced individual, often across generational or cultural lines.

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Empathy in the Workplace

The ability to understand and share the feelings and perspectives of colleagues from different cultures.

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SHRM Competency Model

A framework detailing personal and professional traits essential for HR success.

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Criterion Validation Study

A study measuring the relationship between competencies and job performance.

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HR Expertise Technical Competency

Knowledge and skills necessary for HR professionals to perform effectively.

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Knowledge Framework Development

The process of identifying important HR knowledge areas from literature and surveys.

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SHRM BoCK Advisory Panel

A group of HR leaders reviewing competency content for accuracy.

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Proficiency Indicators

Defined benchmarks that indicate skill levels in HR competencies.

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SHRM BASK

The updated framework of applied skills and knowledge for HR certification exams.

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Practice Analyses

Assessments used to refine the HR competency framework.

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Positive Organizational Culture

An environment that encourages learning, communication, and shared values amongst employees.

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Workplace Flexibility Programs

Options like telecommuting and alternative schedules that support work-life balance.

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Employee Engagement Methods

Ways to assess satisfaction and involvement, such as surveys and focus groups.

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Job-Design Principles

Techniques that enhance jobs, like job enrichment or rotation, to improve motivation.

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Performance Management Systems

Systems that track and enhance employee performance using tools like dashboards and goal-setting.

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Operating in a Global Environment

Managing workplace requirements influenced by global factors to reach goals.

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Cultural Differences

Variations in behavior, beliefs, and values based on cultural backgrounds.

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Diversity Policies

Organizational guidelines that promote inclusion of diverse groups.

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Inclusion in the Workplace

Creating an environment where all employees feel welcomed and valued.

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Advanced HR Strategies

High-level plans that integrate global perspectives and trends into HR functions.

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Culturally Inclusive Practices

Actions and policies designed to encourage diverse cultural representation in the workplace.

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Consistency in HR Applications

Ensuring HR policies and practices are applied uniformly to all employees.

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Study Notes

SHRM Body of Applied Skills and Knowledge

  • The SHRM Body of Applied Skills and Knowledge (BASK) is a comprehensive roadmap for a career in Human Resources (HR)
  • The 2025 BASK provides a detailed framework for HR professionals, covering both knowledge and behaviors
  • It's organized into clusters like Business, Leadership, Interpersonal, People, Workplace and includes specific skills like Business Acumen, Consultation, Analytical Aptitude, Leadership & Navigation and Ethical Practice.
  • The BASK evolved from a previous model (SHRM BOCK) and now includes nine behavioral competencies and one technical competency.
  • Research, and insights from professionals globally were used for its latest update in 2021
  • The BASK is used to define the content areas for SHRM certifications (SHRM-CP, SHRM-SCP)
  • The knowledge areas covered in this work are intended for HR professionals in all levels (for example HR generalists and leaders)
  • A competency model, as defined inside, describes the combined knowledge, skills, abilities and other factors that help professionals perform effectively.

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2025 SHRM Body of Applied Skills and Knowledge PDF

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