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PSHRA
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PSHRA Exam Study Guide with Complete Solutions 100% GUARANTEED PAS
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S GRADED A. bw bw




1. Comptency: Something more comprehensive than a specific job skill or kn
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owl-
edge. A general capability that an individual transfers from one job or task to an
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other.
2. IPMA-HR Competencies - Four Roles: Based on AT&T model.
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HR Expert Busine
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ss Partner Change
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Agent Leader
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HR and line managers are responsible for both managing people and business
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results.
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3. HR Paradigm Shift: From:To
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Personnel management:HR resources management Rulemaker:consult
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ant

Functional orientation:business orientation
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One size fits all:tailored programs
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Centralized decision- bw




making:framework for others to make decisions Mutual distrust:partneri
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ng

Focus on activities and process:focus on effectiveness and impact
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4. IPMA-

HR model is based on...: AT&T model from the 1990s and
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National Academy of Public Administration model, which included input from go
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v'tbwmanagers.
5. Two reasons for developing models for HR competencies: to use it as
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a tool for reshaping the way people think about HR and
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to use it as a framework for identifying nad prioritizing the training and develop
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ment needs of HR professionals.
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6. IPMA-HR has bw bw

competencies that are envisioned being used by HR professionals
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in the
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HR Expert Busine bw bw

ss Partner Change
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Agent Leader
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This model focuses on the latter three emerging roles while acknowledging the
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importance of HR expertise.
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7. HR Expert: Knowledge of HR laws and policies. Wide opportunities for train
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ng.
8. Business Partner: Two key aspects bw bw bw bw




1. when HR function is viewed as an experienced and respected Business Par
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tner, the function has a greater purpose and is more than a provider of supp
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ort service for completing transactions.
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2. when BP is actively endorsed for the HR function, it's an action of a mang
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ement partner who shares accountability with line managers for achieving bu
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siness and organizational results. Held accountable for delivering results to ta
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x-paying public. bw

9. Change Agent: Two key aspects: bw bw bw bw




1. operating as an effective leader regarding short- and long-
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term change inside the HR resources function. Change process should be enli
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ghtened and collaberative, ensure everyone understands. "introduce, deliver, de
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fend, and rework organization- wide."
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2. Help line managers deal with change. Includes understanding cost analysi
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s and implementation phases of recruitment, staffing, selection, and human
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capital development. Also how it will help the individual members of the wo
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rkforce.
10. Leader: Positional vs. implied authority, varies by org.
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Two unique components for PS HR leadership:
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1. managing multiple sets of expectations regarding promotion and creating a
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fully diverse workforce by ensuring access to candidates for advancement and a
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pplicants for open positions. bw bw bw




Requires developing and maintaining sensitivity to enforcing merit system princip
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les and acting ethically.
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