aPHR Exam 2024 Study Guides questions and answers. Qualitative Forecasting - n ANS Determining staffing needs through the opinions/estimations of field experts or managers Qs Management Forecasting (Qualitative or Quantitative, Explanation) - n ANS

aPHR Exam 2024 Study Guides questions
and answers.

Qualitative Forecasting - n
ANS ✔✔
Determining staffing needs through the opinions/estimations of field experts or
managers


Qs
Management Forecasting (Qualitative or Quantitative, Explanation) - n
ANS ✔✔
Qualitative, determining staffing needs through managers + making decisions
based on their reports


Qs
Expert Forecasting (Qualitative or Quantitative, Explanation) - n
ANS ✔✔
Qualitative, determining staffing needs based on experts who can provide wider
knowledge about industry changes. Better for long term needs.


Qs
Quantitative Forecasting - n
ANS ✔✔
Determining staffing needs through mathematical data and previous trends, such as
employee productivity + output.


Qs
Delphi Method - n
ANS ✔✔

,A type of expert forecasting where questionnaires are sent to experts in a field,
results are shared, and changes are made accordingly. Aims to have the most
correct solution, not just the consensus.


Qs
Ratio Analysis - n
ANS ✔✔
Determines staffing needs by comparing current and past employment trends, ie,
number of employees to products made.


Qs
Trend Analysis - n
ANS ✔✔
Determine staffing needs by comparing one factor, ie, number of employees.


Qs
Turnover Analysis - n
ANS ✔✔
Determines staffing needs by analyzing the number of employees who leave a
company in a certain period of time.


Qs
Job Analysis - n
ANS ✔✔
Gathering information about the context, content, and human requirements about
jobs in an organization.


Qs
Job Description - n
ANS ✔✔
Detailed breakdown of the specific tasks, knowledge, and skills required for a job.

,Qs
Job Competencies - n
ANS ✔✔
The soft/high-level skills required by a job (ie, leadership, communication)


Qs
Job Specifications - n
ANS ✔✔
Specific qualifications, experience, or education needed to do a job (ie,
certifications, licenses). What is needed, not just preferred.


Qs
Essential Job Functions - n
ANS ✔✔
Tasks/responsibilities which are fundamental to a role


Qs
Marginal Job Functions - n
ANS ✔✔
Tasks/responsibilities that are incidental to a role (ie, answering emails)


Qs
Job Evaluation - n
ANS ✔✔
After a job analysis, evaluation is used to determine the worth of roles and create a
hierarchy, which establishes a pay structure.


Qs
Non-Quantitative Job Evaluation (+ 3 types) - n

, ANS ✔✔
"Whole Job Method"
1. Job Ranking: Job-to-job comparison which creates a highest to lowest hierarchy
2. Paired Comparison: Comparing every job to every other job to rank all the jobs on
a scale of high to low
3. Job Classification: Groups or divides jobs into classes based on their skills,
experience, authority level, and department (ie, P1, P2, P3...)


Qs
Quantitative Job Evaluation (+ 2 types) - n
ANS ✔✔
Uses a scaling system to provide jobs with a score that show how valuable they are
when compared to other jobs.
1. Point Factor: Determines the worth of a job through specific, compensable factors
such as skill, effort, supervision of others, etc.
2. Factor Comparison: Gives dollar-amount value to each compensable factor of a
job to develop a pay rate.


Qs
Functional Reporting Structure - n
ANS ✔✔
Jobs grouped with similar jobs according to experience, skill, or resources) and then
gives a hierarchical order. Clear line of advancement.


Qs
Divisional Reporting Structure - n
ANS ✔✔
Groups employees working on similar projects together. (Ie, Mobile vs HomeLife -
both teams have technology leads, PMs, etc.)


Qs
Job Sharing - n