Certified Human Resource Associate (CHRA) Review Material 2024 PDF

Certified Human Resource Associate (CHRA) Review Material SET A: Human Resource Theories Compiled by Human Resource Educators’ Association of the Philippines 2024 This material is not for sale. Table of Contents Intr...

Certified Human Resource Associate (CHRA) Review Material SET A: Human Resource Theories Compiled by Human Resource Educators’ Association of the Philippines 2024 This material is not for sale. Table of Contents Introduction to Human Resource Management 3 Training and Development 9 Personnel Planning and Recruitment 14 Performance Appraisal 20 Job Analysis and Talent Management Process 25 Employee Testing and Selection 30 Definition of Terms 34 DISCLAIMER: This CHRA Reference and Review booklet is intended for educational and informational purposes only. While every effort has been made to ensure the accuracy, completeness, and reliability of the information provided, we do not guarantee or warrant the one percent accuracy or correctness of the content. The materials may contain errors, omissions, or may have become outdated due to industry standards. The use of these materials does not create any form of a professional relationship between the reader and the authors or publishers. For the most updated information, please refer to official sources and relevant publications. While this will serve as a guide for your assessment examination, do not limit your review to this booklet. Use any available HR-related books or references. Source: Available online and printed HR-related books.  Part I Introduction to Human Resource Management Page 3  Introduction to Human Resource Management 1. The basic functions of the management process include all of the following EXCEPT ________. A) Planning B) Organizing C) Outsourcing * D) Leading 2. Which one of the following is the person responsible for accomplishing an organization's goals by managing the efforts of the organization's people? A) Manager * B) Entrepreneur C) Generalist D) Marketer 3. Which function of the management process requires a manager to establish goals and standards and to develop rules and procedures? A) Planning * B) Organizing C) Staffing D) Leading 4. 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? A) Staffing B) Organizing * C) Motivating D) Leading Page 4  Introduction to Human Resource Management 5. When managers use metrics to assess performance and then develop strategies for corrective action, they are performing the ________ function of the management process. A) Planning B) Leading C) Controlling* D) Organizing 6. In the management process, which one of the following is an activity associated with the leading function? A) Motivating subordinates * B) Setting performance standards C) Training new employees D) Developing procedures 7. Personnel activities associated with human resource management most likely include all of the following EXCEPT ________. A) Orienting and training new employees B) Appraising employee performance C) Building employee commitment D) Developing customer relationships * 8. A line manager's human resource responsibilities most likely include all of the following EXCEPT ________. A) Maintaining department morale B) Controlling labor costs C) Protecting employees' health D) Marketing new products and services * Page 5  Introduction to Human Resource Management 9. 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 ________. A) Recruiter * B) Manager C) Labor relations specialist D) Job analyst 10. Human resource managers generally exert ________ within the human resources department and ________ outside the human resources department. A) Line authority; staff authority * B) Staff authority; line authority C) Functional authority; line authority D) Staff authority; implied authority 11. Wilmer works in the HR department and is in charge of developing the plans for how people are paid and how the employee benefits program is run. Wilmer is most likely holding the position of ________. A) Training specialist B) Recruiter C) Compensation manager * D) Job analyst 12. An HR generalist at Wilson Manufacturing has been assigned to the sales department to provide HR management assistance as needed. Which of the following best describes the structure of the HR services provided at Wilson Manufacturing? A) Shared HR teams B) Embedded HR teams * C) Centers of expertise D) Corporate HR teams Page 6  Introduction to Human Resource Management 13. Which organization of the human resource function involves dedicated HR members that assist top management in issues such as developing the personnel aspects of the company's long-term strategic plan? A) Embedded HR teams B) Corporate HR teams * C) Centers of expertise D) Shared services 14. What term refers to the knowledge, skills, and abilities of a firm's workers? A) Human resources B) Human capital * C) Intangible assets D) Contingent personnel 15. 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? A) Tele-commuters B) Human capital C) Job-analysts D) On-demand workers * 16. The recent trend where in some occupations (such as high-tech) unemployment rates are low, while in others unemployment rates are still very high and recruiters in many companies can't find candidates, while in others there's a wealth of candidates is called ________. A) Talent analytics B) Globalization C) Unbalanced labor force * D) Human capital Page 7  Introduction to Human Resource Management 17. Which one of the following best exemplifies recent trends in technology that are affecting human resource management? A) Listing open positions on Monster.com, Careerbuilder.com, and similar websites. B) The use of gaming features to enhance training and performance appraisal * C) Allowing workers to telecommute D) Providing employees with laptops or tablets so they can work offsite 18. Evidence-based human resource management relies on all of the following types of evidence EXCEPT ________. A) Scientific rigor B) Existing data C) Research studies D) Qualitative opinions * 19. In small organizations, line managers frequently handle all personnel duties without the assistance of a human resource staff. True* or False? 20. What are the two distinct functions carried out by human resource managers? Line function and staff function* Page 8  Part II Training and Development Page 9  Training and Development 1. On Letitia's first day of work at a software firm, she attended a meeting with the HR manager and other new employees. Letitia learned about employee benefits packages, personnel policies, and the structure of the company. In Which one of the following did Letitia most likely participate? A. Recruitment B. Selection C. Employee orientation * D. Employee development 2. Which one of the following is most likely NOT one of the goals of a firm's employee orientation program A. Making new employees feel like part of a team B. Helping new employees become socialized into the firm C. Assisting new employees in selecting the best labor union * D. Teaching new employees about the firm's history and strategies 3. Employee orientation programs range from brief, informal introductions to lengthy, formal courses. True or False*? 4. Hiring highly skilled employees with great potential eliminates the need to provide orientation and training. True or False? 5. The methods used to give new or present employees the skills they need to perform their jobs are called ________ A. Orientation B. Training * C. Development D. Management Page 10  Training and Development 5. ________ identifies the training employees will need to fill future jobs. A. Competency modeling B. Performance analysis C. Strategic training needs analysis * D. Screening 6. What is the first step in the ADDIE training process? A. Assessing the program's successes B. Appraising the program's budget C. Analyzing the training need * D. Acquiring training materials 7. Amy, an accounting supervisor, has been asked to provide training for her subordinates about new tax laws. In order to motivate the individuals who, attend her training session, Amy should most likely do all of the following EXCEPT ________. A. Use as many visual aids as possible during the session B. Provide an overview of the material to be covered C. Use new terminology and technical concepts * D. Give information in logical, meaningful section 8. Employers will most likely use all of the following methods to identify training needs for new employees EXCEPT ________________. A. Analyzing job descriptions B. Reviewing performance standards C. Questioning current job holders D. Conducting a work sampling * Page 11  Training and Development 9. 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. True* or False? 10. Which one of the following would most likely occur during the fourth step of the ADDIE training process? A. Holding on-the-job training sessions * B. Selecting employees for training C. Preparing online training materials D. Asking participants for feedback 11. 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. A. Job rotation * B. Understudy C. Job expansion D. Informal learning 12. A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training is called ________. A. Job instruction training B. Programmed learning C. Apprenticeship training * D. Coaching technique Page 12  Training and Development 13. Ian is currently being trained on the job and is at the first step in the OJT process, which involves ________. A. Showing the trainee how do the task B. Verbalizing the steps of the task C. Checking to make sure the task was learned by the trainee D. Familiarizing the trainee with equipment, tools, and trade terms * 14. When jobs consist of a logical sequence of steps and are best taught step-by- step, the most appropriate training method to use is ________. A. Job instruction training * B. Apprenticeship training C. Programmed learning D. Job rotation Page 13  Part III Personnel Planning and Recruitment Page 14  Personnel Planning and Recruitment 1. What is the first step in the recruitment and selection process? A. Performing initial screening interviews B. Building a pool of candidates C. Performing candidate background checks D. Deciding what positions to fill * 2. Marcus, an HR manager for Samsung, must decide what positions the firm should fill in the next six months, which means Marcus is currently working on ________. A. screening job candidates B. personnel planning * C. interviewing job candidates D. writing job descriptions 3. The process of deciding how to fill executive positions at a firm is known as ________. A. Internal recruiting B. Succession planning * C. Long-term forecasting D. Advanced interviewing 4. Which one of the following terms refers to studying a firm's past employment needs over a period of years to predict future needs? A. Ratio analysis B. Trend analysis * C. Graphical analysis D. Computer analysis Page 15  Personnel Planning and Recruitment 5. 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? A. 2 B. 5 * C. 10 D. 20 6. 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? A. Computerized forecasting tools B. Skills inventories * C. Trend records D. Scatter plots 7. When managers need to determine which current employees are available for promotion or transfer, they will most likely use ________. A. Scatter plots B. Skills inventories * C. Estimated sales trends D. Personnel forecasts 8. All of the following are methods used by firms to develop high-potential candidates for future positions EXCEPT________. A. Providing internal training B. Implementing job rotation C. Offering global assignments D. Developing skills inventories * Page 16  Personnel Planning and Recruitment 9. Smith Industries is thinking of having another company take care of its benefits management. This is called ________. A. Outsourcing * B. Recruiting C. Telecommuting D. Screening 10. Recruiting is necessary to ________. A. Determine whether to use inside or outside candidates B. Forecast the short-term supply of outside candidates C. Create positive word-of-mouth about a firm D. Develop an applicant pool * 11. Which one of the following is the primary disadvantage of using internal sources of candidates to fill vacant positions in a firm? A. Lack of knowledge regarding a candidate's strengths B. Potential to lose employees who aren't promoted * C. Questionable commitment of candidates to the firm D. Significant training and orientation requirements 12. Maria Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Maria realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. All of the following questions are relevant to Mari's decision to fill top positions at the new hotels with internal candidates EXCEPT: A. What are the key managerial positions that are available at the new hotels? B. What percentage of employers in the service industry use succession planning? * C. What skills, education, and training have been provided to potential candidates? D. What is the designated procedure for assessing and selecting potential candidates? Page 17  Personnel Planning and Recruitment 13. Which one of the following is NOT a tool used by firms to recruit outside candidates? A. Newspaper advertising B. Intranet job postings * C. Employment agencies D. Online job boards 14. Which one of the following factors plays the greatest role in determining the best medium for a job advertisement? A. Skills needed for the job * B. Job compensation and salary C. Time allowed to fill the position D. Graphics used in the advertisement 15. An employer will most likely use a private employment agency in order to ________. A. Receive assistance writing job ads B. Adhere to legal hiring practices C. Fill a specific job opening quickly * D. Spend more time recruiting applicants 16. 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 ________. A. Provide the agency with an accurate job description * B. Post jobs on the firm's intranet and bulletin boards C. Develop applicant screening software for internal hires D. Send HR experts to monitor the agency's recruiting activities Page 18  Personnel Planning and Recruitment 17. Kate works as a nurse on temporary assignment for hospitals throughout the region on an as-needed basis. Kate is most likely ________. A. Working as a contingent worker * B. Participating in a job rotation C. Using job enlargement D. Benchmarking jobs 18. What is an advantage of using employee referral campaigns? A. Local, hourly workers can be recruited quickly. B. Applicants have received realistic job previews. * C. Rewards and incentives are eliminated. D. Applicants have community ties 19. Publicizing an open job to current employees through a firm's intranet or bulletin board is known as job posting. True* or False? Page 19  Part IV Performance Appraisal Page 20  Performance Appraisal 1. 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? A. employee selection B. performance appraisal * C. employee orientation D. Organizational development 2. The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to________. A. Apply for managerial positions B. Remove any performance deficiencies * C. Revise their performance standards D. Enroll in work-related training programs 3. All of the following are reasons for appraising an employee's performance EXCEPT ________. A. Correcting any work-related deficiencies B. Creating an organizational strategy map * C. Determining appropriate salary and bonuses D. Making decisions about promotions 4. In most organizations, who is primarily responsible for appraising an employee's performance? A. Employee's direct supervisor * B. Company appraiser C. Human resources manager D. Employee's subordinates Page 21  Performance Appraisal 5. What is the first step of any performance appraisal? A. Giving feedback B. Setting work standards * C. Making plans to provide training D. Assessing the employee's performance 6. What usually occurs when employees rate themselves for performance appraisals? A. Ratings are reliable but invalid. B. Ratings are subject to halo effects. C. Ratings are higher than when provided by supervisors. * D. Ratings are about the same as when determined by peers 7. Which one of the following terms refers to the process of allowing subordinates to rate their supervisor's performance anonymously? A. Supplemental evaluation B. Upward feedback * C. Paired evaluation D. Peer evaluation 8. Which one of the following terms refers to a performance appraisal based on surveys from peers, supervisors, subordinates, and customers? A. 360-degree feedback * B. Team appraisals C. Upward feedback D. Rating committee Page 22  Performance Appraisal 9. Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well. True* or False? 10. The HR department monitors the performance appraisal system, but it is typically not involved in rating employees. True* or False? 11. 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 True* or False? 12. Which one of the following is the easiest and most popular technique for appraising employee performance? A. Alternation ranking B. Graphic rating scale * C. Forced distribution D. Constant sum rating scale 13. 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? A. Behaviorally anchored rating scale B. Forced distribution * C. Alternation ranking D. Paired comparison Page 23  Performance Appraisal 14. Which term refers to ranking of employees from best to worst on a trait or traits, choosing highest than lowest until all are ranked? A. Performance management B. Paired comparison C. Alternation ranking * D. Direction sharing 15. 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 True* or False? Page 24  Part V Job Analysis and Talent Management Process Page 25  Job Analysis and Talent Management Process 1. In an effective talent management system, an employee's performance appraisal would initiate training and development opportunities. True* or False? 2. Effective talent management focuses on developing employee competencies that align with strategic goals. True* or False? 3. All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________. A. Job description B. Job specification C. Job analysis D. Job context 4. All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________. A. Work activities B. Human behaviors C. Performance standards * D. Employee benefits options 5. 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? A. Deciding how the gathered information will be used B. Collecting data on job activities and working conditions C. Selecting representative job positions to assess D. Reviewing relevant background information * Page 26  Job Analysis and Talent Management Process 6. All of the following requirements are typically addressed in job specifications EXCEPT ________. A. Desired personality traits * B. Required education levels C. Necessary experience D. Working conditions 7. Which one of the following indicates the division of work within a firm and the lines of authority and communication? A. Process chart B. Employee matrix C. Organizational chart * D. Corporate overview 8. Which one of the following is an example of business process reengineering? A. Using computerized systems to combine separate tasks * B. Creating a visual chart for workflow procedures C. Assigning additional activities to new employees D. Developing employee skills and behaviors 9. While performing the fifth step of a job analysis, it is essential to confirm the validity of collected data with the ________. A. EEOC representative B. HR manager C. Legal department D. Worker * Page 27  Job Analysis and Talent Management Process 10. Which one of the following terms refers to systematically moving workers from one job to another? A. Job rotation * B. Job enrichment C. Job enlargement D. Job adjustment 11. Conducting the job analysis is the sole responsibility of the HR specialist. True or False*? 12. 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? A. Observing all employees B. Interviewing the HR manager C. Holding a group interview with a supervisor * D. Conducting telephone surveys of all employees 13. One of the problems with direct observation is ________, which is when workers alter their normal activities because they are being watched. A. Flexibility B. Falsification C. Reactivity * D. Diversion 14. 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. True or False*? Page 28  Job Analysis and Talent Management Process 15. 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? A. Diaries * B. Interviews C. Observations D. Questionnaires Page 29  Part VI Employee Testing and Selection Page 30  Employee Testing and Selection 1. A reliable employment test will most likely yield ________. A. Consistent scores when a person takes two alternate forms of the test * B. Improved scores when a person takes the same test more than once in a single day C. High scores when a person takes two alternate forms of the test on different occasions D. Similar scores when two different people are administered the test at different times 2. Which one of the following terms refers to the accuracy with which a test fulfills the function for which it was designed? A. Reliability B. Validity * C. Expectancy D. Consistency 3. Selection tests should be used as supplements to other tools like interviews and background checks. True* or False? 4. 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? A. Motor ability * B. Personality C. Cognitive D. Interest Page 31  Employee Testing and Selection 5. 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. A. Interpersonal skills B. Cognitive skills C. Physical abilities * D. Achievements 6. The Big Five personality dimensions include all of the following EXCEPT ________. A. Neuroticism B. Optimism * C. Extroversion D. Conscientiousness 7. 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? A. Achievement testing B. Work sampling technique C. Management assessment center D. Miniature job training * 8. Which one of the following is the primary reason that firms conduct background investigations of job applicants? A. Adhere to legal hiring practices B. Limit the number of applicants C. Uncover false information * D. Report criminals to police Page 32  Employee Testing and Selection 9. A(n) ________ is a multi-day simulation in which candidates perform realistic tasks in hypothetical situations and are scored on their performance A. Work sampling event B. Situational judgment test C. Management assessment center * D. Applicant personality test Page 33  Definition of Terms Page 34  Definition of Terms 360-degree Feedback - It is a popular performance appraisal method that involves evaluation input from multiple levels within the firm as well as external sources. In this method, people all around the rated employee may provide ratings, including senior managers, the employee himself or herself, supervisors, subordinates, peers, team members, and internal or external customers. Achievement Testing - Achievement testing refers to assessments designed to measure an individual's knowledge, skills, or competencies in specific areas that are relevant to their job performance. Advanced Interviewing - Advanced interviewing refers to a strategic approach used by organizations to thoroughly assess candidates for employment beyond the traditional interview process. This method aims to gather comprehensive insights into candidates' skills, competencies, experiences, and potential contributions to the organization. Alternation Ranking - Alternate ranking is the performance appraisal method for employees where assessor selects the best and worst employees based on certain trait/criterion and ranks them accordingly. Applicant Personality Test - Also known as a personality assessment or personality inventory, this test is used to evaluate the personality traits, characteristics, and preferences of job applicants. It aims to predict how well an individual might fit into a specific role or organizational culture based on their personality profile. Appraisal Interview - Appraisal interview is a formal discussion process between an employee and his/her manager regarding performance and other aspects of job role. In this interview, the employer and the employee discuss the performances of the individual and the key areas of improvement and how the employee can grow through a feedback mechanism. Page 35  Definition of Terms Apprenticeship Training - Apprenticeship training is a formalized program combining on-the-job training (OJT) with classroom instruction. It is typically used in skilled trades and professions, where apprentices (learners) work under the guidance of experienced mentors or journeymen to develop practical skills and theoretical knowledge necessary for the job. Background Check - It is a part of the hiring process in which an investigation is carried out to check a potential employee’s background, based on criteria such as education, criminal records, past work experiences, etc. This verification is done because organizations often need to confirm if the information provided by the candidate is true or not. Behaviorally Anchored Rating Scale (BARS) Method - The behaviorally anchored rating scale (BARS) method is a performance appraisal method that combines elements of the traditional rating scales and critical incident methods; various performance levels are shown along a scale with each described in terms of an employee’s specific job behavior. Benchmarking Jobs - Benchmarking jobs involve comparing job roles and responsibilities within an organization or across different organizations to determine the relative value and pay structure for similar jobs in the job market. It helps in establishing competitive compensation and benefits packages. Bonuses - Bonuses are additional monetary rewards given to employees on top of their base salary, typically based on individual, team, or organizational performance. Buddy System - It is part of the employee onboarding process in which a new hire is assigned a buddy who guides the new hire on the different aspects of the job. It may include making him/her familiar with the office environment and other members of the team. Page 36  Definition of Terms Candidates - An individual seeking employment or appointment to a particular job, role, or office. They manifest interest by submitting an application, usually accompanied by a resume or curriculum vitae. Campus Recruitment - Campus recruitment is an external source of recruitment, where the educational institutions such as, colleges and universities make provision of information to the students regarding employment opportunities. Career Development - Career Development is a formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed. Case Studies - Trainees are given in-depth descriptions (5 to 30 pages) of the experiences of disguised organizations. This allows them to see the experiences of numerous managers in a short period of time. Central Tendency Error - Central tendency error is an evaluation appraisal error that occurs when employees are incorrectly rated near the average or middle of a scale. Coaching (Understudy Method) - In this method, a superior gives training to a subordinate as his understudy like an assistant to a manager or director. Cognitive Ability Test - It measures the candidate’s ability to solve problems and think critically. Compensation Manager - A Compensation Manager is a specialized role within the Human Resources (HR) function of an organization. Their primary responsibility is to design, implement, and manage the organization's compensation and benefits programs. Page 37  Definition of Terms Competency Model - A competency model is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that define the skills and abilities that enable successful job performance. Contingent Personnel - A contingent personnel is someone who performs tasks for an organization without being formally hired as the organization’s permanent employee. Corporate HR teams - Centralized HR units managing HR strategy and policy across the organization. Critical Incident Method - The critical incident method is a performance appraisal method that requires keeping written records of highly favorable and unfavorable employee work actions. Depth Interview - Depth interview is a semi-structured interview, where the candidates have to give detailed information about their educational qualifications, work experience, special interests, skills, aptitude and so forth. Direct Recruitment - Direct recruitment refers to the external source of recruitment, where the recruitment of qualified candidates are carried out by putting a notice regarding job vacancy on the notice board of the organization. Embedded HR teams - HR units integrated into specific departments to provide localized HR support. Page 38  Definition of Terms Employee Benefits Program - An employee benefits program, often referred to simply as benefits or perks, is a set of non-wage compensations provided to employees in addition to their regular wages or salaries. These benefits are designed to enhance the overall compensation package offered by employers and typically include various forms of insurance, retirement plans, wellness programs, and other fringe benefits. Employee Development - Employee development is a process of improving employees’ existing competencies and skills and developing newer ones to support the organization’s goals. Employee Engagement - Employee engagement refers to the level of commitment workers make to their employer, seen in their willingness to stay at the firm and to go beyond the call of duty. Employee Matrix - An employee matrix, often referred to as a matrix organizational structure, is a management structure where employees are grouped simultaneously by two different operational dimensions. Typically, this involves employees reporting to both a functional manager (based on their expertise or specialization) and a project manager (based on the specific project they are working on). Employee Orientation - Employee orientation is the process of introducing new hires to their jobs, co-workers, responsibilities, and workplace. Employee Referrals - It is the process of hiring new capitals through the references of the employees, who are currently employed within the organization. Page 39  Definition of Terms Employee Selection - Employee selection refers to the process by which organizations choose individuals from a pool of job applicants to fill job vacancies. It is a critical aspect of human resource management aimed at identifying and hiring candidates who are most likely to succeed in the job and contribute effectively to the organization's goals. Employee Testing - Employee testing refers to the process of assessing job applicants or current employees through various types of tests and assessments. These tests are designed to evaluate specific skills, abilities, knowledge, personality traits, or other attributes relevant to the job or organizational requirements. Employment Agencies - These are firms or organizations that assist employers in finding suitable candidates for job openings. They often have access to a pool of pre-screened candidates and can help with various aspects of the recruitment process. Employment Exchanges - Employment exchange is a government entity, where the details of the job seekers are deposited and given to the employers for filling the vacant positions. Equal Employment Opportunity Commission - It is an organization that is responsible for the enforcement of federal laws that prohibit organizations from discriminating against employees on the basis of multiple factors including race, color, nationality, religion, gender, etc. Essay Method - The essay method is a performance appraisal method in which the rater writes a brief narrative describing the employee’s performance. This method tends to focus on extreme behavior in the employee’s work rather than on routine day-to-day performance. Page 40  Definition of Terms Exit Interview - Exit interviews are conducted for those employees, who want to leave the organization. The significance of the exit interview is to ascertain the reasons behind leaving the job. Forced Distribution Method - The forced distribution method of performance appraisal requires the rater to assign individuals in a work group to a limited number of categories, similar to a normal frequency distribution. The purpose of forced distribution is to keep managers from being excessively lenient and having a disproportionate number of employees in the “superior”. Formal Interview - A formal interview is organized in an informal manner, i.e., the candidate will be aware about the dates and timings of the interview well in advance and the interviewer plans and prepares the questions for the interview. Group Interview - In this type of interview, all the candidates or a group of candidates are interviewed together. Halo - A halo error occurs when a manager generalizes one positive performance feature or incident to all aspects of employee performance, resulting in a higher rating. Human Capital - Human capital refers to the economic value of a worker's experience and skills. Human capital includes assets like education, training, intelligence, skills, health, and other things employers value such as loyalty and punctuality. HR Generalist - An HR generalist is an HR employee who typically reports to an HR manager or director. HR generalists handle daily core HR functions, such as recruitment, employee relations, compensation and compliance. Page 41  Definition of Terms Human Resource Planning - Human resource planning (HRP) is the continuous process of systematic planning to achieve optimum use of an organization's most valuable asset—quality employees. HR planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses. Human Resources Forecasting - HR forecasting is the process of predicting how a company’s staffing needs change with time so that it can remain prepared to operate successfully. HR forecasting ensures a company will have the right number of employees on staff. Human Resources Management - Human resource management, or HRM, involves coordinating, managing, and allocating human capital, or employees, in ways that move an organization’s goals forward. HRM focuses on investing in employees, ensuring their safety, and managing all aspects of staffing from hiring to compensation and development. In-basket Exercises - The in-basket exercise is designed to assess a candidate's adaptive thinking, problem-solving, judgement, administrative abilities, planning, organizing, delegating, and integrative skills while dealing with memos, e-mails, requests, messages, handwritten notes, and other items while under pressure. Individual Interview - In an individual interview, the interview takes place on a one to one basis. In this case, there will be a verbal and a visual interaction between two people, an interviewer and a candidate. Induction - It is the process of receiving and welcoming of the employees, after they have been selected and providing them the required training needed to settle down adequately. Page 42  Definition of Terms Informal Interview - Such interviews are conducted in an informal way, i.e., the interview will be stable without any written communication and can be arranged at any place. Internal Recruiting - Internal recruiting, also known as internal promotion or internal hiring, refers to the process of identifying and filling job vacancies within an organization from its existing workforce. Instead of hiring external candidates, internal recruiting involves considering current employees for open positions, whether they are within the same department or elsewhere in the organization. Interviews - Interviews involve one-on-one or group discussions between a job analyst (interviewer) and employees, supervisors, or subject matter experts. During the interview, the analyst asks structured or semi-structured questions to gather information about job duties, skills required, work conditions, and other aspects relevant to job roles. Intranet Job Postings - Involves posting job openings on the organization's internal network or intranet. It is used to inform current employees about job opportunities within the company, encouraging internal mobility and career advancement. Job Analysis - Job Analysis is a procedure through which you determine the duties of the positions and the characteristics of the people to hire them. Job Analyst - Job analysts work in the human resources (HR) department of a company or organization, conducting in-depth research about occupations and job descriptions. They focus on worker classification systems while studying the effects of industry and occupational trends upon worker relationships. Page 43  Definition of Terms Job Compensation and Salary - Refers to the monetary and non-monetary benefits offered to employees in exchange for their work. It includes base salary, bonuses, incentives, benefits (like healthcare and retirement plans), and other perks that contribute to the overall compensation package. Job Context - Job context refers to the broader environment or conditions in which a job is performed. It includes factors such as the physical work environment, organizational culture, relationships with coworkers and supervisors, tools and equipment used, and any other relevant contextual information. Job Description - A job description is a written statement that outlines the duties, responsibilities, tasks, and requirements of a particular job. It typically includes information such as job title, job summary, essential functions, qualifications, and reporting relationships. Job Enlargement - Job enlargement refers to expanding a job's scope by adding more tasks or responsibilities of a similar level of complexity. It aims to provide employees with a broader range of duties within their current role to enhance job satisfaction and skill development. Job Enrichment - Job enrichment involves redesigning jobs to incorporate higher levels of responsibility, autonomy, decision-making authority, and complexity. The goal of job enrichment is to enhance the intrinsic motivation and satisfaction of employees by providing opportunities for growth, challenge, and achievement within their current roles. Page 44  Definition of Terms Job Instruction Training - Job Instruction Training (JIT) is a structured training method suitable for jobs with clear and logical sequences of steps. It involves breaking down tasks into smaller components, teaching each step sequentially, and ensuring the trainee can perform each task correctly before moving on to the next. This method is effective for quickly teaching specific job skills and procedures. Job Posting - Job posting refers to the practice of publishing and displaying advertisements of an open job to the employees. Job Rotation - Job rotation involves moving employees through a variety of positions within an organization or department. Job Specification - Job specification refers to a statement that outlines the qualifications, skills, knowledge, abilities, and personal attributes required to perform a specific job effectively. It details the qualifications and characteristics that an ideal candidate should possess to succeed in the role. Job Vacancy - An open position within an organization or company that requires a qualified individual to fill it. Legal Hiring Practices - Legal hiring practices refer to the rules, regulations, and ethical standards that organizations must adhere to when recruiting and selecting employees. These practices are designed to ensure fairness, equality, and compliance with applicable laws throughout the hiring process. Leniency - Giving undeserved high ratings to an employee. Page 45  Definition of Terms Management Assessment Center - This is a structured evaluation method used to assess managerial potential or leadership qualities in individuals. It typically involves a series of simulations, exercises, and interviews designed to evaluate skills such as leadership, decision-making, communication, and problem-solving in a controlled setting. Miniature Job Training - This refers to a training approach where employees are provided with condensed or abbreviated versions of job tasks or responsibilities to learn and practice. It allows individuals to gain practical experience and skills relevant to their roles in a controlled and manageable setting before performing the tasks independently or in a real work environment. Outsourcing - Outsourcing in human resource management, or HRM, is the act of hiring an external firm to handle part or all of your human resource needs instead of relying on a dedicated internal HR department or employee. Onboarding - Onboarding is the process of moving a new hire from applicant to employee status, ensuring that paperwork is done and orientation is completed. Online Job Boards - Websites or platforms where employers can post job openings to reach a wide audience of potential candidates on the internet. Job seekers can search and apply for positions based on their skills and preferences. Panel Interview - Panel interview, as the name indicates, is being conducted by a group of people. In this type of interview, three to five members of the selection committee will be asking questions to the candidates on various concepts. Page 46  Definition of Terms Project Teams (Action Learning) - A temporary team, often consisting of people from different areas or functions, that works on real projects. Ranking Method - Ranking method is a performance appraisal method in which the rater ranks all employees from a group in order of overall performance. Rating Scales Method - The rating scales method is a performance appraisal method that rates employees according to defined factors. Rewards and Incentives - Rewards and incentives are mechanisms used by organizations to recognize, motivate, and reward employees for their contributions, efforts, achievements, and behaviors that align with organizational goals and values. Recruiter - An HR professional responsible for finding and hiring qualified candidates. Recruitment - Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and onboarding employees. In other words, it involves everything from the identification of a staffing need to filling it. Screening - Screening is the process of evaluating job applications, scanning resumes and selecting suitable candidates that match with the job description. Sensitivity Training (T-groups) - A psychological technique in which intensive group discussion and interaction are used to increase individual awareness of self and others; it is practiced in a variety of forms under such names as T-group, encounter group, human relations, and group-dynamics training. Page 47  Definition of Terms Skill Inventories - Skill inventories are structured databases or systems used by organizations to catalog and manage information about the skills, competencies, qualifications, and experiences of their employees. These inventories are valuable tools for human resources (HR) departments and organizational leaders to understand the capabilities of their workforce and make informed decisions related to talent management, workforce planning, training and development, and succession planning. Stereotyping - Occurs when managers allow individual differences to affect the ratings they give. These differences are gender, race, or age. Stress Interview - Stress interviews are conducted to ascertain how a candidate would react during the time of stress and cope up with problems. In this type of interview, the interviewer will come to know whether the candidate can deal in an effective manner with the demands and needs of a complicated job. Strictness - Being unduly critical of an employee’s work performance. Structured Interview - In this type, the interview is planned, designed and detailed in advance. A structured interview is pre-planned, precise, and reliable in hiring the candidates. Talent Management Process - Talent Management Process is the the goal-oriented and integrated process of planning, recruiting, developing, managing and compensating employees Talent Specialist - Talent Specialist is an HR professional who sources and screens candidates that best fit the company's future goals. Their duties include establishing hiring criteria, understanding recruiting needs and finding the right candidates. Page 48  Definition of Terms Performance Appraisal - Performance appraisal, also known as performance evaluation or performance review, is a systematic process used by organizations to assess and evaluate the job performance of employees. It involves gathering and analyzing information about employees' performance, accomplishments, strengths, weaknesses, and areas for improvement. Performance Appraisal System - A performance appraisal system (also known as a performance management system) is a structured process used by organizations to assess and evaluate employees' job performance, contributions, and achievements within a specific period. Performance Management - Performance management refers to the continuous process of setting objectives, assessing progress, and providing feedback to employees to ensure that organizational goals are met effectively and efficiently. Promotion - Promotion refers to advancement of the employees by evaluating their job performance. It is the process of shifting an employee from a lower position to a higher position with more responsibilities, remuneration, facilities, and status. Salary - Salary refers to the fixed amount of money paid to an employee for performing a job role over a specific period, typically on a monthly or annual basis. Self- Appraisal - Self-appraisal is the process when an employee evaluates their performance. Employees are given a chance to examine their performance and determine their strengths and flaws during this process. Staffing - Staffing is the process of hiring eligible candidates in the organization or company for specific positions. Page 49  Definition of Terms Situational Judgment Test (SJT) - This is a type of psychological test used in the assessment of candidates or employees. It presents hypothetical scenarios relevant to the job and asks respondents to choose the most appropriate action or decision from a set of options. SJTs assess judgment, problem-solving abilities, and decision-making skills in specific contexts. Succession Planning - Succession planning is a proactive process of identifying and developing potential future leaders or key employees within an organization to fill key roles when they become vacant. The primary goal of succession planning is to ensure a smooth transition of leadership and critical positions to minimize disruptions and maintain organizational stability. Training - Training refers to the process of teaching specific skills and knowledge to employees to improve their performance in current roles. It typically involves structured programs, workshops, seminars, or on-the-job training aimed at developing technical, operational, or job-specific competencies. Training and Development - Training and development (T&D) refers to the process of equipping employees with the knowledge, skills, and competencies required to perform their job effectively and to contribute to organizational success. It is a critical function within Human Resources (HR) that focuses on enhancing employee performance, productivity, and engagement through structured learning experiences. Training Specialist - A Training Specialist, also known as a Training Coordinator or Training and Development Specialist, is a professional within the Human Resources (HR) function who specializes in planning, implementing, and evaluating training programs for employees. Page 50  Definition of Terms Transfer - Transfer refers to the process of interchanging from one job to another without any change in the designation and responsibilities. It can also be the shifting of the employees from one department to another department or from one location to another, depending upon the requirement of the position. Understudy - An understudy is 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 (e.g., due to illness, vacation, or promotion). Unstructured Interview - This type of interview is an unexpected one, where the interview questionnaire is not prepared. The interviewers are not well prepared regarding the questions that are to be asked and in obtaining accurate answers. Upward Feedback - Upward feedback is a process where subordinates or employees provide anonymous feedback on their supervisor's performance. This feedback mechanism allows employees to share their perspectives on their supervisor's leadership, communication, management style, and other relevant aspects of their role. Vestibule Training - Vestibule training is a type of training that involves creating a simulated work environment for employees to practice job-related tasks and skills. Work Sampling Event - This refers to a method used in industrial and organizational psychology to assess how employees spend their time on various tasks. It involves taking random samples of work activities to gain insights into work patterns, efficiency, and productivity. Work Standards Method - The work standards method is a performance appraisal method that compares each employee’s performance to a predetermined standard or expected level of output. Page 51  Level 24, Philippine Stocks Exchange Tower 2, 5th Avenue Corner 28th Street, Bonifacio Global City - Taguig City 1634 [email protected] Landline: 02-85384910 | Mobile: 09665265350 www.hreap.org All Rights Reserved 2024 This material is not for sale.