IPMA HR ESSENTIALS EXAMS SCRIPT ANSWERS
AND QUESTIONS SET A+
✔✔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
AND QUESTIONS SET A+
✔✔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
