aPHR HRCI Exam Prep with Complete
Solutions
Employment Forecasting Techniques - ANSWER-Historical data analysis
Economic indicators
Organization-specific data
Job analysis - ANSWER-Identifies job duties and responsibilities, classify tasks and
duties, examine KSAs, and create job profile
Job analysis techniques - ANSWER-Observation
interview
task inventory
functional job analysis
Elements required in a job description - ANSWER-o Job Title
o Summary
o Duties & Responsibilities
o Qualifications
o Skills
o Working conditions
Job ad - ANSWER-Created from job description, could include company overview,
comp and benefits, and location
Alternative Staffing Approaches - ANSWER-Temporary staffing
Independent contractors
Outsourcing
Temporary Staffing Pros & Cons - ANSWER-Pros: Quick hiring process, cost savings,
flexibility
Cons: Limited skillsets, lower commitment
Independent Contractors Pros & Cons - ANSWER-Pros: Expertise, flexibility, cost
savings
Cons: Lack of control, IP issues
Outsourcing Cons - ANSWER-Cons: Loss of control, security risks, negative impact on
morale
Methods for identifying staffing needs - ANSWER-Forecasting, Job Analysis
,Talent Sourcing Tools - ANSWER-· Social Media
· Candidate Pipelines
· Resume Mining
· Candidate Profiling
· Job Boards
· Career Pages
· Job Fairs
· Employee Referrals
Social Media for talent acquisition - ANSWER-Glassdoor & LinkedIn
Resume Mining - ANSWER-· Uses keyword searches
· Sources for candidate profiles include ATS, resume databases, and job board search
engines
Candidate Profiling steps - ANSWER-o Identify job's essential skills, qualifications, and
experience
o Scan resume for keywords
o Asses professional history and accomplishments
o Consider additional info
To maximize exposure on job boards - ANSWER-· Choose niche job boards, optimize
job titles with keywords, provide clear and concise info
Talent acquisition screening strategies - ANSWER-· Technical tests
· Personality tests like MBTI or DiSC
· Cognitive ability tests
· EQ tests
· Work samples
Interview approaches: - ANSWER-· Behavioral
· Situational
· Case
Types of Biases - ANSWER-o Confirmation, similarity, halo effect, horns effects,
stereotyping, contrast bias
Ways to reduce bias - ANSWER-a. Structured, consistent interviews
b. Scoring system
c. Diverse interview panel
Common HR KPIs - ANSWER-# of applicants, quality of hire, and time to fill
HR Efficiency metrics - ANSWER-Cost per hire, application-to-interview ratio, applicant-
to-hire ratio, time to schedule interview.
,HR Effectiveness metrics - ANSWER-Offer acceptance rates, retention rate, job
satisfaction, candidate experience
HR metrics enhanced by tech - ANSWER-· ROI
· Cost-per-hire
· Time-to-fill
Main challenges of tech in HR - ANSWER-Ensuring compliance with General Data
Protection Regulation (GDPR)
Types of background checks - ANSWER-o Identity verification
o Criminal history
o Education verification
o Employment history
o Credit history
o Motor vehicle record
o Drug screening
Elements of an offer - ANSWER-o Job title & description
o Start date
o Employment status
o Salary
o Benefits
o Employment-at=will
o Acceptance
Steps to follow when counteroffer is produced - ANSWER-o Evaluate
o Respond
o Negotiate
o Finalize
Key elements of employment contracts - ANSWER-· Job responsibilities
· Compensation
· Benefits & perks
· Duration of employment
· Probationary period
· Confidentiality and non-competition agreements
· Termination conditions
What is an Orientation? - ANSWER-One-day event where candidate signs an
acknowledgment form after going over employee handbook. Any NDAs, non-competes,
or IP assignment are signed. Benefits paperwork like enrollment forms and beneficiary
designation forms done.
, Onboarding - ANSWER-This process integrates new employees into the company and
its culture, equips them with the necessary tools and information, and sets them up for
success in their new role.
What should onboarding promote - ANSWER-Acclimation
Clear expectation
Positive Relationships
How does onboarding differ for internal v. external hires? - ANSWER-Orientation will
focus on new role's work environment, coworkers, responsibilities, and resources since
they're already familiar with company culture & general policies
Onboarding process in steps - ANSWER-1. Pre-boarding
2. Orientation (Day 1)
3. Integration & Training (Week 1)
4. Development & Performance (1 month)
5. Ongoing support
6. Evaluation Onboarding (Metrics for measuring onboarding success)
Organizational needs analysis steps - ANSWER-1. Define purpose and scope
2. Collect and evaluate data
3. Perform gap analysis
4. Prioritize needs
5. Manage recommendations
ADDIE method for developing a training program - ANSWER-o Analysis
o Design
o Development
o Implementation
o Evaluation
Steps have to be sequential, best for building out entire training program
Steps for performing gap analysis - ANSWER-1. Identify performance gap
2. Determine root causes
3. Prioritize performance factors
Competency Models - ANSWER-Provide KSAs (Knowledge, skills, & abilities) needed
for a specific job
Formal methods for gathering data in gap analysis - ANSWER-Surveys &
questionnaires, interview & focus groups, observation, job analysis, benchmarking,
performance reviews
Informal methods for gathering data in gap analysis - ANSWER-Feedback &
suggestions, informal observations, social media monitoring
Solutions
Employment Forecasting Techniques - ANSWER-Historical data analysis
Economic indicators
Organization-specific data
Job analysis - ANSWER-Identifies job duties and responsibilities, classify tasks and
duties, examine KSAs, and create job profile
Job analysis techniques - ANSWER-Observation
interview
task inventory
functional job analysis
Elements required in a job description - ANSWER-o Job Title
o Summary
o Duties & Responsibilities
o Qualifications
o Skills
o Working conditions
Job ad - ANSWER-Created from job description, could include company overview,
comp and benefits, and location
Alternative Staffing Approaches - ANSWER-Temporary staffing
Independent contractors
Outsourcing
Temporary Staffing Pros & Cons - ANSWER-Pros: Quick hiring process, cost savings,
flexibility
Cons: Limited skillsets, lower commitment
Independent Contractors Pros & Cons - ANSWER-Pros: Expertise, flexibility, cost
savings
Cons: Lack of control, IP issues
Outsourcing Cons - ANSWER-Cons: Loss of control, security risks, negative impact on
morale
Methods for identifying staffing needs - ANSWER-Forecasting, Job Analysis
,Talent Sourcing Tools - ANSWER-· Social Media
· Candidate Pipelines
· Resume Mining
· Candidate Profiling
· Job Boards
· Career Pages
· Job Fairs
· Employee Referrals
Social Media for talent acquisition - ANSWER-Glassdoor & LinkedIn
Resume Mining - ANSWER-· Uses keyword searches
· Sources for candidate profiles include ATS, resume databases, and job board search
engines
Candidate Profiling steps - ANSWER-o Identify job's essential skills, qualifications, and
experience
o Scan resume for keywords
o Asses professional history and accomplishments
o Consider additional info
To maximize exposure on job boards - ANSWER-· Choose niche job boards, optimize
job titles with keywords, provide clear and concise info
Talent acquisition screening strategies - ANSWER-· Technical tests
· Personality tests like MBTI or DiSC
· Cognitive ability tests
· EQ tests
· Work samples
Interview approaches: - ANSWER-· Behavioral
· Situational
· Case
Types of Biases - ANSWER-o Confirmation, similarity, halo effect, horns effects,
stereotyping, contrast bias
Ways to reduce bias - ANSWER-a. Structured, consistent interviews
b. Scoring system
c. Diverse interview panel
Common HR KPIs - ANSWER-# of applicants, quality of hire, and time to fill
HR Efficiency metrics - ANSWER-Cost per hire, application-to-interview ratio, applicant-
to-hire ratio, time to schedule interview.
,HR Effectiveness metrics - ANSWER-Offer acceptance rates, retention rate, job
satisfaction, candidate experience
HR metrics enhanced by tech - ANSWER-· ROI
· Cost-per-hire
· Time-to-fill
Main challenges of tech in HR - ANSWER-Ensuring compliance with General Data
Protection Regulation (GDPR)
Types of background checks - ANSWER-o Identity verification
o Criminal history
o Education verification
o Employment history
o Credit history
o Motor vehicle record
o Drug screening
Elements of an offer - ANSWER-o Job title & description
o Start date
o Employment status
o Salary
o Benefits
o Employment-at=will
o Acceptance
Steps to follow when counteroffer is produced - ANSWER-o Evaluate
o Respond
o Negotiate
o Finalize
Key elements of employment contracts - ANSWER-· Job responsibilities
· Compensation
· Benefits & perks
· Duration of employment
· Probationary period
· Confidentiality and non-competition agreements
· Termination conditions
What is an Orientation? - ANSWER-One-day event where candidate signs an
acknowledgment form after going over employee handbook. Any NDAs, non-competes,
or IP assignment are signed. Benefits paperwork like enrollment forms and beneficiary
designation forms done.
, Onboarding - ANSWER-This process integrates new employees into the company and
its culture, equips them with the necessary tools and information, and sets them up for
success in their new role.
What should onboarding promote - ANSWER-Acclimation
Clear expectation
Positive Relationships
How does onboarding differ for internal v. external hires? - ANSWER-Orientation will
focus on new role's work environment, coworkers, responsibilities, and resources since
they're already familiar with company culture & general policies
Onboarding process in steps - ANSWER-1. Pre-boarding
2. Orientation (Day 1)
3. Integration & Training (Week 1)
4. Development & Performance (1 month)
5. Ongoing support
6. Evaluation Onboarding (Metrics for measuring onboarding success)
Organizational needs analysis steps - ANSWER-1. Define purpose and scope
2. Collect and evaluate data
3. Perform gap analysis
4. Prioritize needs
5. Manage recommendations
ADDIE method for developing a training program - ANSWER-o Analysis
o Design
o Development
o Implementation
o Evaluation
Steps have to be sequential, best for building out entire training program
Steps for performing gap analysis - ANSWER-1. Identify performance gap
2. Determine root causes
3. Prioritize performance factors
Competency Models - ANSWER-Provide KSAs (Knowledge, skills, & abilities) needed
for a specific job
Formal methods for gathering data in gap analysis - ANSWER-Surveys &
questionnaires, interview & focus groups, observation, job analysis, benchmarking,
performance reviews
Informal methods for gathering data in gap analysis - ANSWER-Feedback &
suggestions, informal observations, social media monitoring
