CPRP - Human Resources Exam Questions and Answers

human resource (HR) management - Answer- design of formal systems in an organization to ensure effective and efficient use of human talent to accomplish organizational goals HR functions - Answer- planning, recruitment, selection, placement, development, performance management, compensation and benefits, and employee health/safety/security job descriptions - Answer- derived from job analysis; represents a summarized document of the content identified in the job analysis and specifies the major job domains and tasks of a job job analysis - Answer- gather data in a formal and systematic method about what people do in their jobs job domain - Answer- sum of all tasks job title - Answer- sum of all job domains job analysis methods - Answer- critical incidents/observations interview job performance structured questionnaires task-analysis inventory combination of methods job - Answer- a group of positions that are identical with respect to their major or significant tasks and can be adequately addressed by a single analysis position - Answer- represents the set of domains and tasks performed by an individual in the park and recreation agency domain - Answer- serve as the primary areas of responsibility for the job tasks - Answer- represent the specific work actively performed on the job by one staff within a limited time period task statement - Answer- 1. begin with an action verb 2. include only one specific task 3. describe what the employee does job description format - Answer- job title, identification, summary statement, job domains and tasks, job specifications, and disclaimers recruitment - Answer- set of activities that seeks and attracts job applicants with the necessary competencies to fill specific positions in the organization realistic job preview (RJP) - Answer- informs applicants about all aspects of the job, both positive and negative common candidate review stages - Answer- 1. completion and screening of application forms 2. preliminary interview(s) 3. testing 4. reference checking aptitude test - Answer- measure an applicant's capacity or potential ability to learn or perform tasks pyschomotor test - Answer- adopted within outdoor-based recreation settings and are used to test a person's strength, dexterity, and coordination proficiency test - Answer- measure the job-related knowledge possessed by the applicant interest test - Answer- designed to determine how a person's interests compare with the interests of successful people in a specific job position personality tests - Answer- used by agencies to identify an applicant's personality traits employment decision - Answer- rejection, on-the-spot offer, delayed offer intentional discrimination - Answer- hiring manager applies one standard to one set of individuals and a different standard to all others in the workforce unintentional discrimination - Answer- hiring manager unknowingly discriminates against others by adopting certain practices or making employment decisions that result in substantial under-representation of individuals from a protected class structured interview - Answer- P&R professional will ask each candidate pre-determined questions that are based on the competencies outlined in the job description structured interview questions - Answer- biographical, behavioral, competency, situational biographical interview questions - Answer- center on a chronological evaluation of a candidate's past experience behavioral interview questions - Answer- require candidates to describe how they performed a certain task or handled a problem in the past competency interview questions - Answer- utilize a competency profile for the open position which includes a list of competencies needed to successfully perform the job situational interview questions - Answer- require the candidates to discuss how they might manage specific job situations unstructured interview - Answer- considerable flexibility in how the interview is conducted; not committed to a predetermined list of questions; questions can vary to follow up on points of interest, and/or to ask questions that allow them to gain a better understanding of the candidates personality and skill set systematic needs assessment - Answer- guide and serve as the basis for the design, development, delivery, and evaluation of the training program agency analysis - Answer- assessment of the agency and its mission or business strategy to determine the appropriateness of training person/individual analysis - Answer- involves 1. determining whether performance deficiencies result from lack of knowledge, skill or ability or from motivational or work design problems 2. identifying who needs training 3. determining staff's readiness for training task analysis - Answer- assessment and identification of the knowledge, skills, and/or behaviors that are in need of being developed in the agency relevant needs-assessment data - Answer- observations, surveys, reviews of administrative documents/manuals, and interviews with subject matter experts (SME) transfer of training - Answer- trainees effectively and continually applying what they learned in training to their jobs or volunteer experiences key elements of promoting training transfer - Answer- 1. climate for transfer 2. manager support 3. peer support 4. opportunity to perform 5. technological support three outcome levels of training programs - Answer- cognitive, skill-based, and affective cognitive outcomes - Answer- focus not only on static states of trainee knowledge, but also on the dynamic processes of knowledge acquisition, organization, and application three stages of skill development - Answer- initial skill acquisition, skill compilation, skill automaticity initial skill acquisition - Answer- individual transfers cognitive knowledge to practice the trained behavior skill compilation - Answer- occurs as a result of continued practice; faster, less error-prone performance and by the integration of discrete steps into a single act skill automaticity - Answer- trained behavior becomes routine and requires little thought affective outcomes - Answer- views attitude as a learning outcome based on the reasoning that attitudes can determine behavior or performance two types of affective outcomes - Answer- target attitudes or preference as the focus of change and those in which motivational tendencies are an indirect target of change objectives - Answer- measurable competencies the employee should acquire as a result of the training program; set in order to clarify what is hoped to be accomplished and are the ends toward which the learning activities are developed and directed training method - Answer- a way of arranging the relationship of learning and resources to assist the employees in acquiring knowledge formative evaluation - Answer- during program planning and presentation summative evaluation - Answer- at the end of the training program seven dimensions of work tasks - Answer- 1. physical exertion 2. environmental conditions 3. physical location of work 4. time dimension 5. degree of human interaction 6. competency requirements 7. psychological characteristics performance appraisal - Answer- involves the comparison of job-specific performance with the identified and accepted standard of performance misfeasance - Answer- conduct that is lawful but inappropriate malfeasance - Answer- intentionally doing something that is illegal nonfeasance - Answer- a failure to act where there was a duty to act suspension - Answer- relinquishment of job title and duties, without compensation, for a specific period of time demotion - Answer- reduction in job title and position, pay, and accompanying privileges renewal - Answer- process of offering a new contract at the conclusion of the current contract period for employees or contractors retention - Answer- less formal and do not require the development of a new contract dismissal/termination - Answer- used interchangeably; final act of separation of employment