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SHRM-CP all Questions & answers solved accurately with Complete Solution Graded A+ latest version
SHRM-CP all Questions & answers solved accurately with Complete Solution Graded A+ latest version
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SHRM-CPEmployment at-will
Employment at-will is the concept that an employer or employee may sever the
employment relationship at any given time for any reason unless prohibited by
law or an employment contract. There are a number of exceptions to
employment at-will, including public policy and implied contract. In most U.S.
states, filing for workers' compensation benefits falls into the public policy
exception category, which holds that employees cannot be fired for fulfilling legal
obligations or pursuing certain statutory rights.
Yield ratios
This item produces factual data that can be used to determine which source,
method, or recruiter produces the greatest yield.
Onboarding
___________ includes the first months at a job and ensures that new employees
understand the job, what is expected, and who they will be working with.
orientation
____________ is a part of onboarding, but it lasts for only a few days.
Recruiting
________ occurs before an employee joins the organization.
The cost per hire metric
___________ provides an approach for accurately calculating the cost of
locating, recruiting, and hiring talent that all organizations can apply.
Ordering of Selection Process
,Organize/summarize information in terms of selection criteria.
Identify and rank acceptable candidates.
Collect additional information as necessary.
Make an offer to the top candidate.
Structured interview
In the structured interview, the interviewer asks every applicant the same
questions.
A job analysis
________ looks at the knowledge, skills, and abilities required for a person to
have a reasonable chance of successfully performing the job. All jobs must be
interrelated to accomplish the organization's mission and goals; ____________ is
the first step in this process. A ___________ is conducted for the job, not the
person doing the job.
An essential job function
____________ is one that is performed regularly and requires highly specialized
skills or expertise, and, in many cases, the reason the job exists is to perform the
function.
Nonessential functions
______________ typically can be performed by many different people, and, if not
completed, there are often minimal consequences.
Greenfield operation
A new facility may be constructed on what was once a "green field." A new global
location built from the ground up is often referred to as a greenfield operation.
Behavioral interviews
,____________ explore real experiences and how the applicant responded to the
experiences to predict future performance.
Recruitment cost
Direct costs of turnover can be quantified. They include recruitment fees as well
as costs for sourcing, hiring, and onboarding.
A contingent job offer
___________________ is contingent on the candidate passing certain tests or
meeting certain requirements, such as a medical examination, physical fitness
test, and/or a psychological test.
The job description
__________________ is a written record of job duties and responsibilities and
will be most valuable in grouping jobs with similar duties.
pre-employment assessment
By conducting a _____________________, the employer gains valuable
job-related information to ensure that the candidate is the right fit for the role and
the organization. The assessment should not eliminate an in-person interview
and will not increase the time used to select the top candidate. The assessment
can assist a candidate in career development after (but not before) the individual
is hired.
employee value proposition
The _____________ must be aligned with the organizational strategic plan,
vision, mission, and values while also creating an image that attracts people and
provides an accurate picture of employment. An employer marketing strategy is
focused on advertising, marketing, and branding; therefore, it is not specifically
focused on the company's culture, vision, and mission.
, Successful differentiation strategy
Differentiation strategies focus on setting a product or service apart from its
competition by giving it unique characteristics that consumers value.
Differentiation comes from a variety of factors, including product/service features,
marketing approach, and delivery system.
SWOT analysis
Strengths, weaknesses, opportunities, threats. Strengths and weaknesses refer
to the internal environment. Competitive compensation and benefits could be
strengths, and lack of diversity in managerial positions could be weaknesses.
Opportunities and threats are external factors.
environmental scanning
collection and interpretation of information about forces, events, and relationships
in the external environment that may affect the future of the organization or the
implementation of the marketing plan
Six Sigma Approach
The goal of Six Sigma is to achieve a level of quality that is nearly perfect, with
only 3.4 defects per million opportunities. This is achieved by using a structured
approach called DMAIC (Define, Measure, Analyze, Improve, Control) to identify
and eliminate causes of variation and improve processes. The Six Sigma
approach to project management is focused on measuring the return of value
that allows empirical analysis to inform decision making.
PESTLE analysis
Analysis of the external political, economic, social, technological, legal and
environmental factors affecting a business. Organizations that use PESTLE
analysis data are much more likely to be successful because the information
facilitates adapting to environmental realities that may impact employee
engagement.
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