aPHR Exam Questions With Correct Answers

Needs Assesment - Answer The process used to determine whether training is necessary. Organizational Analysis - Answer Determining the appropriateness of training, given the company's business strategy, resources available for training, and support given the company's business strategy, its resources available for training, and support by managers and peers for training activities. Person Analysis - Answer Involves determining whether performance deficiencies result from a lack of knowledge, skill, or ability or from a motivational or work-design problem; identifying who needs training and determining employee readiness for training Task Analysis - Answer Identifies the important tasks and knowledge, skills, and behaviors that need to be emphasized in training for employees to complete their tasks. Work Specialization - Answer The degree to which tasks are performed as separate jobs Decision-Making Authority - Answer How decisions are made within the organization Centralized Decision Making - Answer Decisions are made at the headquarters Decentralized Decision Making - Answer Decisions are delegated to other parts of the organization Layers of Hierarchy - Answer Can range from CEO to employees in a function Chain of Command - Answer The line of authority within an organzation Span of Control - Answer The number of individuals who report to a supervisor Formalization - Answer Extent to which rules, policies, and procedures govern the behavior of employees in the organization Departmentalization - Answer The way an organization groups its jobs and aligns effort, there are several possible structures Functional Structure - Answer Departments are defined by the services the contribute to an organization's overall mission. ex: marketing/sales, HR, Operations. (most common structure) Product Structure - Answer Departments are grouped under major product divisions (ex. automobile company) that have their own marketing, sales, and finance departments. Geographic Structure - Answer Each region has its own complete and self-sufficient set of functions Hybrid Structures - Answer Combines elements of all different structures because of constant changes based on marketing strategies Front-Back Structure - Answer A hybrid structure in which "front" functions- defined by geographic locations or customer types "back" functions- defined by product or business unit Matrix Structure - Answer Combines departmentalization by division and function to gain the benefits of both creating a dual rather than single chain of command RACI Matrix - Answer Used to better define roles and responsiblities R: Responsible A: Accountable C: Consult I: Inform Leaders - Answer Typically part of the organization's senior leadership team and often report directly to the CEO or COO Managers - Answer Responsible for units within the HR function, such as employee relations, talent acquisition and organizational development Specialists - Answer Known as functional experts and have expertise in specific areas such as compensation and benefits, talent management, metrics, , occupational health and safety etc. Generalists - Answer aka HR practitioners are the HR "jacks of all trades" in many organizations, the generalist is the first point of contact for employees and managers for all HR-related issues Shared Services Model - Answer Frequently used in organizations with multiple business units. Rather than having to develop its own expertise in every area, each unit can supplement its resources by selecting what it needs from a menu of shared services (usually transnational) COE - Answer Centers of Excellence: established as an independent department that provides services within a focused area to internal clients Outsourcing - Answer A third-party vendor provides selected activities Cosourcing - Answer A third-party provides dedicated services to HR, often locating contractors within HR's organization KPI's - Answer Key performance indicators measure strategic performance Balanced Scorecards - Answer Provide a concise yet overall picture of an organization's performance. Can be used to measure the effectiveness of specific initiatives, entire departments, or the entire organization HR Audit - Answer An organization's HR policies, practices, procedures, and strategies undergo a systematic and comprehensive evaluation Organizational Development - Answer The process of enhancing the effectiveness and efficiency of an organization and the well-being of its members through planned interventions Critical Path - Answer Shortest amount of time required to complete a project, taking into account all project task relationships Focus Group - Answer A small group (6-12) invited to actively participate in a structured discussion with a facilitator. Usually lasts from 1-3 hrs, depending on topic and purpose. Can be used to follow up on a survey etc. Mind Mapping - Answer Discussion with core ideas, group members add related ideas and indicate logical connections eventually grouping similar ideas Affinity Diagramming - Answer Sorting a large amount of data that has already be collected until categorized and relationships are drawn NGT - Answer Nominal Group Technique: Proceeds through rounds in which participants each suggest ideas Delphi Technique - Answer Progressively collects info from a group on a preselected issues SWOT Analysis - Answer Measures: Strengths, Weaknesses, Opportunities, and Threats associated with an action or an entity. MCDA - Answer Multi-Criteria decision analysis determines critical characteristics of a successful decision Cost-benefit analysis - Answer Cost-benefit analysis: quantifiable and non-quantifiable benefits are divided by the direct and indirect costs of implementing each alternative Force-field analysis - Answer May be used to process some of the issues raised during a brainstorming session and is designed to analyze the forces favoring and opposing a particular change Workforce Management - Answer All activities needed to ensure that the skills, knowledge, abilities, and performance of the workforce meet current and future organizational and individual needs. Workforce Planning - Answer The process of analyzing the organization's workforce and determining steps required to prepare for future needs. This strategically aligns an organization's human capital with its business direction Workforce Analysis - Answer Examines the current and future workforce needs and helps provide answers to questions that shape an organization's staffing strategy Supply Analysis - Answer The skill mix in the organization as it exists now and the future needs based on attrition and organizational growth or adjustment Trend and ratio analyses - Answer Use statistics to determine whether relationships exist between to variables Turnover - Answer Metric that's normally expressed using an annualized formula that tracks the number of separations and the total number of workforce employees per month Demand Analysis - Answer Considers the model organization of the future and its human capital needs Judgmental Forecasts - Answer Apply expert judgment to information from the past and present to predict future conditions and staffing needs and to understand opportunities that can affect the staffing plan Simple Linear Regression - Answer Projection of future demand based on a past relationship between employment level and a single variable related to employment Multiple Linear Regression - Answer Several variable are utilized to project future demand Simulations - Answer Represent real life situations in abstract form Gap Analysis - Answer Process of comparing the supply analysis to the demand analysis to identify differences in staffing levels and KSA needed for the future Solution Analysis - Answer Final stage in workforce analysis which examines how an organization can get what it needs to meet the tactical objectives within budget constraints Talent Aquisition - Answer The process by which the organization generates a pool of qualified candidates Selection - Answer The process followed to interview and evaluate candidates to select those best qualified for a targeted position