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aPHR CERTIFICATION
STUDY GUIDES
“Human Resource Managment (HRM) - CORRECT ANSWER HRM consists of an organization's "people
practices" - the policies, practices, and systems that influence employees' behavior, attitudes, and performance."
"Explain how HRM contributes to an organization's performance - CORRECT ANSWER Through its
practices or process, The HRM influences who works for the organization and how those people work. These human resources, if well managed, have the potential to be a source of sustainable competitive advantage, contributing to basic objectives such as quality, profits, and customer satisfaction."
"Human Resource Information System (HRIS) - CORRECT ANSWER A computer system used to acquire,
store, manipulate, analyze, retrieve, and distribute information related to an organization's human resources"
"HRIS purpose - CORRECT ANSWER Large quantities of employee data ( including training records,
skills, compensation rates, and benefits usage and costs) can easily be stored."
"Equal Employment Opportunity ( EEO) - CORRECT ANSWER The condition in which all individuals
have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin."
"Equal Employment Opportunity Commission ( EEOC) - CORRECT ANSWER Responsible for enforcing
most of the EEO laws, including Title VII,mother Equal Pay Act, and the Americans with Disabilities Act. To do this, the EEOC investigates and resolves complaints about discrimination, gathers information, and issues guidelines."
"Occupational Safety and Health Act ( OSH Act) - CORRECT ANSWER US law authorizing the federal
government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce. The OSH Act divided enforcement responsibilities between the Department of Labor (OSHA) and the Department of Health who is responsible for conducting research to determine the criteria for specific operations or occupations and for training employers to comply with the act. Much of the research is conducted by the NIOSH, National Institute For Occupational Safety and Health"
"Employers Duties under the OSH Act - CORRECT ANSWER The act's general duty clause :
-Each employer has a general duty to furnish each employees place of employment free from recognized hazards that cause or are likely to cause death or serious physical harm. ( as the main provision of the OSH Act states) -Employers must keep records of work-related injuries and illnesses and post an annual summary of these records from Feb 1 to April 30 in the following year even if no injuries or illnesses occurred. ( OSHA's Form 300A)"
"Employees rights under OSH Act - CORRECT ANSWER Employees have the right to:
-Request an inspection -Have a representative present at an inspection -Have dangerous substances identified -Be promptly informed about exposure to hazards and be given Acces to accurate records regarding exposure
- Have employer violations posted at the work site"
"Human Capital - CORRECT ANSWER An Organization's employees, described in terms of their training,
experience, judgement, intelligence, relationships, and insight."
"High Performance Work System - CORRECT ANSWER An organization in which technology,
organizational structure, people, and processes work seamlessly to give an organization an advantage in the competitive environment."
"Maintaining a High-Performance Work System may include: - CORRECT ANSWER -Development of
training programs -Recruitment of people with new skill sets
- Establishment of rewards for such behaviors as team work, flexibility, and learning"
"Ratio of HR employees to total employees - CORRECT ANSWER 2 full time HR staff persons for every
100 employees on payroll. In small organizations the ratio is much higher"
"Administrative role of HRM - CORRECT ANSWER Handling administrative tasks ( hiring employees,
answering questions about benefits) efficiently and with a commitment to quality. This requires expertise in the particular task"
"Business Partner role of HRM - CORRECT ANSWER Developing effective HR systems that help the org
meet its goals attracting, keeping, and developing people with the skill it needs. For the systems to be effective, HR people must understand the business so it can understand what the business needs"
"Strategic partner role - CORRECT ANSWER Contributing to the company's strategies through an
understanding of its existing and needed HR and ways HR practices can give the company a competitive advantage.
"Job rotation - CORRECT ANSWER Enlarging jobs by moving employees among several different jobs"
"Job enrichment - CORRECT ANSWER Empowering workers by adding more decision making authority
to jobs"
"Flextime - CORRECT ANSWER A scheduling policy in which full time employees may choose starting
and ending times within guidelines specified by the organization"
"Job sharing - CORRECT ANSWER A work option in which two part time employees carry out the tasks
associated with a single job"
"Telework or Telecommuting - CORRECT ANSWER Means doing one's work away from a centrally
located office"
"Ergonomics - CORRECT ANSWER The study of the interface between individuals' physiology and the
characteristics of the physical work environment"
"Position Analysis Questionnaire (PAQ) - CORRECT ANSWER A standardized job analysis questionnaire
containing 194,questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs"
"Flesh an Job Analysis System - CORRECT ANSWER Job analysis technique that asks subject matter
experts to evaluate a job in terms of the abilities required to perform"
"Competency - CORRECT ANSWER An area of personal capability that enables employees to perform
their work successfullyb"
"Recruitment - CORRECT ANSWER The process through which the organization seeks applicants for
potential employment"
"Selection - CORRECT ANSWER The process by which the organization attempts to identify applicants
with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals"
"Top 5 qualities employers look for in employees - CORRECT ANSWER 1)- Teamwork Skills
2)- Verbal Communications Skills 3)- Decision Making, Problem Solving 4)- Gathering / Processing information 5)- Planning/ Prioritizing Tasks"
"Training - CORRECT ANSWER A planned effort to enable employees to learn job-related knowledge,
skills, and behavior"
"Development - CORRECT ANSWER The acquisition of knowledge, skills, and behaviors that improve
an employees ability to meet changes in job requirements and in customer demands"
"Performance Management - CORRECT ANSWER The process of ensuring that employees' activities
and output match the organization's goals."
"Compensation and benefits - CORRECT ANSWER This function includes Wage and salary
administration, incentive pay, insurance, vacation leave administration, retirement plans, profit sharing, stock plans"
"Employee Relations - CORRECT ANSWER Preparing and distributing employee handbooks, company
publications, answer questions about benefits and company policy, address problems between employees and supervisors, communication with union representatives"
"Workforce analytics - CORRECT ANSWER The use of quantitative tools and scientific methods to
analyze data from human resource databases and other sources to make evidence-based decisions that support business goals."
"Organizational Strategy - CORRECT ANSWER Organization's plan for meeting broad goals such as
profitability , quality, and market share"
"How HR supports the organization's strategy - CORRECT ANSWER Understanding the organization's
business operations, projecting how business trends might affect the business,reinforcing positive aspects of the organization's culture, developing talent for present and future needs, crafting effective HR strategies, effective human resource planning"
"Human Resource Planning - CORRECT ANSWER Identifying the numbers and types of employees the
organization will require to meet its objectives."
"Forecasting - CORRECT ANSWER The attempts to determine the supply of and demand for various
types of human resources to predict areas within the organization where there will be labor shortages or surpluses"
"Trend analysis - CORRECT ANSWER Constructing and applying statistical models that predict labor
demand for the next year, given relatively objectives statistics from the previous year"
"Leading indicators - CORRECT ANSWER Objective measures that accurately predict future labor
demand"
"Transitional Matrix - CORRECT ANSWER Statistical procedure to determine labor supply
A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period"
"HRM Process/ practices - CORRECT ANSWER 1) Analysis and Design of work
- HR planning
- Recruitment
- Selection 5)Training and development 6)Compensation 7)Performance Management
- Employee Relations"
"Human Resources qualities valuable to the success of organizations - CORRECT ANSWER 1) Human
Resources are VALUABLE- high-quality employees provide a needed service as they perform many critical functions.
- Human Resources are RARE- a person with high levels of the needed skills and knowledge is not common
- Human Resources CANNOT BE IMITATED -
- Human Resources have NO GOOD SUBSTITUTES"
"Ethics - CORRECT ANSWER The fundamental principles of right and wrong. Ethical behavior is
behavior that is consistent with those principles."
"HR Ethics and Sarbanes-Oxley (SOX) - CORRECT ANSWER Reduce the likelihood of illegal and
unethical behaviors by : -- Having a written Code Of ethics and conduct standards --Providing ethical behavior training and advice -- Establishing confidential reporting systems for ethical misconduct -- Providing whistle-blower protection --Supporting HR's role as "keeper and voice" of organization's ethics"
"Employees Rights/ Kant's Human Rights - CORRECT ANSWER - Right of free consent
- Right of Privacy
- Right of freedom of conscience
- Right of Freedom of speech
- Right to due process"
"Standards for ethical HR practices - CORRECT ANSWER 1) HRM practices must result in the greatest
good for the largest number of people
- employment practices must respect basic human rights of privacy, due process, consent and free speech
- managers must treat employees and customers equitable and fairly"
"Labor Force - CORRECT ANSWER Is a general way to refer to all the people willing and able to work"
"Internal Labor Force - CORRECT ANSWER An organization's workers ( it's employees and the people
who have contracts to work at the organization)"
"External Labor Market - CORRECT ANSWER Individuals who are actively seeking employment"
"High Performance Work Systems - CORRECT ANSWER Organizations that have the best possible fit
between their social system ( people and how they interact) and technical system (equipment and processes )"
"Summarize Areas in which HRM can support the goal of creating a high performance work system -
CORRECT ANSWER Reliance on knowledge workers, empowerment of employees to make decisions,
and use of teamwork. Recruiting and selection decisions are especially important for organization's that rely on knowledge workers. Job design and appropriate systems for assessment and rewards have a central role in supporting employee empowerment and teamwork"
"Knowledge workers - CORRECT ANSWER Employees whose main contribution to the organization is
specialized knowledge, such as knowledge of customers, a process, or a profession"
"Employee Empowerment - CORRECT ANSWER Giving employees responsibility and authority to make
decisions regarding all aspects of product development or customer sevice"
"Employee Engagement - CORRECT ANSWER Full involvement in one's work and commitment to one's
job and company. Is associated with higher productivity, better customer service, and lower turnover"
"Teamwork - CORRECT ANSWER The assignment of work to groups of employees with various skills
who interact to assemble a product or provide a service"
"Business strategy: issues affecting HRM - CORRECT ANSWER Total Quality Management
Mergers and Acquisitions Reengineering International Expansion Downsizing Outsourcing"
"Total Quality Management TQM - CORRECT ANSWER A company wide effort to continually improve
the ways people, machines, and systems accomplish work"
"Outsourcing - CORRECT ANSWER The practice of having another company ( a vendor, third-party
provider, or consultant) provide services"
"Electronic Human Resource Management (e-HRM) - CORRECT ANSWER The processing and
transmission of digitized HR information, especially using computer networking and the Internet"
"how eHRM affects traditional HRM functions - CORRECT ANSWER Electronic HRM applications let
employees enroll in and participate in training programs online.
- On-call workers, persons who work for an organization only when they are needed
- Temporary workers, are employed by a temporary agency; client organization's pay the agency for the services of these workers
- Contract company workers, employed directly by a company for a specific time specified in a written contract"
"How the three branches of government regulate HRM - CORRECT ANSWER -The Legislative branch-
develops laws such as those governing equal employment opportunity and worker safety and health -The executive branch- including the many regulatory agencies that the president oversees, is responsible for enforcing the laws passes by congress ( from drawing up regulation detailing how to abide by the law, to filing suits against alleged violators. I'm addition, the president may issue executive orders
- The judicial branch- the federal court system- influences employment law by interpreting the law and holding trials concerning violations of the law"
"What Constitutional Amendments have implications for HRM - CORRECT ANSWER Two amendments
to the US Constitution, the Thirteenth and Fourteenth, have implications for HRM. The Thirteenth Amendment abolished slavery in the United States and the Fourteenth Amendment forbids the states from taking life, liberty, or property without due process of law and prevents the states from denying equal protection of the laws. This only applies to the decisions or actions of the government or of private groups whose activities are deemed government actions"
"Uniform Guidelines on Employee Selection Procedures - CORRECT ANSWER Guidelines issued by the
EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as to not violate anti discrimination laws"
"Where EEOC posters should be displayed by an employer? - CORRECT ANSWER In prominent and
accessible locations ( in the cafeteria or near its time clock."
"How long should employers keep documents related to employment decisions? - CORRECT ANSWER
Employers must keep these records for at least 6 months or until a complaint is resolved, whichever is later."
"Office of Federal Contract Compliance Programs (OFCCP) - CORRECT ANSWER The agency responsible
for enforcing the executive orders that cover companies doing business with the federal government"
"Written affirmative-action plan Components - CORRECT ANSWER 1- utilization analysis - a
comparison of the race, sex, and ethnic composition of the employer's workforce with that of the available labor supply. The percentage in the employer's workforce should not be greatly lower than the percentages in the labor supply 2- goals and timetables- The percentages of women and minorities the organization seeks to employ in each job group, and the dates by which the percentages are to be attained. The only requirement is that the employer have goals and be seeking to achieve the goals
3- Action steps- a plan for how the organization will meet its goals. Besides working towards its goals of hiring women and minorities, the company must take affirmative steps to hiring Vietnam veterans and individuals with disabilities"
"The government role in providing for Equal Employment Opportunity - CORRECT ANSWER EEO
requires that employers comply with EEO laws. To enforce those laws, the executive branch of the federal government uses the Equal Employment Opportunity Commission EEOC and the Office of Federal Contract Compliance Programs OFCCP"
"EEO-1 Report - CORRECT ANSWER The EEOC also monitors organizations's hiring practices. Each year
organization's that are government contractors or subcontractors or have 100 or more employees must file an Employer Information Report (EEO-1) with the EEOC. The EEO-1 Report is an online questionnaire requesting the number of employees in each job category ( such as managers, professionals, and laborers ) broken down by their status as male or female, Hispanic or non-Hispanic, and members of various racial groups"
"Thirteenth Amendment - CORRECT ANSWER Abolished slavery, covers all individuals, enforced by the
Court System"
"Fourteenth Amendment - CORRECT ANSWER Provides equal protection for all citizens and requires
due process in state action. Covers State actions ( e.g., decisions of government organizations ) enforced by the court system"
"Civil Rights Acts ( CRAs) of 1866 and 1871 (as amended) - CORRECT ANSWER Grant all citizens the
right to make, perform, modify, and terminate contracts and enjoy all benefits, terms and conditions of the contractual relationship. Covers all individuals. Enforced by the court system"
"Equal Pay Act of 1963 - CORRECT ANSWER Requires that men and women performing equal jobs
receive equal pay. Covers employers engaged in interstate commerce. Enforced by the EEOC"
"Title VII of the Civil Rights Act of 1964 ( Title VII) - CORRECT ANSWER Forbids discrimination based on
race, color, religion, sex, or national origin. Covers employers with 15 or more employees working 20 or more weeks per year; labor unions; and employment agencies. EEOC enforced"
"Executive Order 11246 - CORRECT ANSWER issued by Lindon Johnson, prohibits federal contractors
and subcontractors from discriminating based on race, color, religion, sex, or national origin. In addition, employers whose contracts meet minimum size requirements must engage in affirmative action to ensure against discrimination. Those receiving more than 10,000 from federal gov must take affirmative action and those with contracts exceeding 50,000 must develop a written affirmative action plan for each of their establishments Enforced by OFCCP"
"Civil Rights Act of 1991(CRA 1991) - CORRECT ANSWER Same as Title VII, prohibits discrimination with
the addition of compensatory and punitive damages to employment discrimination cases EEOC"
"Maximum punitive damages allowed under CRA 1991 - CORRECT ANSWER 14 to 100 employees-----
101 to 200 " -----———. $100, 201 to 500 —. $200, More than 500 --------- 300,000"
"Business' Role in providing for EEO - CORRECT ANSWER Most companies recognize the importance of
complying with anti-discrimination laws. Expert HR professionals can help in identifying how to comply and take steps to avoid discrimination and provide reasonable accommodation"
"Job Analysis - CORRECT ANSWER The process of getting detailed information about jobs"
"Work Flow Design - CORRECT ANSWER The process of analyzing the tasks necessary for the
production of a product or service"
"Job - CORRECT ANSWER A set of related duties"
"Position - CORRECT ANSWER A set of duties performed by a particular person"
"Job Description - CORRECT ANSWER A list of the tasks, duties, and responsibilities (TDRs) that a
particular job entails"
"Job Specification - CORRECT ANSWER A list if the knowledge, skills, abilities, and other characteristics
that an individual must have to perform a particular job"
"Job Design - CORRECT ANSWER The process of defining the way work will be performed and the tasks
that a given job requires"
"Types of discrimination - CORRECT ANSWER Disparate Treatment, Disparate Impact or Adverse
Effect"
"Disparate Treatment - CORRECT ANSWER Treating one group different than other based on race,
color, religion, sex, national origin, age, or disability status"
"Bona Fide Occupational Qualification BFOQ - CORRECT ANSWER A necessary ( not merely preferred)
qualification for performing a job"
"Disparate Impact or Adverse Effect - CORRECT ANSWER When a policy or procedure has a negative
effect on a protected group. A commonly used test of disparate impact is the Four-Fifths Rule"
"Four-fifths Rule - CORRECT ANSWER Rule of thumb that finds evidence of potential discrimination if
an organization's hiring rate ( not numbers of employees hired) for a minority group is less than four- fifths the hiring rate for the majority group
- find the rates : divide #hired by #applicants of each group
- compare the rates"
"Difference between Disparate Treatment and Disparate Impact - CORRECT ANSWER The role of the
employer's intent."
"EEO Policy - CORRECT ANSWER Employers can avoid discrimination and defend against claims of
discrimination by establishing and enforcing an EEO Policy. The policy should define and prohibit unlawful behaviors, as well as provide procedures for making and investigate complaints. The policy should also require that employees at all levels engage in fair conduct and respectful language."
"Affirmative Action and Reverse Discrimination - CORRECT ANSWER When organizations engaged in
affirmative action allegedly discriminate white or male candidates by increasing the proportions of minorities or female candidates hired or promoted"
"Reasonable Accommodation - CORRECT ANSWER An employer's obligation to do something to
enable an otherwise qualified person to perform a job. An accommodation is considered "reasonable" if it does not impose an undue hardship on the employer, such as an expense that is large in relation to a company's resources."
"Examples of Reasonable Accommodations under the ADA - CORRECT ANSWER Making facilities
accessible, modifying work schedules, Acquiring or modifying equipment, providing qualified readers or interpreters, etc..."
"Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) - CORRECT
ANSWER Requires rehiring of employees who are absent for military service, with training and
accommodation as needed. Covers veterans and members of reserve components Enforced by Veterans' Employment and Training Service of the Department of Labor"
"Genetic Information Nondiscrimination Act of 2008 ( GINA) - CORRECT ANSWER Prohibits
discrimination because of genetic information Covers employers with 15 or more employees EEOC"
"Valuing Diversity - CORRECT ANSWER The practice of valuing diversity has no single form. It is not
written into a law or business theory. Some organizations that practice " valuing diversity"define a diverse workforce as a competitive advantage that brings them a wider pool of talent and a greater insight into the needs and behaviors of their diverse customers."
"National Labor Relations Act ( NLRA) - CORRECT ANSWER Federal law that support collective
bargaining and sets out the rights of employees to form unions"
"Activities Protected By the NLRA - CORRECT ANSWER Under the National Labor Relations Act, most
private sector employees have the right to: Organize a union to negotiate with employers concerning wages, hours, and other terms and conditions of employment. -Form, join or assist a union.
- Bargain collectively through representatives of employees' own choosing for a contract setting wages, benefits, hours, and other working conditions.
- Discuss terms and conditions of employment or union organizing with co-workers or a union. -Engage in protected concerted activities with one or more co-workers to improve wages, benefits and other working conditions. -Choose not to do any of these activities, including joining or remaining a member of a union."
"Employees not covered by the NLRA - CORRECT ANSWER Most employees in the private sector are
covered by the NLRA. However, workers employed under the following conditions are not covered: Employed as a supervisor Employed by a parent or spouse Employed as an independent contractor Employed in the domestic service of any person or family in a home Employed as agriculture laborers Employed by an employer subject to the Railway Labor Act Employed by a federal, state, or local government Employed by any other person who is not an employer as defined in the NLRA."
"Laws amending the NLRA - CORRECT ANSWER Originally, the NLRA did not list any unfair labor
practices by unions. In later amendments to the NLRA- The Taft-Harley Act of 1947 and the Landrum- Griffin Act of 1959- congress established some restrictions on Union practices deemed unfair to employers and union members"
"Taft-Hartley Act of 1947 - CORRECT ANSWER Unions may not restrain employers though actions such
as following: -Mass picketing in such numbers that nonstriking employees physically cannot enter the workplace
- Engaging in violent acts in connection with a strike
- Threatening employees with physical injury or job loss if they do not support Union activities"
"Right-to-Work Laws - CORRECT ANSWER state laws that make Union shops, maintenance of
membership, and agency shops illegal ( because that restricts the employees' right to freedom of association"
"Handling of complains regarding unfair labor practices - CORRECT ANSWER It begins when someone
files a charge. The deadline for filing a charge is 6 months after the alleged unfair practice. All parties
must be served with a copy of the charge. (Registered mail is recommended ) The charge is investigated by a regional office"
"Which document fulfills all requirements when completing an I-9 form? - CORRECT ANSWER U.S.
Passport, (Form I-9 requires that an employer verify both a new hire's identity and legal right to work in the U.S."
""Third Shift" - CORRECT ANSWER The hours between 12:00 midnight to 8:00 AM beacuse these are
the hours that the majority of people are at home sleeping, organizations frequentlyvoffer additional pay ( known as " shift diferential" ) to attract employees to work these non-standard hours."
"Glass-ceiling effect - CORRECT ANSWER Refers to an invisible barrier which appears to limit the
growth of women above a certain level within the organization"
""Glass ceiling Initiatives - CORRECT ANSWER Efforts to address the "glass ceiling effect""
"Elements included in The Metrics for assessing a program - CORRECT ANSWER 1-Quantity ( volume)
2-Quality ( error or success rate) 3-Time (on time or the time to complete) 4- Money ( cost or revenue generated) 5- Satisfaction ( of the users)"
"The three levels of metrics - CORRECT ANSWER Impact, effectiveness, efficiency"
"Metrics you can collect and track - CORRECT ANSWER 1-Output ( unites produced, items sold, forms
processed, productivity, tasks completed, new accounts generated) 2- Cost ( unit costs, variable costs, project cost savings, sales expenses, accident costs, operating costs, ) 3- Time ( processing time, learning time, meeting schedules, hiring for a position, time to project completion) 4- Quality ( error rates, shortages, product defects, scrap, waste, rejects, product failures, time card corrections , % of tasks completed properly, # of accidents) 5- Work Habits ( absenteeism, tardiness, visits to the dispensary, first aid treatments, violations of safety rules, excessive breaks, follow-up) 6- Work Climate/ Satisfaction ( # of grievances, # of discrimination charges, employee complaints, job satisfaction, employee turnover, litigation, organization commitment, employee loyalty,increased confidence) 7- Customer Service ( complaints, satisfaction, dissatisfaction, impressions, loyalty, retention, customer value, lost customer) 8- Employee Development/Advancement ( # of promotions, # of pay increases, # of learning programs , attended, requests for transfer, performance appraisal ratings, increases in job effectiveness) 9- Initiative/ Innovation ( implementation of new ideas, successful completion of projects, number of suggestions implemented, new products and services, developed, new patents and copyrights ) initiative/innovation"
"Internal sources advantages for the employer - CORRECT ANSWER - Generates applicants who are
well known to the organization
- Applicants are relatively knowledgeable about the organization's vacancies, which minimizes unrealistic expectations about the job
- Is generally cheaper and faster than looking outside of the organization
- increases employee loyalty
- boosts productivity and profitability"
"External Sources - CORRECT ANSWER When organizations recruit externally. For entry level positions
or specialized upper-level positions. The most used sources are : direct applicants and referrals, advertisements, employment agencies, schools and websites"
"Direct Applicants - CORRECT ANSWER People who apply for a vacancy without prompting from the
organization"
"Referrals - CORRECT ANSWER People who apply for a vacancy because someone in the organization
prompted them to do so"
"Best sources of new hires - CORRECT ANSWER Referrals and Direct applicants
Lower cost than formal recruiting efforts, "self-selection" process direct applicants are to some extent already sold on the org, when current employees ( who are familiar with the vacancy and the person they are referring) refer friends or relatives"
"Referrals cons - CORRECT ANSWER -Limit the likelihood of exposing the organization to fresh
viewpoints. People tend to refer others who are like themselves
- sometimes contribute to hiring practices that are or appear to be unfair, for example nepotism"
"Nepotism - CORRECT ANSWER The practice of hiring relatives"
"Electronic Recruiting - CORRECT ANSWER Posting career information at company websites to address
people who are interested in the particular company ( this works best for big, well known companies) and posting paid advertisements at career services to attract people who are searching for jobs. job boards large sites like monster and Careerbuilder are widely used. Also Small, more tailored websites called " Niche Boards" focus on certain industries"
"Advertising in Newspapers and Magazines - CORRECT ANSWER When the goal is to find people w
know the local community, advertising in the local newspaper can reach that audience. Similarly, when the goal is to find people in a specialized field, advertising in a trade p, professional, or industry publication can reach the right pool of job candidates."
"Public employment Agencies - CORRECT ANSWER The Social Security Act of 1935 requires that
everyone receiving unemployment compensation be registered with a local state employment office. These state unemployment offices work with the U.S. Employment Service (USES) to try to ensure that
unemployed individuals eventually get off state aid and get back on employer payrolls. To accomplish this, agencies collect information from the unemployed people about their skills and experience Employers can register their job vacancies with their local state employment office. The agency refers candidates at no charge"
"Private employment Agencies - CORRECT ANSWER Private agencies serve the white-collar labor
market. Private agencies charge the employers for providing referrals Are a more suitable source for certain kinds of applicants than public agencies Executive Search Firm (ESF) or head hunters for managers or professionals"
"Colleges and universities - CORRECT ANSWER Most colleges and universities have placement services
tha seek to help their graduates obtain employment. On-campus interviewing is the most important source of recruits for entry-level professional and managerial vacancies. Organization's tend to focus especially on colleges. That have strong reputation in areas for which they have critical needs -One of the best ways to establish a stronger presence on a campus is with a college internship program. These programs give an org early access to potential applicants and let the organization asses their capabilities directly. Internships also give applicants firsthand experience with the employer, so both parties can make well-informed decisions about fit when it comes time to considere long term commitment -Another way of increasing employer's presence on campus is to participate in universities job fairs job"
"Evaluating the quality of a source - CORRECT ANSWER It is wise for employers to monitor the quality
of all their recruitment sources. One way to do this is to develop and compare YIELD RATIOS for each source. By comparing the yield ratios of different recruitment sources, HR professionals can determine which source is the best or most efficient fir the type of vacancy. Another measure of recruitment success is the COST PER HIRE"
"Yield Ratio - CORRECT ANSWER A ratio that expresses the percentage of applicants who successfully
move from one stage of the recruitment and selection process to the next. ( # interviews divided by # of resumes= %of interviews generated by a source)"
"Cost per Hire - CORRECT ANSWER The cost of using a particular recruitment source for a particular
type of vacancy divided by the number of people hired to fill that type of vacancy. A lost cost per hire means that the recruitment source is efficient, it delivers qualified candidates at minimal cost The cost per hire is not simply related to the type of recruiting method. These costs also tend to vary by industry and organization size. Small companies' cost is much higher than big companies. One reason for that is that small companies have fewer recruiters in-house, so they are likelier to hire outside at a higher cost.
