PHCLE Strategic Staffing Flashcards
with 100% Correct Solutions
Job Analysis Data Sources - ANSWER Employees, supervisor, job analysis, & job/process
information.
Job Analysis Data Collection Practices - ANSWER Shadowing, interviews,
questionnare, O*Net, & process records.
Job Analysis - ANSWER Tasks, required knowledge/skills/abilities,
education/licensure/certifications/certificates/other training, job experience,
equipment used, work environment/hazards, physical demands, &
supervisory responsibilities.
Job Analysis - ANSWER Study of the job & not the person in the job.
Job Analysis - ANSWER Systemic study of jobs to determine what activities (tasks)
and responsibilities they include, personal qualifications necessary for performance,
conditions under which work is performed, and reporting structure.
Job Description - ANSWER Written summary of the qualifications required to perform
a job.
Job Description - ANSWER Includes duties, responsibilities, physical requirements, and
necessary qualifications.
Job Description - ANSWER A foundational part of many HR processes.
, Candidate Journey Stages - ANSWER Awareness, consideration, apply/interview, offer, &
hire.
Passive Candidates - ANSWER In the awareness portion of their candidate journey.
Active - ANSWER In the consideration portion of their candidate journey.
Actual candidates - ANSWER People who have applied for a position in your
organization. Help you determine how well an HR brand intervention worked.
Employee value proposition (EVP) - ANSWER A statement that communicates the
essence of an organization—how it is unique, what it stands for, and why people
would want to be part of it.
Human Resources (HR) Branding - ANSWER Process of managing and influencing your
reputation as an employer with current and prospective employees and stakeholders.
Ideal candidates - ANSWER Person(s) who would best meet your needs in a position.
Help you hypothesize what the future-state HR brand should be.
Incumbents - ANSWER Person(s) who are currently in a specific position within
the organization. Help you analyze your current HR brand.
Sourcing - ANSWER Uncovering sources of high-potential candidates by reviewing
information on current successful employees.
Talent pipeline - ANSWER Pool of potential candidates who are qualified and
prepared to fill key roles in your organization when there are openings.
with 100% Correct Solutions
Job Analysis Data Sources - ANSWER Employees, supervisor, job analysis, & job/process
information.
Job Analysis Data Collection Practices - ANSWER Shadowing, interviews,
questionnare, O*Net, & process records.
Job Analysis - ANSWER Tasks, required knowledge/skills/abilities,
education/licensure/certifications/certificates/other training, job experience,
equipment used, work environment/hazards, physical demands, &
supervisory responsibilities.
Job Analysis - ANSWER Study of the job & not the person in the job.
Job Analysis - ANSWER Systemic study of jobs to determine what activities (tasks)
and responsibilities they include, personal qualifications necessary for performance,
conditions under which work is performed, and reporting structure.
Job Description - ANSWER Written summary of the qualifications required to perform
a job.
Job Description - ANSWER Includes duties, responsibilities, physical requirements, and
necessary qualifications.
Job Description - ANSWER A foundational part of many HR processes.
, Candidate Journey Stages - ANSWER Awareness, consideration, apply/interview, offer, &
hire.
Passive Candidates - ANSWER In the awareness portion of their candidate journey.
Active - ANSWER In the consideration portion of their candidate journey.
Actual candidates - ANSWER People who have applied for a position in your
organization. Help you determine how well an HR brand intervention worked.
Employee value proposition (EVP) - ANSWER A statement that communicates the
essence of an organization—how it is unique, what it stands for, and why people
would want to be part of it.
Human Resources (HR) Branding - ANSWER Process of managing and influencing your
reputation as an employer with current and prospective employees and stakeholders.
Ideal candidates - ANSWER Person(s) who would best meet your needs in a position.
Help you hypothesize what the future-state HR brand should be.
Incumbents - ANSWER Person(s) who are currently in a specific position within
the organization. Help you analyze your current HR brand.
Sourcing - ANSWER Uncovering sources of high-potential candidates by reviewing
information on current successful employees.
Talent pipeline - ANSWER Pool of potential candidates who are qualified and
prepared to fill key roles in your organization when there are openings.
