IPMA-HR Public Sector Essentials Exam Solved 100% Correct!!

IPMA-HR Public Sector Essentials Exam Solved 100% Correct!! human resources management - the design of formal systems in an organization to a manage human talent for accomplishing organizational goals human capital - the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization workforce core competency - a unique capability that creates high value at which an organization excels productivity - measure of quantity/quality of work done, considering cost and resources organizational culture - shared values/beliefs that give members meaning and provide them rules for behavior expatriate - citizen of country working in second county as employee of company in the first country host-country national - citizen of one country working in that country and employed by organization in second country third country national - citizen of one country, working in second country, employed by organization in third country hr generalist - responsibility for performing a variety of activities hr specialist - has in-depth knowledge ad expertise in limited area of human resources strategy - a plan an organization uses/follows for how to compete successfully, survive and grow strategic planning - process of defining organizations strategy and allocating resources towards its achievement organizational mission - the core reason for the existence of the organization and what makes it unique strategic hr management - entails providing input into organizational strategic planning and appropriate use of HR management practices to gain competitive advantage multinational coroporation (MNC) - a corporation that has facilities and other assets in at least one other country than its home country offshoring - the relocation of a business process or operation by a company from one country to another hr planning - process of analyzing and identifying the need four ad availability of people so that the organization can meets its strategic objectives environmental scanning - assess external and internal environmental conditions that effect an organization succession planning - identifying replacements of key employees through orderly plan forecasting - using information from past and present to identify expected current conditions internal supply for this year (equation) - current staffing level - projected outflows + projected inflows severance benefit - temporary payments made to laid off employees to ease the financial burden on employees outsourcing - transferring management and performance of business functions to external providers alternative work arrangements - nontraditional schedules that provide flexibility to employees due diligence - a comprehensive assess of all aspects of business being combined effectiveness - ability to produce a specific desired effect or result that can be measured efficiency - the degree to which operations are done in an economical manner hr metrics - specific measures of hr performance indicators hr analytics - evidence-based approach to making hr decision on the base of quantitative tools and models hr benchmarking - comparing the business results to industry standards balanced scorecard - a framework used to report a diverse set of performance measures return on investment - calculation showing value of investment return on investment (equation) - value of gains from productivity improvements for the time period divided by operating costs for a new or enhanced system for the time period plus one time cost of acquisition and implementation human capital value added (hcva) - calculated by subtracting all operating expense except for labor expenses from revenue and dividing by full-time head count human capital return on investment (hcroi) - directly shows the operating profit derived from investments in human capital human economic value added (equation) - net profit after taxes minus cost of capital divided by full time head count hr audit - a formal research effort to assess the current state of hr practices recruiting - process of generating a pool of qualified applicants for organizational jobs labor markets - the supply pool from which employers attract employees labor force population - all individuals who are available for selection using a particular recruiting approach applicant population - subset of the labor force population that is available for selection using a particular recruiting approach applicant pool - all persons who are actually evaluated for selection impacted by representative of organization and industry, screening, job specifications, and info available through the ATS employment brand - image of the organization that is held by both employees and outsiders headhunters - employment agencies that focus their efforts on executive, managerial, and professional positions job posting - system in which the employer provides notices of job openings and employees respond by applying for specific openings rerecruiting - seeking out former employees and recruiting to work for organization yield ratios -