Section 1
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Designing job descriptions to meet the organization's resource needs is a proficiency indicator for which HR competency?
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Last updated
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Date created
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Cards (337)
Section 1
(50 cards)
Designing job descriptions to meet the organization's resource needs is a proficiency indicator for which HR competency?
talent acqusition
Developing and implementing an individual action plan for executing HR's strategy and goals is a proficiency indicator for which HR competency?
HR strategic planning
Using the most appropriate hiring methods to best evaluate a candidate's technical skills, organizational fit, and alignment with the organization's competency needs is a proficiency indicator for which HR competency?
talent acquisition
Informing HR leadership of new or overlooked opportunities to align HR's strategy with the organization's is a proficiency indicator for which HR competency?
HR strategic planning
Designing, administering, analyzing, and interpreting surveys of employee attitudes (ie engagement, job satisfaction) and culture is a proficiency indicator for which HR competency?
employee engagement and retention
Define HR Strategic Planning
involves the activities necessary for developing, implementing, and managing the strategic direction required to achieve organizational success and to create value for stakeholders
Designing and overseeing employee onboarding and assimilation processes is an advanced proficiency indicator for which HR competency?
talent acuqistion
Systems theory and input-process-output models is a key concept for which HR competency?
HR strategic planning
Providing HR leadership with timely and accurate information required for strategic decision-making is a proficiency indicator for which HR competency?
HR strategic planning
Job offer negotiations (ie salary) is a key concept for which HR competency?
talent acquisition
Strategic planning process (ie formulation, goal-setting, implementation, evaluation) is a key concept for which HR competency?
HR strategic planning
Developing and implementing HR strategy, vision, and goals that align with and support the organization's strategy and goals is an advanced proficiency indicator for which HR competency?
HR strategic planning
Job offer contingencies is a key concept for which HR competency?
talent acquisition
Engaging other business leaders in strategic analysis and planning is an advanced proficiency indicator for which HR competency?
HR strategic planning
Designing and overseeing effective strategies for sourcing, recruiting, and evaluating qualified job candidates is an advanced proficiency indicator for which HR competency?
talent acquisition
Strategic planning analysis frameworks (ie PESTLE analysis, SWOT analysis, industry analysis, scenario planning, growth-share matrix) is a key concept for which HR competency?
HR strategic planning
Administering and supporting HR and organizational programs designed to improve employee attitudes and culture (ie social events, telecommuting policies, recognition, job enlargement/enrichment, workplace flexibility) is a proficiency indicator for which HR competency?
employee engagement and retention
Designing and overseeing valid and systematic programs for assessing the effectiveness of talent acquisition activities that meet the organization's needs is an advanced proficiency indicator for which HR competency?
talent aquisition
Implementing effective onboarding and orientation programs for new employees is a proficiency indicator for which HR competency?
talent acquisition
Job analysis and identification of job requirements i(e BFOQ's) is a key concept for which HR competency?
talent acquisition
Developing strategies for sourcing and acquiring a workforce that meets the organization's needs is an advanced proficiency indicator for which HR competency?
talent acquisition
Evaluating HR's critical activities in terms of value added, impact, and utility using cost-benefit analysis, revenue, profit-and-loss estimates, and other leading or lagging indicators is an advanced proficiency indicator for which HR competency?
HR strategic planning
Promoting and using the employer value proposition and employment brand for sourcing and recruiting applicants is a proficiency indicator for which HR competency?
talent acquisition
Using the perspective of systems to understand how the organization operates is a proficiency indicator for which HR competency?
HR strategic planning
Project leadership, governance, and structures (ie team roles, team management, work breakdown structures) is a key concept for which HR competency?
HR strategic planning
Methods for external and internal employee recruitment (ie job ads, career fairs) is a key concept for which HR competency?
talent acquisition
Informing business decisions with knowledge of the strategy and goals of the HR and the organization is a proficiency indicator for which HR competency?
HR strategic planning
Methods for creating and maintaining a positive employer value proposition and employment brand is a key concept for which HR competency?
talent acquisition
Using a wide variety of talent sources and recruiting methods to attract qualified applicants is a proficiency indicator for which HR competency?
talent acquisition
Ensuring that HR strategy creates and sustains the organization's competitive advantage is an advanced proficiency indicator for which HR competency?
HR strategic planning
Define talent acquistion
encompasses the activities involved in building and maintaining a workforce that meets the needs of the organization
Project planning, monitoring, and reporting methods and tools (ie critical path analysis, Gantt charts, variance analysis, outcome monitoring) is a key concept for which HR competency?
HR strategic planning
Approaches to project management (ie traditional, Lean, Six Sigma, agile, critical chain) and processes (ie initiating, planning and design, launching/executing, monitoring and controlling, closing) is a key concept for which HR competency?
HR strategic planning
Role of strategic management and planning in creating and sustaining competitive advantage is a key concept for which HR competency?
HR strategic planning
Approaches to employee onboarding is a key concept for which HR competency?
talent acquitision
Conducting appropriate pre-employment screening is a proficiency indicator for which HR competency?
talent acquisition
Concepts of systems thinking (ie related parts, input-process-output) and components of an organizational system (ie interdependence, necessity of feedback, differentiation of units) is a key concept for which HR competency?
HR strategic planning
Methods for selection assessment (ie ability, job knowledge, non-cognitive tests, assessment centers, interviews) is a key concept for which HR competency?
talent acquisition
Employment categories (ie exempt/non-exempt, contract, temporary, interns) is a key concept for which HR competency?
talent acquisition
Analyzing staffing levels and projections to forecast workforce needs is an advanced proficiency indicator for which HR competency?
talent acquisition
Organizational mission, vision, and values, and their relation to strategic management and planning is a key concept for which HR competency?
HR strategic planning
Define employee engagement and retention
refers to activities aimed at retaining high-performing talent, solidifying, and improving the relationship between employees and the organization, creating a thriving and energized workforce, and developing effective strategies to address appropriate performance expectations from employees at all levels
Understanding the talent needs of the organization or business unit is a proficiency indicator for which HR competency?
talent acquisition
Talent acquisition metrics (ie cost per hire, time to fill) is a key concept for which HR competency?
talent acquisition
Using technology (ie social media, ATS) to support effective and efficient approaches to sourcing and recruiting employees is a proficiency indicator for which HR competency?
talent acquisition
Identifying the ways in which the HR function can support the organization's strategy and goals is an advanced proficiency indicator for which HR competency?
HR strategic planning
Establishing an employer value proposition and employment brand that supports recruitment of high-quality job applicants is an advanced proficiency indicator for which HR competency?
talent acquisition
Providing HR-focused expertise to other business leaders when formulating the organization's strategy and goals is an advanced proficiency indicator for which HR competency?
HR strategic planning
Approaches to sourcing (ie external talent pipelines) is a key concept for which HR competency?
talent acquisition
Using benchmarks, industry metrics, and workforce trends to understand the organization's market position and competitive advantage is a proficiency indicator for which HR competency?
HR strategic planning
Section 2
(50 cards)
Creating individual development plans (IDP's) in collaboration with supervisors and employees is a proficiency indicator for which HR competency?
L&D
Monitoring changes in turnover and retention metrics, and ensuring that leadership is aware of such changes is a proficiency indicator for which HR competency?
employee engagement and retention
Communicating to other senior leaders the results of surveys of employee attitudes and culture is an advanced proficiency indicator for which HR competency?
employee engagement and retention
Implementing and monitoring processes that measure effectiveness of performance management systems is a proficiency indicator for which HR competency?
employee engagement and retention
Creating, planning, and management of employee engagement activities is a key concept for which HR competency?
employee engagement and retention
Types of organizational culture (ie authoritarian, mechanistic, participative, learning, high performance) is a key concept for which HR competency?
employee engagement and retention
Employee retention concepts (ie causes of turnover) and best practicies (ie realistic job previews [RJP]) is a key concept for which HR competency?
employee engagement and retention
Principles of effective performance appraisal (ie goal setting, giving feedback) is a key concept for which HR competency?
employee engagement and retention
Approaches to developing and maintaining a positive organizational culture (ie learning strategies, communication strategies, building values) is a key concept for which HR competency?
employee engagement and retention
Providing guidance to identify and develop critical competencies that meet the organization's talent needs is an advanced proficiency indicator for which HR competency?
L&D
Identifying program opportunities to create more engaging or motivating jobs (ie job enrichment/enlargement) is a proficiency indicator for which HR competency?
employee engagement and retention
Retention and turnover metrics (ie voluntary turnover rate) is a key concept for which HR competency?
employee engagement and retention
Employee lifecycle phases (ie recruitment, integration, development, departure) is a key concept for which HR competency?
employee engagement and retention
Learning theories (ie adult learning theory) is a key concept for which HR competency?
L&D
Using best practices to evaluate data on competency gaps is a proficiency indicator for which HR competency?
L&D
Using best practices to develop and deliver learning and development activities that close gaps in employees' competencies and skills is a proficiency indicator for which HR competency?
L&D
Monitoring the effectiveness of programs for emerging leaders and leadership development is an advanced proficiency indicator for which HR competency?
L&D
Career development is a key concept for which HR competency?
L&D
Job enrichment/enlargement principles and techniques is a key concept for which HR competency?
employee engagement and retention
Job attitude theories and basic principles (ie engagement, satisfaction, commitment) is a key concept for which HR competency?
employee engagement and retention
Interventions for improving job attitudes is a key concept for which HR competency?
employee engagement and retention
In collaboration with other leaders, defining an organizational strategy to create an engaged workforce is an advanced proficiency indicator for which HR competency?
employee engagement and retention
Creating, administration, analysis, and interpretation of employee attitude surveys is a key concept for which HR competency?
employee engagement and retention
Creating long-term organizational strategies to develop talent is an advanced proficiency indicator for which HR competency?
L&D
Helping stakeholders understand the elements of satisfactory employee performance and performance management is a proficiency indicator for which HR competency?
employee engagement and retention
Using all available resources (ie vendors) to develop and deliver effective learning and development programs is a proficiency indicator for which HR competency?
L&D
Methods for assessing employee attitudes (ie focus groups, stay interviews, surveys) is a key concept for which HR competency?
employee engagement and retention
Designing and overseeing HR and organization programs designed to improve employee attitudes (ie social events, telecommuting policies, recognition, job enlargement/enrichment, workplace flexibility) is an advanced proficiency indicator for which HR competency?
employee engagement and retention
Approaches to coaching and mentoring (ie formal, informal mentorship programs) is a key concept for which HR competency?
L&D
Coaching supervisors on creating positive working relationships with their employees is a proficiency indicator for which HR competency?
employee engagement and retention
Learning evaluation (ie Kirkpatrick 4-level model) is a key concept for which HR competency?
L&D
Key components of, and best practices associated with, performance management systems is a key concept for which HR competency?
employee engagement and retention
Knowledge-sharing techniques and facilitation is a key concept for which HR competency?
L&D
Designing and overseeing an action plan to address the finding of employee attitude surveys is an advanced proficiency indicator for which HR competency?
employee engagement and retention
Approaches to recognition (ie performance or service awards) is a key concept for which HR competency?
employee engagement and retention
Holistically monitoring the organization's metrics on employee attitudes, turnover and retention, and other information about employee engagement and retention is an advanced proficiency indicator for which HR competency?
employee engagement and retention
Designing and overseeing efforts to collect data on competency gaps is an advanced proficiency indicator for which HR competency?
L&D
Designing and overseeing processes to measure the effectiveness of performance management systems is an advanced proficiency indicator for which HR competency?
employee engagement and retention
Implementing best practices for employee retention in HR programs, practices, and policies (ie realistic job previews [RJP], career development programs, employee socialization) is an advanced proficiency indicator for which HR competency?
employee engagement and retention
Developmental assessments (ie 360's) is a key concept for which HR competency?
L&D
Learning and development approaches and techniques (ie e-learning, leader development) is a key concept for which HR competency?
L&D
Training stakeholders on use of organization's performance management systems (ie how to enter performance goals, make ratings) is a proficiency indicator for which HR competency?
employee engagement and retention
Workplace flexibility programs (ie telecommuting, alternative work schedules) is a key concept for which HR competency?
employee engagement and retention
Designing and overseeing best practice-based employee performance management systems that meet the organization's talent management needs is an advanced proficiency indicator for which HR competency?
employee engagement and retention
Influence of culture on organizational outcomes (ie organizational performance, organizational learning, innovation) is a key concept for which HR competency?
employee engagement and retention
Learning and development program design and implementation (ie ADDIE model) is a key concept for which HR competency?
L&D
Define learning and development
activities that enhance the knowledge, skills, and abilities (KSAO's) and competencies of the workforce in order to meet the organization's business needs
Creating strategies to ensure the retention of organizational knowledge is an advanced proficiency indicator for which HR competency?
L&D
Creating internal social networks to facilitate knowledge-sharing among employees is a proficiency indicator for which HR competency?
L&D
Administering and supporting programs to promote knowledge transfers is a proficiency indicator for which HR competency?
L&D
Section 3
(50 cards)
Organizational analysis (ie performance analysis) is a key concept for which HR competency?
L&D
Techniques for career development (ie career pathing, career mapping) is a key concept for which HR competency?
L&D
Remuneration and labor market data collection and interpretation is a key concept for which HR competency?
total rewards
Other benefits (ie disability, unemployment insurance, employee assistance programs, family, flex, wellness programs) is a key concept for which HR competency?
total rewards
Providing consultation on HR issues to all levels of leadership and management is a proficiency indicator for which HR competency?
structure of the HR function
Seeking feedback from stakeholders to identify opportunities for HR function improvements is a proficiency indicator for which HR competency?
structure of the HR function
Implementing appropriate pay, benefit, incentive, separation, and severance systems and programs is a proficiency indicator for which HR competency?
total rewards
Analyzing and interpreting key performance indicators to understand the effectiveness of the HR function is a proficiency indicator for which HR competency?
structure of the HR function
Needs analysis types (ie person, organizational, training, cost-benefit) and techniques (ie surveys, observations, interviews) is a key concept for which HR competency?
L&D
Adapting work style to fit the organization's HR service model (ie centralized vs decentralized), to ensure timely and consistent delivery of services to stakeholders is a proficiency indicator for which HR competency?
structure of the HR function
Ensuring that key documents and systems (ie job postings and descriptions, performance management systems) accurately reflect workforce activities is a proficiency indicator for which HR competency?
organizational effectiveness and development
Designing and overseeing executive compensation approaches that directly connect individual performance to organizational success is an advanced proficiency indicator for which HR competency?
total rewards
Creating long-term goals that address feedback from stakeholders identifying opportunities for HR function improvements is an advanced proficiency indicator for which HR competency?
structure of the HR function
Coordinating with other HR functions to ensure timely and consistent delivery of services to stakeholders is a proficiency indicator for which HR competency?
structure of the HR function
Performing accurate job evaluations to determine appropriate compensation is a proficiency indicator for which HR competency?
total rewards
Designing and implementing the appropriate HR service model for the organization (ie centralized vs decentralized) to ensure efficient ad effective delivery of services to stakeholders is an advanced proficiency indicator for which HR competency?
structure of the HR function
Designing and overseeing organizational compensation and benefits philosophies, strategies, and plans that align with the organization's strategic direction and talent needs is an advanced proficiency indicator for which HR competency?
total rewards
Define organizational effectiveness and development
concerns the overall structure and functionality of the organization and involves measurement of long and short-term effectiveness and growth of people and processes and implementation of necessary organizational change initiatives
Acting as HR point-of-service contact for key stakeholders within a division or group is a proficiency indicator for which HR competency?
structure of the HR function
Differentiating between government-mandated, government-provided, and voluntary benefit approaches is a proficiency indicator for which HR competency?
total rewards
Outsourcing of HR functions is a key concept for which HR competency?
structure of the HR function
Job evaluation for determining compensation and benefits is a key concept for which HR competency?
total rewards
Approaches to HR operational integration (ie how HR structures work together) is a key concept for which HR competency?
structure of the HR function
Complying with best practices for and laws and regulations governing compensation and benefits is a proficiency indicator for which HR competency?
total rewards
Elements of the HR function (ie recruiting, talent management, compensation, benefits) is a key concept for which HR competency?
structure of the HR function
Ensuring that outsourced and/or automated HR functions are integrated with other HR activities is a proficiency indicator for which HR competency?
structure of the HR function
HR staff roles, responsibilities, and functions (ie generalists, specialists, HR business partners) is a key concept for which HR competency?
structure of the HR function
Approaches to gathering compensation and benefits-related market and competitive intelligence (ie remuneration surveys) is a key concept for which HR competency?
total rewards
Remuneration data analysis (ie comparable worth, determining compensation, internal alignment, external competitiveness) is a key concept for which HR competency?
total rewards
Basic accounting and financial knowledge for managing payroll *ie total compensation statements) is a key concept for which HR competency?
total rewards
Compensation philosophies is a key concept for which HR competency?
total rewards
Identifying opportunities to improve HR operations by outsourcing work or implementing technologies that automate HR functions (ie time, payroll) is an advanced proficiency indicator for which HR competency?
structure of the HR function
Identifying areas in the organization's structures, processes, and procedures that need change is a proficiency indicator for which HR competency?
organizational effectiveness and development
Total rewards metrics and benchmarks is a key concept for which HR competency?
total rewards
Approaches to HR function/service models (ie centralized vs decentralized) is a key concept for which HR competency?
structure of the HR function
Define structure of the HR function
encompasses the people, processes, theories, and activities involved in the delivery of HR-related services that create and drive organizational affectiveness
Ensuring that all elements of the HR function (ie recruiting, talent management, compensation and benefits, learning and development) are aligned and integrated, and provide timely and consistent delivery of services to stakeholders is an advanced proficiency indicator for which HR competency?
structure of the HR function
Providing recommendations for eliminating barriers to organizational effectiveness and development is a proficiency indicator for which HR competency?
organizational effectiveness and development
Designing and overseeing programs to collect, analyze, and interpret key performance indicators (ie balanced scorecard) to evaluate the effectiveness of HR activities in supporting organizational success is an advanced proficiency indicator for which HR competency?
structure of the HR function
Ensuring the internal equity of compensation systems is an advanced proficiency indicator for which HR competency?
total rewards
Supporting change initiatives to increase the effectiveness of HR systems and processes is a proficiency indicator for which HR competency?
organizational effectiveness and development
Other compensation (ie deferred compensation, direct/indirect compensation, stock options) is a key concept for which HR competency?
total rewards
Pay practices and issues (ie pay increases, base pay, pay levels, banding, variable pay) is a key concept for which HR competency?
total rewards
Compensation plans for common and special workforce groups (ie domestic, global/expatriate, executive, sales) is a key concept for which HR competency?
total rewards
Leave plans and approaches (ie vacation, holiday, sick, paid/unpaid leave) is a key concept for which HR competency?
total rewards
HR-function metrics (ie HR staff per full-time employee, customer satisfaction, key performance indicators, balanced scorecard) is a key concept for which HR competency?
structure of the HR function
Collecting, compiling, and interpreting compensation and benefits data from various sources (ie remuneration surveys, labor market trends) is a proficiency indicator for which HR competency?
total rewards
Approaches to HR structural models (ie Center of Excellence [COE], shared services) is a key concept for which HR competency?
structure of the HR function
Retirement planning and benefits (ie pension plans) is a key concept for which HR competency?
total rewards
Define total rewards
the design and implementation of compensation systems and benefit packages, which employers use to attract and retain employees
Section 4
(50 cards)
Define Employee and Labor Relations
refers to any dealings between the organization and its employees regarding the terms and conditions of employment
Providing guidance to employees on the terms and implications of their employment agreement and the organization's policies and procedures (ie employee handbook) is a proficiency indicator for which HR competency?
ER/LR
Developing strategies for restructuring the organization's workforce (ie mergers and acquisitions, downsizing) is an advanced proficiency indicator for which HR competency?
workforce management
Consulting on and develops an effective organized labor strategy (ie avoidance, acceptance, adaptation) to achieve the organization's desired impact on itself and its workforce is an advanced proficiency indicator for which HR competency?
ER/LR
Developing strategies to maintain a robust workforce that has the talent to carry out the organization's current and future strategy and goals is an advanced proficiency indicator for which HR competency?
workforce management
Identifying gaps in workforce competencies and misalignment of staffing levels is a proficiency indicator for which HR competency?
workforce management
Educating employees, managers, and leaders at all levels about the organization's labor strategy (ie avoidance, acceptance, adaptation) and its impact on the achievement of goals and objectives is an advanced proficiency indicator for which HR competency?
ER/LR
Assessing organizational needs to identify critical competencies for operational effectiveness is an advanced proficiency indicator for which HR competency?
organizational effectiveness and development
Implementing approaches (ie buy or build) to ensure that appropriate workforce staffing levels and competencies exist to meet the organization's goals and objectives is a proficiency indicator for which HR competency?
workforce management
Consulting managers on how to supervise difficult employees, handle disruptive behaviors, and respond with the appropriate level of corrective action is a proficiency indicator for which HR competency?
ER/LR
Collecting and analyzing data on the value of HR initiatives to the organization is a proficiency indicator for which HR competency?
organizational effectiveness and development
Supporting the organization's interests in union-management activities is a proficiency indicator for which HR competency?
ER/LR
Resolving workplace labor disputes internally is a proficiency indicator for which HR competency?
ER/LR
Organizational design structures and approaches (ie customer, functional, geographic, matrix, program) is a key concept for which HR competency?
organizational effectiveness and development
Regularly monitoring results against performance standards and goals in support of the organization's strategy is an advanced proficiency indicator for which HR competency?
organizational effectiveness and development
Conducting investigations into employee misconduct and suggesting disciplinary action when necessary is a proficiency indicator for which HR competency?
ER/LR
Coaching and counseling managers on how to operate within the parameters of organizational policy, labor agreements, and employment agreements is an advanced proficiency indicator for which HR competency?
ER/LR
Managing the collective bargaining process is an advanced proficiency indicator for which HR competency?
ER/LR
Developing and implementing workplace policies, handbooks, and codes of conduct is a proficiency indicator for which HR competency?
ER/LR
Evaluating how the organization's strategy and goals align with future and current staffing levels and workforce competencies is an advanced proficiency indicator for which HR competency?
workforce management
Planning short-term strategies to develop workforce competencies that support the organization's goals and objectives is a proficiency indicator for which HR competency?
workforce management
Leadership development and planning (ie high-potential development programs) is a key concept of which HR competency?
workforce management
Intergroup dynamics (ie intergroup conflict) is a key concept for which HR competency?
organizational effectiveness and development
Designing and overseeing change initiatives to increase the effectiveness of HR systems and processes is an advanced proficiency indicator for which HR competency?
organizational effectiveness and development
Techniques for organizational need-gap analysis (ie examination of HR records, interviews, focus groups) is a key concept of which HR competency?
workforce management
Ensuring that HR initiatives demonstrate measurable value to the organization is an advanced proficiency indicator for which HR competency?
organizational effectiveness and development
Consulting plans and designs organizational structures that align with the effective delivery of activities in support of the organization's strategy is an advanced proficiency indicator for which HR competency?
organizational effectiveness and development
Organizational performance theories, structures, and approaches is a key concept for which HR competency?
organizational effectiveness and development
Workforce planning approaches, techniques, and analyses (ie attrition, gap and solution, implementation and evaluation, reduction in force, supply and demand, workforce profile) is a key concept of which HR competency?
workforce management
Administering and supporting approaches (ie succession plans, high-potential development programs) to ensure that the organization's leadership needs are met is a proficiency indicator for which HR competency?
workforce management
Overseeing employee investigations and discipline is an advanced proficiency indicator for which HR competency?
ER/LR
Analysis of labor supply and demand is a key concept of which HR competency?
workforce management
Managing employee grievance and discipline processes is a proficiency indicator for which HR competency?
ER/LR
Coordinating with business leaders to create strategies (ie succession planning, leadership development, training) that address the organization's leadership needs is an advanced proficiency indicator for which HR competency?
workforce management
Supporting strategies for restructuring the organization's workforce (ie mergers and acquisitions, downsizing) is a proficiency indicator for which HR competency?
workforce management
Best practices and techniques for knowledge management, retention, and transfer is a key concept of which HR competency?
workforce management
Supporting interactions with union and other employee representatives is a proficiency indicator for which HR competency?
ER/LR
Aligning HR's strategy and activities with the organization's mission,vision, values, and strategy is an advanced proficiency indicator for which HR competency?
organizational development and effectiveness
Establishing measurable goals and objectives to create a culture of accountability is an advanced proficiency indicator for which HR competency?
organizational effectiveness and development
Approaches to restructuring (ie mergers and acquisitions, downsizing) is a key concept of which HR competency?
workforce management
Assisting and supporting the organization in the collective bargaining process is a proficiency indicator for which HR competency?
ER/LR
Application of behavioral assessments (ie personality assessments) is a key concept for which HR competency?
organizational effectiveness and development
Define Workforce Management
refers to HR practices and initiatives that allow the organization to meet its talent needs (ie workforce planning, succession planning) and to close critical competency gaps
Participating in or facilitating alternative dispute resolution (ADR) processes (ie arbitration, mediation) is a proficiency indicator for which HR competency?
ER/LR
Succession planning programs and techniques is a key concept of which HR competency?
workforce managemen
Managing interactions and negotiations with union and other employee representatives (ie governmental, legal) is an advanced proficiency indicator for which HR competency?
ER/LR
Intragroup dynamics (ie group formation, identity, cohesion, structure, influence on behavior) is a key concept for which HR competency?
organizational effectiveness and development
Educating employees at all levels about changes in the organization's policies is an advanced proficiency indicator for which HR competency?
ER/LR
Making recommendations for addressing other types of employee representation (ie governmental, legal) is a proficiency indicator for which HR competency?
ER/LR
Serving as the primary representative of the organization's interests in union-management activities (ie negotiations, dispute resolution) is an advanced proficiency indicator for which HR competency?
ER/LR
Section 5
(50 cards)
Developing a comprehensive organizational strategy addressing global workforce issues is an advanced proficiency indicator for which HR competency?
HR in the global context
Identifying opportunities to achieve efficiencies and cost savings by moving work (ie offshoring, on-shoring, near-shoring) is an advanced proficiency indicator for which HR competency?
HR in the global context
Designing and overseeing a program for international (ie expatriate) assignments that support the organization's human capital strategy is an advanced proficiency indicator for which HR competency?
HR in the global context
Software for recruiting and applicant tracking is a key concept for which HR competency?
technology management
Implementing and using technology solutions that support or facilitate delivery of effective HR services and storage of critical employee data is a proficiency indicator for which HR competency?
technology management
Developing and implementing organizational standards and policies for maintaining confidentiality of employee data is a proficiency indicator for which HR competency?
technology management
Using technologies that collect, access, and analyze data and information, in order to understand business challenges and recommend evidence-based solutions is a proficiency indicator for which HR competency?
technology management
Coordinating and managing vendors implementing HR technology solutions is a proficiency indicator for which HR competency?
technology management
Providing mentoring, training, guidance, and coaching on cultural differences and practices to employees at all levels of the organization is a proficiency indicator for which HR competency?
diversity and inclusion
Building relationships with global stakeholders is a proficiency indicator for which HR competency?
HR in the global context
Approaches to retaliation prevention is a key concept for which HR competency?
ER/LR
Maintaining knowledge of global HR trends and best practices is a proficiency indicator for which HR competency?
HR in the global context
Managing the day-to-day activities associated with international (ie expatriate) assignments is a proficiency indicator for which HR competency?
HR in the global context
Policies and procedures for procurement is a key concept for which HR competency?
technology management
Employment rights, standards, and concepts (ie labor rights, living wage and fair wage concepts, standard workday), according to the International Labor Organization (ILO) is a key concept for which HR competency?
ER/LR
Recognizing and responding to global issues that influence the organization's human capital strategy is an advanced proficiency indicator for which HR competency?
HR in the global context
Consulting with business leaders to define global competencies and embed them throughout the organization is an advanced proficiency indicator for which HR competency?
HR in the global context
Administering and supporting HR activities associated with a global workforce is a proficiency indicator for which HR competency?
HR in the global context
Causes of and methods for preventing and addressing strikes, boycotts, and work stoppages is a key concept for which HR competency?
ER/LR
Consulting with business leaders on the global political, economic, social, technological, legal, and environmental (PESTLE) factors and their influence on the organization's workforce is an advanced proficiency indicator for which HR competency?
HR in the global context
Types and structures of organized labor (ie union, work councils, trade union federations, other employee collectives) is a key concept for which HR competency?
ER/LR
Approaches to electronic self-service for basic HR and management functions (ie scheduling, timekeeping, benefit enrollment) is a key concept for which HR competency?
technology management
Define Diversity and Inclusion
encompasses activities that create opportunities for the organization to leverage the unique backgrounds and characteristics of all employees to contribute to its success
Designing and implementing technology systems that optimize and integrate HR functional areas is an advanced proficiency indicator for which HR competency?
technology management
Balancing the organization's desire for standardization of HR programs, practices, and policies with local needs is a proficiency indicator for which HR competency?
HR in the global context
Developing and implementing technology-driven approaches to self-service that enable managers and employees to perform basic people-related transactions (ie scheduling, timekeeping, compensation administration, benefit enrollment, information changes) is an advanced proficiency indicator for which HR competency?
technology management
Define HR in the Global Context
focuses on the role of the HR professional in managing global workforces to achieve organizational objectives
Implementing and conducting audits of global HR practices is a proficiency indicator for which HR competency?
HR in the global context
Approaches to union-organization relations (ie collective bargaining, contract negotiation, contract administration process) is a key concept for which HR competency?
ER/LR
Providing guidance to stakeholders on effective standards and policies for the use of technologies in the workplace (ie social media, corporate and personal e-mail, internet messaging) is a proficiency indicator for which HR competency?
technology management
HRIS capabilities and use is a key concept for which HR competency?
technology management
Types of alternative dispute resolution (ADR) (ie mediation, arbitration) and their advantages and disadvantages is a key concept for which HR competency?
ER/LR
Unionization approaches, methods, and management (ie acceptance, avoidance strategies) is a key concept for which HR competency?
ER/LR
What does PESTLE stand for?
political, economic, social, technological, legal, and environmental
Techniques for disciplinary investigations is a key concept for which HR competency?
ER/LR
Using technologies in a manner that protects workforce data is a proficiency indicator for which HR competency?
technology management
Addressing global issues that influence day-to-day HR activities and recommendations for business solutions is a proficiency indicator for which HR competency?
HR in the global context
Techniques for grievance and complaint resolution is a key concept for which HR competency?
ER/LR
Data and information management (ie data integrity, confidentiality, security, disclosure) is a key concept for which HR competency?
technology management
Evaluating and implementing technology solutions that support the achievement of HR's strategic direction, vision, and goals is an advanced proficiency indicator for which HR competency?
technology management
Unfair labor practices, according to the ILO is a key concept for which HR competency?
ER/LR
Maintaining up-to-date knowledge of global political, economic, social, technological, legal, and environmental (PESTLE) factors and their influence on the organization's workforce is a proficiency indicator for which HR competency?
HR in the global context
Types and development of compliance and ethics programs (ie design, implementation, performance measures) is a key concept for which HR competency?
ER/LR
Define Technology Management
involves the use of existing, new, and emerging technologies to support the HR function, and the development and implementation of policies and procedures governing the use of technologies in the workplace
Evaluating and selecting vendors to provide HR technology solutions is an advanced proficiency indicator for which HR competency?
technology management
Requirements for moving work (ie co-sourcing, near-shoring, offshoring, on-shoring) is a key concept for which HR competency?
HR in the global context
Disciplinary procedures and approaches is a key concept for which HR competency?
ER/LR
Best practices for international assignments (ie approaches and trends, effective performance, health and safety, compensation adjustments, employee repatriation, socialization) is a key concept for which HR competency?
HR in the global context
Policies and practices for technology and social media use (ie bring-your-own-device, websites, computers for personal activity) is a key concept for which HR competency?
technology management
Implementing HR information systems (HRIS) that integrate with and complement other enterprise information systems is a proficiency indicator for which HR competency?
technology management
Section 6
(50 cards)
Monitoring PESTLE factors and their influence on the organization is a proficiency indicator for which HR competency?
risk management
Incorporating into business cases the anticipated level of risk is a proficiency indicator for which HR competency?
risk management
Approaches to managing a multi-generational/aging workforce is a key concept for which HR competency?
diversity and inclusion
Workplace/occupational injury and illness prevention (ie identification of hazards), investigations, and accommodations is a key concept for which HR competency?
risk management
Evaluating the anticipated level of risk associated with strategic opportunities is an advanced proficiency indicator for which HR competency?
risk management
Developing and maintaining knowledge of current trends and best practices in diversity-related and inclusion-related HR management is a proficiency indicator for which HR competency?
diversity and inclusion
Monitoring and evaluating macro-level labor market, industry, and global trends for their impact on the organization is an advanced proficiency indicator for which HR competency?
risk management
Auditing risk management activities and plans is a proficiency indicator for which HR competency?
risk management
Identifying opportunities to enhance the fairness of organizational policies and procedures to all employees (ie remove demographic barriers to success) is a proficiency indicator for which HR competency?
diversity and inclusion
Quality assurance techniques and methods is a key concept for which HR competency?
risk management
Establishing strategies to address workplace retaliation and violence is an advanced proficiency indicator for which HR competency?
risk management
Developing, implementing, and overseeing, in conjunction with other business leaders, enterprise-wide programs, practices, and policies that lead to a diverse workforce is an advanced proficiency indicator for which HR competency?
diversity and inclusion
Incorporating diversity and inclusion goals into all HR programs, practices, and policies is an advanced proficiency indicator for which HR competency?
diversity and inclusion
Approaches to a drug-free workplace (ie testing, treatment of substance abuse) is a key concept for which HR competency?
risk management
Emergency and disaster (ie communicable disease, natural disaster, severe weather, terrorism) preparation and response planning is a key concept for which HR competency?
risk management
Consulting with managers about distinctions between performance issues and cultural differences is a proficiency indicator for which HR competency?
diversity and inclusion
Demographic barriers to success (ie glass ceiling) is a key concept for which HR competency?
diversity and inclusion
Identifying and implementing workplace accommodations is a proficiency indicator for which HR competency?
diversity and inclusion
Workplace accommodations (ie disability, diversity, religious, transgender, veteran, active-duty military) is a key concept for which HR competency?
diversity and inclusion
Acting as a professional role model and a representative of the organization when interacting with the community is a proficiency indicator for which HR competency?
CSR
Developing, implementing, and overseeing a comprehensive enterprise risk management strategy is an advanced proficiency indicator for which HR competency?
risk management
Define Corporate Social Responsibility (CSR)
represents the organization's commitment to operate in an ethical and sustainable manner, by engaging in activities that promote and support philanthropy, transparency, sustainability, and ethically sound governance practices
Examining potential threats to the organization and guiding senior leadership accordingly is an advanced proficiency indicator for which HR competency?
risk management
Developing, implementing, and overseeing formal and routinized processes for monitoring the organization's internal and external environments to identify potential risks is an advanced proficiency indicator for which HR competency?
risk management
Communicating critical information about risks (ie safety and security) and risk mitigation to senior-level employees and external stakeholders is an advanced proficiency indicator for which HR competency?
risk management
Maintaining and ensuring accurate reporting of internationally accepted workplace health and safety standards is a proficiency indicator for which HR competency?
risk management
Legal and regulatory compliance auditing and investigation techniques is a key concept for which HR competency?
risk management
Conducting due diligence investigations to evaluate risks and to ensure legal and regulatory compliance is a proficiency indicator for which HR competency?
risk managment
Leading after-action debriefs following significant workplace incidents such as those which involve employee safety and security is an advanced proficiency indicator for which HR competency?
risk management
Administering and supporting HR programs, practices, and policies that identify and/or mitigate workplace risk is a proficiency indicator for which HR competency?
risk managment
Approaches to qualitative and quantitative risk assessment (ie single loss expectancy, annualized loss expectancy) is a key concept for which HR competency?
risk management
Demonstrating support to internal and external stakeholders for the organization's diversity and inclusion efforts is a proficiency indicator for which HR competency?
diversity and inclusion
Overseeing workplace safety-related and health-related investigations and reporting is an advanced proficiency indicator for which HR competency?
risk management
Enterprise risk management processes and best practices (ie understand context, identify risks, analyze risks, prioritize risks) and risk treatments (ie avoidance, reduction, sharing, retention) is a key concept for which HR competency?
risk management
Designing and overseeing HR programs, practices, and policies that encourage employees to take advantage of opportunities to work with others possessing a diverse set of experience and backgrounds is an advanced proficiency indicator for which HR competency?
diversity and inclusion
Issues related to acceptance of diversity, including international differences (ie in foreign nations or by employees from foreign nations) is a key concept for which HR competency?
diversity and inclusion
Security concerns (ie workplace violence, theft, fraud, corporate espionage, sabotage, kidnapping, and ransom) and prevention is a key concept for which HR competency?
risk management
Contributing to the development and maintenance of an organizational culture that values a diverse and inclusive workforce (ie conduct diversity training) is a proficiency indicator for which HR competency?
diversity and inclusion
Risk sources (ie project failures) and types (ie hazard, financial, operational, strategic) is a key concept for which HR competency?
risk management
Ensuring that risk management activities and plans are audited and that the results inform risk mitigation strategies is an advanced proficiency indicator for which HR competency?
risk management
Conducting workplace safety-related and health-related investigations (ie investigate workplace injuries) is a proficiency indicator for which HR competency?
risk management
Business recovery and continuity-of-operations planning is a key concept for which HR competency?
risk management
Approaches to developing an inclusive workplace (ie best practices for diversity training) is a key concept for which HR competency?
diversity and inclusion
Advocating for the incorporation of diversity goals into the organization's strategic plan is an advanced proficiency indicator for which HR competency?
diversity and inclusion
Designing and overseeing HR programs, practices, and policies that support the development and maintenance of an organizational culture that values and promotes a diverse and inclusive workforce is an advanced proficiency indicator for which HR competency?
diversity and inclusion
Implementing plans for crisis management, contingency, and business continuity for the HR function and the organization is a proficiency indicator for which HR competency?
risk management
Developing plans for crisis management, contingency, and business continuity for the HR function and the organization is an advanced proficiency indicator for which HR competency?
risk management
Communicating critical information about risks (ie safety and security) and risk mitigation to employees at all levels is a proficiency indicator for which HR competency?
risk management
Define Risk Managment
the identification, assessment, and prioritization of risks, and the application of resources to minimize, monitor, and control the probability and impact of those risks accordingly
Ensuring that HR staff members have up-to-date knowledge of current trends and best practices in a diversity-related and inclusion-related HR is an advanced proficiency indicator for which HR competency?
diversity and inclusion
Section 7
(37 cards)