aPHR Certification Exam TEST BANK | 250 Question with Verified Answers | 100% Correct | Graded A.

aPHR Certification Exam TEST i,- i,- i,- i,-




BANK | 250 Question with Verified i,- i,- i,- i,- i,- i,-




Answers | 100% Correct | Graded A. i,- i,- i,- i,- i,- i,-




Change Management
i,- i,-i,- i,- Process of managing change within an i,- i,- i,- i,- i,- i,-



organization.


Organizational Change Act of making an entire organization
i,- i,-i,- i,- i,- i,- i,- i,- i,- i,-



different from what it is or what it would be if left alone.
i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-




What is the role of Human Resources during change
i,- i,- i,- i,- i,- i,- i,- i,- i,-



management To develop a strategy to lead the change.
i,-i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-




To communicate why the change is being made.
i,- i,- i,- i,- i,- i,- i,-




To construct a communication plan to deliver updates and
i,- i,- i,- i,- i,- i,- i,- i,- i,-



accomplishments. i,-




To measure how resistant the workforce is to change.
i,- i,- i,- i,- i,- i,- i,- i,- i,-




To provide a reasonable amount of transparency
i,- i,- i,- i,- i,- i,-




Change Initiative Plans
i,- Step by step plan that outlines the i,- i,-i,- i,- i,- i,- i,- i,- i,- i,- i,-



needed tools, techniques, and resources, timeline and process.
i,- i,- i,- i,- i,- i,- i,-

,What is the purpose of an Orientation program?
i,- i,- Providing
i,- i,- i,- i,- i,- i,-i,- i,- i,-



recently hired and promoted individuals with information that
i,- i,- i,- i,- i,- i,- i,- i,-



helps them become effective members of the organization.
i,- i,- i,- i,- i,- i,- i,-




What kind of information should an orientation program bring?
i,- i,- i,- i,- i,- i,- i,- i,- i,-i,-



Organizational structure, philosophy, and values, as well as
i,- i,- i,- i,- i,- i,- i,- i,- i,-



help internal hires identify how their work affects others and the
i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-



organization as a whole. i,- i,- i,-




What are some of the goals of orientation?
i,- i,- 1. To turn i,- i,- i,- i,- i,- i,-i,- i,- i,- i,- i,-



employees into effective and acclimated members of the
i,- i,- i,- i,- i,- i,- i,- i,-



organization so as to begin contributing as soon as possible. i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-




2. Promote communication best practices among teams and
i,- i,- i,- i,- i,- i,- i,- i,-



overall workforce i,-




3. Set clear and realistic expectations regarding policies,
i,- i,- i,- i,- i,- i,- i,- i,-



performance, and procedures i,- i,-




4. Introduce employees to their department's objectives and how
i,- i,- i,- i,- i,- i,- i,- i,- i,-



they will help meet them
i,- i,- i,- i,-




5. Align the employee's goal with the organization's goals
i,- i,- i,- i,- i,- i,- i,- i,-




6. Complete any remaining paperwork.
i,- i,- i,- i,- i,-




7. Build Strong Relationships
i,- i,- i,-




8. Communicate workplace policies
i,- i,- i,-




9. Explain performance management.
i,- i,- i,-

,What are the four traditional career stages?
i,- i,- i,- i,- i,- i,- i,-i,- i,- Exploration
Establishment i,-




Maintenance
Disengagement.


Exploration The first stage of the traditional career stages. It
i,-i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-



involves identifying the type of work a person is interested in
i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-



doing by assessing their values, interests, preferences, and career
i,- i,- i,- i,- i,- i,- i,- i,- i,-



opportunities. i,-




Performance is relatively low during this period. i,- i,- i,- i,- i,- i,-




What kind of performance is expected out of someone who is in
i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-



the exploration stage of their career?
i,- Low. i,- i,- i,- i,- i,-i,- i,-




Establishment The second stage in the traditional career
i,-i,- i,- i,- i,- i,- i,- i,- i,- i,-



stages. Individuals begin to create meaningful and relevant roles
i,- i,- i,- i,- i,- i,- i,- i,- i,-



for themselves within their organizations.
i,- i,- i,- i,- i,-




Performance typically increases during this period. i,- i,- i,- i,- i,-

, What kind of performance is expected out of someone who is in
i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-



the establishment stage of their career?
i,- Typical increase i,- i,- i,- i,- i,-i,- i,- i,-




Maintainence The third stage of the traditional career stages.
i,-i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-



Individuals will likely reach a level at the organization where their
i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-



talents are optimized. This might mark a plateau. Learning new
i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-



skills and serving as a mentor may also be characteristic of this
i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-



stage. i,-




Performance may stagnate, increase, or decline during this
i,- i,- i,- i,- i,- i,- i,- i,-



period. Though Stagnation might be the most common.
i,- i,- i,- i,- i,- i,- i,-




What kind of performance is expected out of someone who is in
i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-



the Maintenance stage of their career?
i,- Performance may i,- i,- i,- i,- i,-i,- i,- i,- i,-



stagnate, increase, or decline. Stagnation may be most common.
i,- i,- i,- i,- i,- i,- i,- i,-




Disengagement The last stage of the Career Stages. i,-i,- i,- i,- i,- i,- i,- i,- i,- i,-



Individuals begin to gradually pull away from their work. Their
i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-



priorities may shift and considering to leave the organization.
i,- i,- i,- i,- i,- i,- i,- i,- i,-




Performance typically declines during this period.
i,- i,- i,- i,- i,-




What kind of performance is expected out of someone who is in
i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,- i,-



the Disengagement stage of their career?
i,- Typical decline. i,- i,- i,- i,- i,-i,- i,- i,-