APHR Exam: Comprehensive Questions and Answers for HR Operations, Exams of Human Resource Management

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HR Operations - ✔✔focus on business issues and the human resources functions anticipating and planning for change HR actives cover? - ✔✔everything an organization uses to affect employee behaviors 5 steps in the lawmaking process - ✔✔Draft a Bill, Debate, Voting, Referral to another chamber, and final actions Who can draft a bill? - ✔✔Anyone, only member of congress may introduce it into legislation One a bill reaches the floor what is determined? - ✔✔procedures ( conditions and time allotted) After the debate the bill is? - ✔✔passed or defeated by voting membership Once a bill is passed, it is? - ✔✔referred to another chamber. The second chamber can? - ✔✔approve, modify or reject a bill After the house and senate accept the bill it is sent to? - ✔✔the president What three actions can the president take on a new bill? - ✔✔1. sign the bill into law

2. vetoes it
3. if no action is taken for ten days while congress is in session, it becomes a law. If congress adjourns its second session and the president takes no action, it is? - ✔✔pocket veto- legislation dies

Over ride veto- - ✔✔Over ride president decision, 2/3 vote of members who are present Grass roots - ✔✔active involvement in the legislative process at a hands on level 3 functions of a typical business? - ✔✔Operations, Marketing & Sales, and Finance & Accounting Treasury Duties - ✔✔financing an investing companies money Controller - ✔✔Monitor revenue, income and expenses 4 types of budgets - ✔✔Incremental, formula, operating and captial Incremental Budget - ✔✔looks at prior budget for new funding, looks at each items budget expense to make plan for next period Formula Budget - ✔✔overall cost applied to calculate increases in the next budget, new budget starts at zero; without considering prior expenses Operating Budget - ✔✔focuses on the budget income statement and its supporting components and schedules Capital Budget - ✔✔plan to finance long term fixed assets such as facilities and equipment Straight line depreciation method - ✔✔expense is assumed to be incurred in equal amounts over life of asset accelerated depreciation method - ✔✔expense is assumed to be incurred in decreasing amounts over life of asset ROI= - ✔✔gain from investment- cost of investment/ cost of investment

3 Historic HR Roles - ✔✔Advisory, Service and Control 3 Current HR Roles - ✔✔Administration, Operational and Strategic 3 types of organizational structures - ✔✔centralized, decentralized and organizational 4 types of organizational structures - ✔✔Functional, Divisional, Customer Focused and Matrix Functional Structure - ✔✔org chat arranged by function/department Divisional Structure - ✔✔org chat separated by product, group, market, region Customer Focused Structure - ✔✔org chart based on customer needs Matrix Structure - ✔✔Dual chain of command- report to more then one person 2 types of reporting relationships - ✔✔line management and staff management Line management - ✔✔responsible for reaching company goals, making money and operations Staff Management - ✔✔Contributes to efficiency and maintenance of organization ( HR, FINANCE, ACCOUNTING) Cost Leadership Strategy - ✔✔meet customer needs for quality at low cost Product Differentiation Strategy - ✔✔offer unique products and services ( higher cost)

5 Management Responsibilities - ✔✔1. Planning

2. Organizing
3. Coordinating
4. Directing
5. Controlling Org life cycle stages - ✔✔introduction, growth, maturity, decline and shakeout. Core Competency - ✔✔organizations unique capability or strengths to create value and be different from competitors Objective - ✔✔major initiatives company will take to achieve each goal strategies - ✔✔means by which an objective is achieved Tactics - ✔✔detail of the steps to carry out a strategy Critical Success Factors - ✔✔activities an org must perform extremely well to achieve mission and goals Higher Unemployment more? - ✔✔skilled workers looking for jobs Matures - ✔✔born prior to 1945 boomers - ✔✔ 1945 - 1964. workaholics Sandwich - ✔✔Late Boomers, caring for children and parents Generation X - ✔✔ 1965 - 1980 Team, time off valued, want trustworthy bosses

Generation Y - ✔✔born after 1980, technically driven, focus on being individual, may look for non traditional career paths Balanced Score Card - ✔✔robert kaplan and david norton 1992. management tool for organizational development and incentive programs 4 parts of a balanced scorecard - ✔✔1. financial goals

2. customer perspective
3. internal processes
4. learning and innovation Primary Research - ✔✔data collected first hand for specific project. 4 steps involved in primary research - ✔✔1. problem Analysis
5. Hypothesis Generation
6. Experimental Designs
7. Ensuring reliability 3 data collection methods for primary research - ✔✔1. interviews/ panels
8. Surveys
9. Quantitative Data Analysis Secondary Research - ✔✔already published or recorded data that has been done by someone else Tools to measure achievement - ✔✔1. Gap analysis- where we are now vs where we need to be
10. Benchmarking- comparing specific measures of performance in other best practice tools used to track progress - ✔✔1. Gantt charts- bar charts

2. PERT charts- arrow diagram of critical components HR Outsourcing - ✔✔transferring or sharing management control to an outside supplier 2 most commonly outsourced hr functions - ✔✔benefits and temp staffing Kurt Lewins Theory of Change - ✔✔Overcoming resistance to change by unfreeze, moving and refreezing Stages of reaction to change by Daryl R Conner - ✔✔1. Denial
3. Anger
4. Neutral
5. Depression
6. Acceptance Copyrightact 1976 - ✔✔right or privilege the author has to exclude printing, duplicating, distributing or vending copies of their work Copyright materials are automatically - ✔✔protected under us copyright law Copy right give the author protection against what 4 things - ✔✔1. reproducing work
7. distributing work
8. preparing derivative works based on original
9. preforming the work in public Filing a copyright is generally - ✔✔not required, unless you want to file a law suit for infringement Employer owns copy right of employee's - ✔✔1. work done during business and works created by a consultant or freelancer

Outside of employee's work or works created by a consultant or freelancer, what is necessary? - ✔✔written assignment In public domain, copyrights last how long? - ✔✔lifetime of author plus 70 years In public domain, anonymous work is protected for how long? - ✔✔95 years from publish date or 120 years from year of creation. whichever expires first. 3 other publications considered within public domain - ✔✔1. anything published prior to 1978 without notice of copyright sign

2. anything published between 1/1/1978 and 3/1/1989 without copyright sign
3. after 1989, copyright notice not required Works produced for the us government by officers/ employees as part of official duties are considered - ✔✔public domain and may be freely reproduced Fair use allows? - ✔✔use of copyrighted work in Certain situations without first having to get permission Examples of fair use: - ✔✔criticism, comment, news reporting, teaching, scholarship and research the distinction between fair use and infringement is? - ✔✔unclear and not easily defined 4 factors in determining whether or not use of copyright is fair, consider (4) - ✔✔1. purpose
4. nature
5. percentage copyright work is being used
6. effect on potential market value of copyright work Title VII of the civil rights act - ✔✔must not discriminate when offering or providing training to individuals

American with Disabilities Act - ✔✔must ensure training facilities and materials are acceptable Three functions of HRD - ✔✔Training, Individual development and organizational development Individual development - ✔✔long term focus on employees future responsibilities organizational development - ✔✔enhancing effectivness of the organization through planned activities and interventions micro organizational development - ✔✔focus on individual, small groups and teams macro organizational development - ✔✔intended to improve overall effectiveness of organization HRD (Development) responsibilities (2) - ✔✔1. meet regulatory requirements

2. support organizational mission/ strategy 5 ways to support organization mission/ strategy - ✔✔1. improved productivity
3. enhanced org flexibility
4. reduced performance deficiencies
5. improved employee commitment
6. lower turnover/ absent Two competent of career development - ✔✔career planning and Career management career planning - ✔✔educational and development activities to enhance control of direction of own carrer career management - ✔✔organizations involvement in employees career plan

Three roles in career development - ✔✔1. individual

2. manager (coach)
3. HRD Professional 3 steps in career development for being a manager - ✔✔performance appraisals, information and support 4 steps in career development for being a hrd professional - ✔✔1. provide carrer info and support
4. ensure promotional opps
5. communicate potential career paths
6. develop skill inventory base 5 Career development stages - ✔✔1. preparation for work (age 0-25)
7. organizational entry (18-25)
8. early career (25-40)
9. mid career (40-55)
10. late career (55- retirement) contemporary career theories (2) - ✔✔Protean career theory Multiple career concept theory Protean career (hall and mirvis) - ✔✔each persons career is unique &individuals drive their own career Multipule career concept model - ✔✔1. Linear
11. Expert
12. Spiral
13. Transitory

Linear (MCCM) - ✔✔Movement up org hierarchy, motivated by increased achievement, variable time line Expert (MCCM) - ✔✔Speciality knowledge and skill Motivated by desire for competence and stability Spiral MCCM (3) - ✔✔1. progression of moves through related occupations

2. gains high level of competence before moving on (7-10 years)
3. motivated by growth and creativity Transitory MCCM (2) - ✔✔1.Frequent moves to unrelated jobs or fields
4. motivated by variety and independence HR challenges in career development - ✔✔1. motivating and retaining employees with high potential programs that allow managers with more potential to get promoted quicker encourages them to stay with organization job Enrichment - ✔✔adding more meaningful responsibilities to depth of jobs Job Enlargement - ✔✔broadening scope of job by expanding number of duties and tasks - not a motivator Dual Career Ladder - ✔✔technical and professional workers may not choose to pursue management opps 3 Career advancement carriers - ✔✔1. discriminatory practices- Glass ceiling, glass walls, glass elevators
5. platured employees
6. dual career partnerships

glass walls - ✔✔difficulty moving between organizational functions glass elevators - ✔✔ability to move up only within an organizational function 3 ways to keep plateaued employees motivated - ✔✔1. lateral moves

2. temp assignments
3. committee assignments Dual Career partnerships - ✔✔couples that follow their own career paths while actively supporting eachothers career Content theories - ✔✔1. maslows hierarchy of needs
4. herzbergs motivation hygiene theory Maslow's hierarchy of needs - ✔✔lower needs must be filled before a person will try to meet higher needs 5 types of needs in maslows hierachy of needs - ✔✔1. Biological needs
5. Safety and security
6. belonging and love
7. self esteem
8. self actualization Herzburgs motivation hygiene theory - ✔✔Two dimensional: demoviaters ( external) and motivators (internal) In herzbergs motivation theory the presence of hygiene factors does not create? - ✔✔a feeling of satisfaction or motivation, but the absence of hygiene factors causes dissatisfaction even if motivation is present

6 cognitive process theories - ✔✔1. McGregors theory X and theory Y

2. adams equity theory
3. Porter and lawler model
4. Vrooms expectancy theory
5. social learning theory
6. emotional intelligence Theory X and Theory Y - ✔✔Theory X- most people dont like working and must be forced to work Theory Y- people like working and get satisfaction from a job well done Adam Equity Theory - ✔✔People want to be treated fairly, compare themselves to others in similar positions Porter and Lawler Model - ✔✔Focus on the value of a person places on a goal and how their view fairness compared to others Vrooms expectancy theory - ✔✔behaviors are linked to outcome and outcomes have varying degrees of value and worth for different people. Individuals believe certain behavior are associated with success Social Learning theory - ✔✔Judgements people male about their ability to tale the course of action necessary to deal with certain sit. belief if you and you abilities, differs from self esteem. Emotional Intelligence - ✔✔Ability to perceive and understand personal feelings and those of others. Recognizing emotions and acting on them. non cognitive theories - ✔✔motivation is an interaction between behavior and external events Behavior reinforcement theory - ✔✔behavior is determined based on consequence. focuses on positive &negative reinforcement, consequence and extinction.

6 Common types of training - ✔✔1. regulatory

2. new employee orientation
3. basic skill
4. technical skill
5. interpersonal development
6. management and supervisory 6 training methods - ✔✔1. on the job training- learning by doing
7. internships- allow students to gain experience
8. job rotation- moving employees from job to job
9. apprentice programs- combo of classroom and on the job training
10. simulated training
11. behavior modeling - modeling behaviors of other high performers Addie model - ✔✔A- assessment D- Design D- Development I- Implement E- Evaluation Addie- Assesment - ✔✔Needs analysis and gap analysis Addie- Design - ✔✔Define objective of training program. 5 Elements of training objective- SMART (specific, measurable, action oriented, realistic and timely Addie - Development - ✔✔develop lesson plan, select trainer, select methods Addie - Implement - ✔✔schedule and deliver the program

Addie- Evaluation - ✔✔Select eval criteria and design. Kirkpatrick's four levels of evaluation - ✔✔1. Reaction- ask trainees to evaluate training using checklists

2. learning- test trainees ( pre/post or just post) or test with control groups
3. Behavior- observe job performance
4. Results- measure changes in performance or behavior using performance test and observations 3 ways individuals learn - ✔✔1. auditory, tactical "hands on" , visual 3 learning styles - ✔✔behavior modeling, reinforcement, and transfer of training. behavior modeling - ✔✔copying someone else behavior, role modeling reinforcement - ✔✔repeat response with positive effect or avoid responding if negative effect- immediate confirmation transfer of training - ✔✔two conditions must be met. ability to apply new skills and use the new skill over time. 4 types of learning curves - ✔✔1. decreasing returns- most common, learns basic slow mastering skills
5. increasing reutrns- learn something new or complex, slow to begin- then learning is easier as basics are mastered
6. s shaped curve- easy to start, then difficult, then easy
7. plateau curve- fast at first then plateau seating arrangement for training large groups - ✔✔lecture, classroom, banquet tables seating arrangement for small groups - ✔✔interactive (20ppl) circle, u shape, rectangular

large groups PC training - ✔✔chevron shape 2 thing to measure ROI of training - ✔✔1. typical training costs

2. typical benefit gained from training development 4 typical training costs: - ✔✔1. trainer and trainees salary
3. cost of facility, equipment and materials
4. travel and meal expenses
5. opportunity cost 6 typical benefits gained from training - ✔✔1. new skills
6. increased production
7. reduced errora
8. improve attitudes
9. reduced turnover
10. less supervision required 5 types of performance appraisal/ evaluation - ✔✔1. supervisor- informal
11. supervisor- formal
12. self appraisal
13. team appraisal
14. multi-rater (360 feedback from everyone). Category performance rating - ✔✔graphic rating - scale that lets rater mark performance on a continuum checklist- set of adjectives or statements forced choice- rater chooses pre determined statements to rate employees performance. Comparative performance rating scale - ✔✔1. ranking- list all employees highest to lowest

2. forced distribution-rate employees along bell shapes curve
3. paired comparison- ranking employees in pairs and deciding which one is better Behavioral performance rating scale - ✔✔1. behavioral anchored rating
4. behavioral observation 3.behavioral expectations
5. management by objectives
6. narrative essay
7. ciritical incident
8. field review behavioral anchored ratings - ✔✔combines critical incidents and quantified results by anchoring a quantified scale with specific examples of good and poor performance behaviors observation - ✔✔measures frequency of desired behaviors management by objectives - ✔✔performance goals individual and manaer agree on narrative or esay - ✔✔predetermined headings or topics related to performance critical incident - ✔✔rater maintains a record of bad work behavior throughout rating period field review - ✔✔obsrevation of wor performance by someone ousside of direct chain on command Regency effect - ✔✔when rater gives greater weight to recent events when assessing performance primacy effect - ✔✔information received, first receives most weighing

central tendancy error - ✔✔rating all employees in narrow range in middle of rating scale rater bias - ✔✔rater brings own values which disorts rating halo effect - ✔✔rating an employee high in all areas because of high performance in one area horn effect - ✔✔rating an employee low in all areas because of low performance in one area contrast error - ✔✔rating people relative to eachother rather than toward performance standards similar/ different to me - ✔✔basing ratings on perceived similarities or difference to rater strictness or leniency - ✔✔rating employees high or low depending on supervisors thought to judge performance harsh or nice sampling error - ✔✔rater has seen only small portion of employees work and its not good FLSA (fair labor standards act) - ✔✔established minimum wage,OT and child labor protection laws FLSA applies too - ✔✔most non managerial employees in private industry Federal Min Wage - ✔✔as of July 24 2009 it became 7.25 and waiters is 2.13 but waiters have to make more then minimum in an hour or they have to get paid min Overtime - ✔✔Employee's must be paid time and a half for every hour worked over 40. Includes all pay- bonus and shift differential Compensatory time in Lieu of overtime pay - ✔✔Instead of paying OT, giving employee and hour and a half off for every hour worked over 40

Compensatory time in Lieu of overtime pay is also known was - ✔✔comp time compensatory time in Lieu of overtime pay is normally - ✔✔illegal for private employeers Who can offer comp time? - ✔✔federal, state and local government up to 240 hours or 30 days a year. Police and Fire up to 60 days a year Non exempt employees must - ✔✔1. be paid for all hours worked

2. comply with FLSA
3. paid time and a half for over 40 hours a week FLSA salary exempt tests for determining exempt status - ✔✔1. change dec 2016, min salary test 455 a week and max 100,000 a year. super salary test - ✔✔test for high compensated employees paid over 134,004 a year Executive Exemption - ✔✔1. must manage the enterprise
4. must manager 2 or more employees
5. must have authority to hire and fire Special exemption for business owners - ✔✔an employee who owns bon-fida 20-percent equity interest who is actively in management, is considered a bon-fide exempt Professional Exemption - ✔✔Learned professional- performs work requiring advanced knowledge. Exemption does not apply to where employees learn skill by experience Creative Professional- work requiring invention, imagination or talent in recognized field of art

Administrative exemption - ✔✔primary duty is performance of office or non manual work related to management or business operations Shows discretion and independent judgement Outside salespersons - ✔✔primary duty is making sales, inside sales persons are non exempt computer related occupations exemptions - ✔✔OT not required if paid over 27.63 and hour (58,000) if duties include application of system analysis and design of programs exempt level employees must recieve - ✔✔a predetermined amount of compensation each pay period exempt level employees can not have their pay - ✔✔reduced because of work variations exemptions for the " no pay docking" rule - ✔✔1. Any full work week when no work is preformed

2. absence from work for a full day for personal reasons other than sickness or disability
3. Absence of work for on or more days due to be sick or disability
4. offset amounts received as payment for jury duty
5. penalties for violating rule
6. unpaid disciplinary suspension
7. unpaid leave taken by FMLA Safe Harbor - ✔✔Exemption will not be lost even when impoper deductions are made if employer
8. has clearly communicated policy
9. reimburses employees for any improper deductions
10. makes a good faith commitment to comply in the future Independent Contractors - ✔✔individuals work contract with employers to preform specific projects or tasks.

Independent Contractors are not - ✔✔1. employees of the organization and are not covered by the FLSA Facts that someone is an independent contractor fall into the following 3 levels - ✔✔Behavioral, financial and type of relations Child Labor permissible jobs, 18 years or older - ✔✔1. Any job, hazardous or not, considered an adult. Child Labor Permissable jobs 16 and 17 years of age - ✔✔any non hazardous job, limited driving Child Labor Permissible jobs 14 and 15 years of age - ✔✔May work Outside of school hours in non haz and manufacturing jobs Child Labor Permissible Jobs Youth at Any Age - ✔✔deliver newspapers, perform in radio, tv movies or theater. Work in parent owned business, work as home workers Special minimum wage for youth - ✔✔4.25 per hour, under 20 years old, first 90 days with employer- must pay full min wage after 90 days Nursing Mothers are guaranteed - ✔✔reasonable unpaid breaks to nurse and a private area other than restrooms Davis- bacon Act 1931 - ✔✔covers works on federal construction jobs over 2,000. Contactors must sign weekly sheet showing they are making over min wage Walsh Healy public Contract Act (1936) - ✔✔Government contracts for supplies, equipment and materials over 10, McNamara - O' hAR Service Contract Act 1965 - ✔✔Government services contracts over 2500

Portal to Portal Act 1947 - ✔✔Amendment to the Fair Labor Standards Act. Defines start and end of the work day for non exempt employees Portal to Portal Act of 1947 provides guidelines for - ✔✔Waiting and on call time- not paid unless it restricts the employee's activities Rest and Meal Brakes- 20 paid, 30 unpaid Training Time- paid if employer requires training Travel Time State laws are often more restrictive than? - ✔✔Federal Laws. have to follow both and honor most restrictive IRS Rulings are - ✔✔Published documents by the IRS as revenue rulings Total Rewards 3 main components - ✔✔Compensation, benefits and the work experience Entitlement - ✔✔Traditional compensation employees believe they should be rewarded for length of service Contribution - ✔✔Pay based on performance differences Org Pay Policy - ✔✔Lead the labor market, match the labor market, or lag the labor market Direct Compensation - ✔✔Base pay Hourly Salaried Salaried- non exempt Single Rate- same pay for each job Piecework- paid for each unit made Differential piece rate- paid more for each unit after standard is made

Knowledge based pay - ✔✔based on education and experience Competency Based - ✔✔based on ability to influence and direct others Skill Based Pay - ✔✔pay based on skills mastered Sales Commission - ✔✔compensation is computed as a percentage of sales in units or dollars Differential Pay - ✔✔Pay in Addition to base pay for special work circumstances ex. shift pay premium pay and hazard pay Incentive Pay - ✔✔Additional Pay on top of base pay ie bonus Group Garnishing plans- Scanlon plan - ✔✔uses employees committees to achieve cost reduction improvments Group Garnishing plans- Rucker - ✔✔Similar to Scalon plan but ties incentives to a wide variety of savings including materials and supplies. Group Garnishing plans- improshare plan - ✔✔Improved Productivity through sharing, org employees share equally in the profits of increased productivity organization plans - ✔✔incentives are paid based on meeting financial business sharing objectives profit sharing - ✔✔distributing a protion of org stock to give employee shares in the company Employee Stock Ownership Plans (ESOPS) - ✔✔Profit sharing plan that gives employees shakes of stock in company. Design to increase employee effort

Executive Compensation is base pay gaurenteed, usually by? - ✔✔Employment contract with executive Incentive pay at risk - ✔✔based on overall success of company, large protion of compensation Workers compensation laws - ✔✔no fault insurance for employees hurt on the job. employer pays this insurance Workers comp includes - ✔✔physical injury, stress related injury or illness, or environmental caused illness Can an employee sue an employer for workers comp? - ✔✔no- can sue equipment manufacturer responsible for unsafe working conditions Workers comp covers? - ✔✔medical expenses, 2/3 salary, rehab, retraining, monetary settlement and death benefit workers comp premiums are based on? - ✔✔injury rate Employer can challenge workers comp claim if - ✔✔1. injury not work related

2. injury or illness related to pre existing condition
3. fraud or intentional injury
4. intoxicated when injured works comp and medical records must be kept - ✔✔separate Restricted work duty - ✔✔Under FMLA, can return on restricted duty from being hurt or on workers comp Fair labor standards act (FLSA) - ✔✔No one under 18 can work hazardous jobs

Occupational safety and health act 1970 (OSHA) - ✔✔Protect men and women to have safe working conditions Employers are covered by OSHA if - ✔✔one or more employee, farmers ten or more employees What is not covered by OSHA - ✔✔Specific industries (coal mining ), state government and federal agencies OSHA Mission - ✔✔save lives, prevent injuries and protect health of america's workers OSHA is criticized because? - ✔✔1. lack of OSHA inspectors

2. difficult and tedious regulations OSHA offers employees - ✔✔1. strategic partnership program- employers and unions tackle issues together
3. voluntary protection program- encourages employers to go beyond osha standards
4. on site consultation- employers can request osha inspection National Institute of occupational safety and health (NIOSH) - ✔✔conducts research for development of OSHA standards 2 types of variances employers can request from OSHA - ✔✔Temporary Variance- employer not able to meet standard by effective date permanent variance- employers proves current methods are safer then OSHA 4 important standards - ✔✔1. general duty clause
5. blood borne pathogen standard
6. personal protective equipment (PPE)
7. lock out/ tag out

general duty clause - ✔✔must provide safe working conditions free of hazards blood borne pathogen standard - ✔✔written response plan, train employees on procedures, expose records maintained for 30 years. PPE (protective protective equipment ) - ✔✔1. must analyze standards, provide protective equipment lock out/ tag out - ✔✔machines needing repairs must be made inoperative with locks/ must be tagged saying who put lock on. 2 steps to file a complaint with osha - ✔✔1. request and inspection

2. walk with inspector OSHA inspections can take place - ✔✔at any time there is suspect for unsafe working conditions. employer can require search warrant Typical OSHA inspection process - ✔✔1. opening conference
3. inspection
4. request documents, videos. take samples or interview employees
5. closing conference 5 OSHA citations - ✔✔1. imminent danger- immediate correction to prevent death
6. serious violation- could probably cause death or serious harm
7. other than serious violation- could affect saftey
8. de minimis violation- no immediate connection between violation and employees health or safety
9. Willful ad repeated violation- employers has not correct violation- serious penalty if someone gets hurt. (6 months jail) OSHA injury and illness log and summary- form 300 - ✔✔org log of injuries and illness