HR Theories - CHRA
1. Basic functions of management → Planning, Organizing, Leading, Controlling (Outsourcing is NOT one)
2. Who accomplishes goals by managing people? → Manager
3. Function of setting goals/rules → Planning
4. Delegating authority is part of → Organizing
5. Using metrics for corrective action → Controlling
6. Activity under "Leading" → Motivating subordinates
7. NOT a personnel activity → Developing customer relationships
8. NOT a line manager’s HR duty → Marketing products
9. Maintains community contacts to find applicants → Recruiter
10. HR authority inside vs. outside HR department → Line authority; Staff authority
11. Develops pay/benefits plans → Compensation Manager
12. HR assigned to specific departments → Embedded HR teams
13. HR assisting top management with strategy → Corporate HR teams
14. Knowledge/skills of workers → Human capital
15. Freelancers hired as needed → On-demand workers
16. Uneven unemployment rates across industries → Unbalanced labor force
17. Tech trend in HR (e.g., gamification) → Gaming features in training/appraisals
18. NOT used in evidence-based HR → Qualitative opinions
19. Small orgs: HR duties handled by line managers? → True
20. Two HR manager functions → Line function & Staff function
1. New hires learn policies/benefits → Employee orientation
2. NOT a goal of orientation → Helping choose a labor union
3. Orientation programs vary in formality? → True
4. Skilled hires eliminate training needs? → False
5. Teaching job skills → Training
6. Identifies future training needs → Strategic training needs analysis
7. First ADDIE step → Analyze training need
8. Avoid when motivating trainees → Overusing technical jargon
9. NOT used to ID training needs → Work sampling
10. Training sessions should be short? → True (learning declines late-day)
11. ADDIE’s 4th step (Implementation) → On-the-job training
12. Rotating jobs for 9 months → Job rotation
13. Classroom + OJT for skilled trades → Apprenticeship training
14. First OJT step → Familiarize with tools/terms
15. Step-by-step training method → Job instruction training
1. First recruitment step → Decide positions to fill
2. Planning hires for next 6 months → Personnel planning
3. Filling future executive roles → Succession planning
4. Predicting hires via past data → Trend analysis
5. Sales growth ÷ sales per employee = hires → Ratio analysis
6. Tracks employee skills for promotions → Skills inventories
7. Finding internal promotion candidates → Skills inventories
8. NOT for developing high-potential employees → Skills inventories
9. Another firm handles benefits → Outsourcing
10. Purpose of recruiting → Develop applicant pool
11. Disadvantage of internal hiring → Losing unpromoted employees
12. Irrelevant to internal hiring decisions → "% of industry using succession planning"
13. NOT for external recruiting → Intranet job postings
14. Best ad medium depends on → Skills needed
15. Private employment agencies help → Fill jobs quickly
16. Ensure agency screens properly → Provide accurate job description
17. Temporary nurse assignments → Contingent worker
18. Advantage of employee referrals → Realistic job previews
19. Posting jobs internally → Job posting
1. Evaluating employee performance → Performance appraisal
2. Feedback’s primary purpose → Remove deficiencies
3. NOT an appraisal reason → Creating strategy maps
4. Who appraises performance? → Direct supervisor
5. First appraisal step → Set work standards
6. Self-ratings vs. supervisor ratings → Self-ratings are higher
7. Subordinates rate supervisor → Upward feedback
8. Feedback from peers/superiors/customers → 360-degree feedback
9. Supervisors must give feedback? → True
10. HR rates employees? → False (monitors system only)
11. Schedule feedback sessions? → True
12. Easiest appraisal method → Graphic rating scale
13. Ranking employees into % groups → Forced distribution
14. Ranking best-to-worst on traits → Alternation ranking
15. Setting measurable goals with employees → Management by Objectives (MBO)
1. Performance appraisal leads to training? → True
2. Talent management aligns with → Strategic goals
3. NOT collected in job analysis → Performance standards
4. First job analysis step → Review background info
5. NOT in job specifications → Desired personality traits
6. Shows work division/authority → Organizational chart
7. Combining tasks via tech → Business process reengineering
8. Confirm job analysis data with → Worker
9. Moving workers between jobs → Job rotation
10. HR specialist alone does job analysis? → False
11. Gathering job data from many employees → Group interview
12. Workers change behavior when watched → Reactivity
13. Informal interviews give quantitative data? → False
14. Logging daily work activities → Diaries
1. Reliable test yields → Consistent scores
2. Test measures what it should → Validity
3. Tests supplement interviews? → True
4. UPS tests lifting/jumping → Motor ability
5. Tests finger dexterity → Physical abilities
6. NOT a Big Five trait → Optimism
7. Training candidates on job tasks pre-hire → Miniature job training
8. Background checks uncover → False info
9. Multi-day managerial simulations → Management assessment center