Competencies Flashcards

Question

Delphi technique Analytical Aptitude competency

Answer 1

Technique that progressively collects information from a group of anonymous respondents.

Answer 2

Average of data that adds factors to reflect the importance of different values.

Answer 3

Objective measurements that can be verified and used in statistical analysis

Answer 4

Small group of invited persons (typically six to twelve) who actively participate in a structured discussion, led by a facilitator, for the purpose of eliciting their input.

Answer 5

Extent to which a measurement instrument measures what it is intended to measure.

Answer 6

Data-sorting technique in which group members add related ideas and indicate logical connections, eventually grouping similar ideas.

Answer 7

Extent to which a measurement instrument provides consistent results.

Answer 8

Statistical method that examines data from different points in time to determine if a variance is an isolated event or if it is part of a longer trend.

Answer 9

Statistical method used to determine whether a relationship exists between variables and the strength of the relationship.

Answer 10

Theory that states that motivation is based on an employee’s sense of fairness; the individual compares their perceived value with that of others in similar roles and makes a calculation based on their inputs and outputs.

Answer 11

Motivation theory that states that effort increases in relation to one’s confidence that the behavior will result in a positive outcome and reward; includes Vroom’s theory.

Answer 12

Category of leadership theories that states that leaders can flex their behaviors to meet the needs of unique situations, employing both task or directive behaviors and relationship or supportive behaviors; includes Hersey-Blanchard situational leadership, Fiedler’s contingency theory, and path-goal theory

Answer 13

Leadership approach in which the leader focuses on developing team members’ skills, believing that success comes from aligning the organization’s goals with employees’ personal and professional goals.

Answer 14

Leadership theory that emphasizes a leader’s ability to inspire employees to embrace change; leaders encourage and motivate employees to innovate and seek out changes that can add value and growth to the organization

Answer 15

Leadership approach in which the leader proposes a bold vision or solution and invites the team to join this challenge.

Answer 16

Power that is created when the leader can punish those who do not follow.

Answer 17

Leadership theory that emphasizes a leader’s preference for order and structure; focuses on control and short-term planning.

Answer 18

Power that is created when a leader is recognized as possessing great intelligence, insight, or experience.

Answer 19

Tool designed to analyze the forces favoring and opposing a particular change; a group identifies and weights factors that could influence an outcome in either a negative or positive manner according to their possible impact and then uses these factors to score different opportunities.

Answer 20

Type of analysis in which a team determines critical characteristics of a successful decision and then uses a matrix to score each alternative and compare results.

Answer 21

Providing guidance to organizational stakeholders; involves diagnosing problems or identifying opportunities, developing effective solutions, winning support for solutions, and implementing them effectively.

Answer 22

Visualization of the impact of change on productivity. When change is introduced, there is typically a decrease in productivity and then a gradual return to or, ideally, a surpassing of previous levels of productivity.

Answer 23

Type of analysis in which a group identifies strengths, opportunities, aspirations, and results; a framework that combines fact finding with an organization’s goals and desires, presenting an analysis of the organization’s actual state and how it will measure achievement.

Answer 24

Gross profit / Net sales = gross profit margin

Answer 25

Net income / net sales = net profit margin

Answer 26

The current ratio is current assets divided by current liabilities.

Answer 27

The debt to asset ratio is total liabilities divided by total assets.

Answer 28

Leverage ratio reflecting how an organization is funding its growth. This varies by industry and strategy type. total debt/ shareholders equity

Answer 29

Activity ratio that measures the efficiency of debt collection. A higher ratio is preferable, but a ratio that is too high could indicate excessively tight credit policies that could hurt sales. Accounts receivable turnover is net credit sales / average accounts receivable.

Answer 30

Profitability ratio showing the percentage of total sales revenue after incurring the direct costs of producing goods and services sold. The higher the percentage, the more the company retains on each dollar of sales to service its other costs and obligations. total sales - cost of good sold / total sales

Answer 31

Earnings before interest, taxes, depreciation/ total sales

Answer 32

Profitability after all expenses have been deducted, expressed as a percentage of revenue (sales). total sales - total cost/total sales

Answer 33

Profitability ratio for a specific investment, such as a capital expense project. It is usually used to compare the economic costs and gains of options. A good investment generally has an ROI above 1. Analyses showing negative ROIs may then proceed to consider factors whose economic impact is more difficult to measure (for example, improved employee motivation). Gain from investment- cost of investment/ cost of investment

Answer 34

NET INCOME/ NUMBER OF OUTSTANDING SHARES

Answer 35

Market value ratio that indicates market confidence in the organization’s ability to maintain or increase earnings. Stock price per share/ earnings per share

Answer 36

Income statement

Answer 37

Income statement

Answer 38

A business plan is the founding document for an organization and an organizational-level equivalent of a business case. It establishes the organization’s purpose for existing—what it was created to do or achieve. The business plan includes details of the organization’s structure, its marketing plan, and financial projections.

Answer 39

This document outlines how an organization intends to fulfill its purpose. It includes details of the mission and vision; strategic objectives, goals, and initiatives; and relevant budgetary information. It is a more detailed version of a business plan, offering a greater level of detail and specifics. Strategic plans can also include details of key performance indicators (KPIs).

Answer 40

This is a diagram that illustrates the hierarchy within an organization. It includes information regarding reporting and other relationships between individuals, functions, and departments. These charts are useful to HR because they can be used to assess whether the organization has the right number of appropriately skilled employees in the correct roles. For dispersed organizations, the chart is an excellent tool for keeping track of where employees are located and how they fit into the structure and hierarchy.

Answer 41

These are formal guides, typically presented step by step, that outline how a work process or activity should be completed. SOPs are common for activities and processes that are repetitive or low in variance, and they can enhance efficiency. Many of HR’s functions might have SOPs: hiring, employee onboarding, training, exit interviews, annual reviews, and so on. Familiarity with other organizational SOPs can help HR professionals navigate interdepartmental activities more effectively.

Answer 42

A grant is a form of financial assistance provided by a government to help fund an idea or project that is understood to provide a public service or stimulate the economy. Examples of the intended outcome of grant-funded projects may include environmental or educational benefits, promotion of culture and the arts, job creation, or disaster recovery efforts.

Answer 43

Swot & soar analysis Multi-criteria decision analysis cost benefit analysis force field analysis

Answer 44

The group can brainstorm strengths, weaknesses, opportunities, and threats and agree on a numerical value for each.

Answer 45

Similar to the SWOT analysis (above), the group identifies strengths, opportunities, aspirations, and results. This is a framework that combines fact finding with an organization’s goals and desires, presenting an analysis of the organization’s actual state and how it will measure achievement.

Answer 46

The team determines critical characteristics of a successful decision (for example, ability to meet project requirements, likelihood of success, least chance of causing secondary risks). A matrix is used to score each alternative and compare results.

Answer 47

Group discussion is critical to identifying all relevant costs and benefits.

Answer 48

In HR, histograms are often used in data analysis to visualize the frequency of variables such as employee age, salary ranges, or years of service, helping to identify patterns or outliers in workforce metrics.

Answer 49

In HR, trend diagrams help track metrics such as employee turnover, absenteeism, or engagement scores across months or years, making it easier to forecast future outcomes or identify areas needing attention.

Answer 50

Definition (Front of Flash Card): A bar chart that shows the relative frequency or size of problems or causes in descending order, often combined with a line graph showing cumulative totals. Explanation (Back of Flash Card): In HR, Pareto Charts help identify the most significant issues affecting outcomes—like the top reasons for employee turnover—based on the 80/20 rule, where roughly 80% of effects come from 20% of causes.

Answer 51

Definition (Front of Flash Card): A graph that shows the relationship between two variables by displaying data points on a two-axis grid. Explanation (Back of Flash Card): In HR, scatter diagrams are used to explore correlations—for example, between training hours and performance ratings—helping to identify patterns or relationships between HR metrics.

Answer 52

Sender: Originates and encodes the message. Message: Information being communicated. Channel: Medium used to send the message. Receiver: Gets and decodes the message. Feedback: Receiver’s response confirming understanding. Noise: Barriers or distractions that distort communication.

Answer 53

cKinsey 7-S Framework Strategy: Plan to build competitive advantage. Structure: How the organization is arranged (hierarchy, reporting lines). Systems: Daily processes and procedures. Shared Values: Core organizational culture and guiding principles. Style: Leadership approach and management style. Staff: The workforce and how people are developed. Skills: Collective capabilities and competencies of employee

Competencies Flashcards

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