TALENT ACQUISITION aPHR Study
Guide 2022 - 2023 Test Prep Book
Forecasting - ANS-the attempts to determine the supply of and demand for various
types of human resources to predict areas within the organization where there will be
labor shortages or surpluses
Qualitative Forecasting - ANS-Forecasting that utilizes the opinions or estimations of
industry experts or managers
Management Forecasting - ANS-Forecasting method to determine needs from
managers of each department
Expert Forecasting - ANS-Forecasting method utilizing staffing needs from industry
experts that can make decisions based on wider changes in the industry
Delphi Method - ANS-Form of qualitative forecasting that involves creating a consensus
between industry leaders via survey, where their answers are gathered.
Quantitative Forecasting - ANS-Forecasting based on raw mathematical data and
previous trends, such as employee productivity and output.
Four examples of Quantitative Forecasting - ANS-Ratio Analysis, Trend Analysis,
turnover analysis, and probability Models.
Ratio Analysis - ANS-Quantitative forecasting method that compares current with past
employment ratios to determine staffing needs.
Ex. Number of employees compared to number of products made
Trend Analysis - ANS-quantitative forecasting method that compares single amounts
instead of ratios, such as the number of employees
Turnover Analysis - ANS-Quantitative forecasting method that compares the number of
employees that leave a company within a given amount of time to past data
probability model - ANS-Using data gathered from quantitative forecasting methods ,
one can create a probability model
When Should you use Qualitative or Quantitative Forecasting - ANS-There is no or for
having a short term goal or a long term goal, it is not mutually exclusive. You can have
, both. For short term goals Qualitative Forecasting is most appropriate because you can
manage changing changing staffing needs
Quantitative methods are more appropriate for long term goals because staffing needs
have a tendency to change at a steady rate
Job Analysis - ANS-A systematic way of gathering and analyzing information about the
CONTEXT, CONTENT, and HUMAN requirements of a job within an organization.
Who typically conducts job analyses - ANS-Job analyses are typically conducted by A
member of Human Resources, an external consultant, or a manager.
Methods to gather data during a job analysis - ANS-Observations
Interviews
Highly Structured Questionnaires
Open-ended questionnaires
Work logs or work diaries
A job analysis is used to develop these three items - ANS-Job Descriptions
Job Competencies
Job Specifications
job description - ANS-A detailed breakdown of specific tasks, skills, and knowledge
needed for a position
Job descriptions should communicate what about the work? - ANS-The type of work
involved
The difficulty of the work
Any unusual elements that may be required
The frequency of with which various tasks need to be performed
Where would the physical requirements of a job for consideration under the Americans
with Disabilities Act (ADA) be included - ANS-In the Job description
Job competencies - ANS-A detailed list of broad skills or traits needed for a position
Examples of Job competencies - ANS-Leadership skills, attention to detail, teamwork,
conflict management.
What are core competencies? - ANS-competencies that are aligned with key business
objectives and are believed to contribute to organizational success
Job specification - ANS-A detailed list of specific qualifications, experience, or education
needed to perform the tasks.
Guide 2022 - 2023 Test Prep Book
Forecasting - ANS-the attempts to determine the supply of and demand for various
types of human resources to predict areas within the organization where there will be
labor shortages or surpluses
Qualitative Forecasting - ANS-Forecasting that utilizes the opinions or estimations of
industry experts or managers
Management Forecasting - ANS-Forecasting method to determine needs from
managers of each department
Expert Forecasting - ANS-Forecasting method utilizing staffing needs from industry
experts that can make decisions based on wider changes in the industry
Delphi Method - ANS-Form of qualitative forecasting that involves creating a consensus
between industry leaders via survey, where their answers are gathered.
Quantitative Forecasting - ANS-Forecasting based on raw mathematical data and
previous trends, such as employee productivity and output.
Four examples of Quantitative Forecasting - ANS-Ratio Analysis, Trend Analysis,
turnover analysis, and probability Models.
Ratio Analysis - ANS-Quantitative forecasting method that compares current with past
employment ratios to determine staffing needs.
Ex. Number of employees compared to number of products made
Trend Analysis - ANS-quantitative forecasting method that compares single amounts
instead of ratios, such as the number of employees
Turnover Analysis - ANS-Quantitative forecasting method that compares the number of
employees that leave a company within a given amount of time to past data
probability model - ANS-Using data gathered from quantitative forecasting methods ,
one can create a probability model
When Should you use Qualitative or Quantitative Forecasting - ANS-There is no or for
having a short term goal or a long term goal, it is not mutually exclusive. You can have
, both. For short term goals Qualitative Forecasting is most appropriate because you can
manage changing changing staffing needs
Quantitative methods are more appropriate for long term goals because staffing needs
have a tendency to change at a steady rate
Job Analysis - ANS-A systematic way of gathering and analyzing information about the
CONTEXT, CONTENT, and HUMAN requirements of a job within an organization.
Who typically conducts job analyses - ANS-Job analyses are typically conducted by A
member of Human Resources, an external consultant, or a manager.
Methods to gather data during a job analysis - ANS-Observations
Interviews
Highly Structured Questionnaires
Open-ended questionnaires
Work logs or work diaries
A job analysis is used to develop these three items - ANS-Job Descriptions
Job Competencies
Job Specifications
job description - ANS-A detailed breakdown of specific tasks, skills, and knowledge
needed for a position
Job descriptions should communicate what about the work? - ANS-The type of work
involved
The difficulty of the work
Any unusual elements that may be required
The frequency of with which various tasks need to be performed
Where would the physical requirements of a job for consideration under the Americans
with Disabilities Act (ADA) be included - ANS-In the Job description
Job competencies - ANS-A detailed list of broad skills or traits needed for a position
Examples of Job competencies - ANS-Leadership skills, attention to detail, teamwork,
conflict management.
What are core competencies? - ANS-competencies that are aligned with key business
objectives and are believed to contribute to organizational success
Job specification - ANS-A detailed list of specific qualifications, experience, or education
needed to perform the tasks.
