What is andragogy?
A. The study of adult learners
B. The study of the different ways people learn
C. Ask instructional approach characterized by hand-on-learning
D. The design of instruction for learners with varying skills and abilities
A. The study of adult learners
In contrast with pedagogy, which concerns young learners, andragogy is the study of adult learners.
- Study Resources: Practice Questions
- Standard: Talent Development - Training and Development standard #2
- Location: Course - Talent Development, Lesson - Designing Learning
The halo effect describes the tendency to….
A. Give only high scores, independent of what is observed
B. Apply certain characteristics to all members of a group
C. Assume that one positive characteristic leads to another
D. Have a negative prejudice about an attractive person
C. Assume that one positive characteristic leads to another
The halo effect involves allowing a positive trait to overshadow others.
- Study Resources: Practice Questions
- Standard: Talent Acquisition - Hiring standard #2
- Location: Course - Talent Acquisition, Lesson - Selection Methods
Which of the following statements about transactional and strategic human resource practices is correct?
A. Transactional practices must be in place before an organization can begin to consider developing strategic practices.
B. Strategic practices must be paired with transactional practices to develop a comprehensive human capital management system.
C. Transactional practices help the organization achieve long-term goals while strategic practices support day-to-day actvities.
D. Strategic practices focus long-range planning while transcational practices involve proactively addressing grievances and misconduct.
B. Strategic practices must be paired with transactional practices to develop a comprehensive human capital management system.
Both strategic and trasactional practices are important parts of a comprehensive human capital management system and shoud occur concurrently.
- Study Resources: Practice Questions
- Standard: Strategy standard #1
- Location: Course - Foundations of Human Capital Management, Lesson - Aligningwith Organizational Strategy
Unified School District (USD) created a three-year strategic plan with the following goals:
- Goal 1: Performance
Every student in USD acquires the skills, Knowledge, and dispositions to graduate from high school prepared to succeed in school, career, and life - Goal 2: Personalization
USD providides personalized learning opportunities to students and staff that align with identified needs and strengths to maximize their success. - Goal 3: Efficiency
USD manages time and resources efficiently to meet strategic goals and performance expectations.
The human capital team at USD comes together to set goals for their department that align to the district’s strategic plan. What is an example of a human capital goal that align to the district’s strategic plan. What is an example of a human capital goal that aligns to Goal 3 of the strategic plan?
A. Pursue a shared services agreement for student transportation
B. Implement a 1:1 technology program in all middle schools to eliminate textbooks.
C. Reduce salary expenses by targeting qualified staff with less seniority in the hiring process.
D. Implement a new process to reduce the time to hire qualified staff
D. Implement a new process to reduce the time to hire qualified staff.
Implementing a new process to reduce time to hire corresponds with goal 3: efficiency.
- Study Resources: Practice Questions
- Standard: Strategy standard #1
- Location: Course - Foundations of Human Campital Management, Lesson - Aligning with Organizational Strategy
What approach is most efficient for providing employees with up-to-date information regarding organizational policies?
A. Deparment meetings
B. Employee handbook
C. Onboarding presentations
D. Web-based portal
D. Web-based portal
For up-to-date infomation about policies, a web-based tool would be more efficient than meetings or a handbook.
- Study Resources: Practice Questions
- Standard: Performance Management Standard #3
- Location: Course - Talent Development, Lesson - Workplace Policies and Issues
After conducting a risk analysis, Green School District identifies its food service as a high area of concern. A recent health inspection uncovered several violations. In addition, several staff members were unable to describe the procedures for the safe handling of food. The district decides to outsource it’s food service operation to an outside vendor.
Which risk management strategy is represented by this action?
A. Acceptane
B. Avoidance
C. Reduction
D. Transfer
Risk Transfer
In risk transfer, the risk is shifted from the organization to another party.
- Study Resources: Practice Questions
- Standard: Risk Management standard #3
- Location: Course - Foundations of Human Capital Management, Lesson - Risk Assessment and Mitigation
Westbrook county School (WCS) is a very small school district with fewer than 50 employees. They do not have an HR Department and they have limited resources, so they want to use a job evaluation methodology that is easy to implement and inexpensive. What method best meets their needs?
A. Classification
B. Point factoring
C. Ranking
D. Rating
C. Ranking
In addition to being easy to implement and inexpensive, ranking is an option that is often best suited to small organizations. Therefore, it would be a good fit for WCS, which has fewer employees.
- Study Resources: Practice Questions
- Standard: Total Rewards - Compensation and Benefits standard #2
- Location: Course - Total Rewards, Lesson - Ensuring Job Equity
An employee value proposition describes…
A. the organization’s mission from the employee’s point-of-view
B. why someone should want to be part of your organization
C. how employees contribute to the organization’s purpose
D. the total cash value of an employee’s compensation & benefits package
B. why someone should want to be part of your organization
The employee value proposition includes the value or benefits employees receive in return for their skills, capabilities, and experience they bring to your organization. It should convey why individuals should want to work at certain organization.
- Study Resources: Practice Questions
- Standard: Talent Acquisition - Recruitment standard #1
- Location: Course - Talent Development, Lesson - The Employer Brand
A school district is struggling to accommodate rapid growth. Taxpayers have approved a bond issue to construct a new 5th and 6th grade building to reduce overcrowding in the elementary and junior high schools. However, it appears that even with the new building, class sizes are approaching limits set by the board. What should the district do to better understand what their workforce needs will be in the future?
A. Conduct a demand analysis
B. Conduct a supply analysis
C. Conduct a job analysis.
D. Conduct a feasibility analysis.
A. Conduct a demand analysis
In this case, the district is trying to figure out what they will need in the future. Demand analysis involves uncovering future needs.
- Study Resources: Practice Questions
- Standard: Talent Aquisition - Planning and Preparation standard #1
- Location: Course - Talent Aquisition, Lesson - Identifying Talent Needs
A human capital consultant at a regional education service center examined a district’s promotion data for adverse impact. The consultant finds that 7.3% of male employees were promoted last year, compared to 5.9% of female employees. Use this information to calculate the impact ratio using the 4/5ths rule.
A. 0.81
B. 1.24
C. 1.40
D. Not enough information is provided to calculate the impact ratio
A. 0.81
Impact ratios are calculated by dividing groups with lower selection rates into the groups with the highest selection rate. The impact ratio is 5.9/7.3=0.81
5.9 / 7.3 = 0.81
- Study Resources: Practice Questions
- Standard: Risk Management standard #3
- Location: Course - Foundations of Human Capital Management, Lesson - Risk Assessment & Mitigation
Your district has gathered cost information on its hiring process to ensure it is using its resources effectively.
Which of the following would NOT be critical information in determining resource availability and allocation for a sustainable human resources budget.
A. Recruitment costs
B. Salary and benefits data
C. Training and development needs
D. Workers’ compensation disputes
D. Wokers’ compensation disputes
Recruitment costs and salary and benefits information would be helpful for determining the level of financial resources available and needed.
Training and development needs could help determine what gaps in the organizaton could be addressed through professional development as opposed to hiring.
Worker’s compensation disputes would be irrelevant.
- Study Resources: Practice Questions
- Standard: Stratey standard #4
- Location: Course - Foundations of Hman Campital Management, Lesson - Resources Stewardship
What describes an employee’s interactions with multiple facets of their organization for the lifetime of their employment?
A. Customer service
B. Employee Experience
C. Work-life balance
D. Workforce retention
B. Employee Experience
Employee experience refers to an employee’s interactions with multiple facets of their organization for the lifetime of their employment.
- Study Resources: Practice Quesitons
- Standard: Experience Management, standard #2
- Location: Course - Foundations of Human Capital Management, Lesson - The Customer Experience
What is the process by which organizations prioritize hiring methods based on cost and effort?
A. Staffing
B. Funneling
C. Process re-engineering
D. Competency-based hiring
B. Funneling
Funneling is a way to sequence hiring activities based on cost and effort in order to maximize resources and efficiency.
- Study Resources: Practice Questions
- Standard: Talent Acquisition - Hiring standard #2
- Location: Course - Talent Acquisition, Lesson - Selection Methods
Sarah, a recent college graduate, is in her first year of teaching at a high school. She appears extremely nervous during classroom observations and seems reluctant to ask her collegues for help.
According to Dweck’s theories of intelligence, how might her behavior be explained?
A. Sarah has not expereinced enough opportunites to feel competent in her role.
B. Sarah might be comparing herself to others and therefore feels inadequate.
C. Sarah beleives her ability to teach is fixed and therefore cannot be improved.
D. Sarah doesn’t expect that her colleagues will be able to hel her improve.
C. Sarah beleives her ability to teach is fixed and therefore cannot be improved.
Dweck’s theories of intelligence concern people’s beliefs about whether intelligence/abilities are fixed or malleable. Believing that they are malleable is correlated with growth and improvement in people’s performance.
- Study Resources: Practice Questions
- Standard: Total Rewards - Work-Life Integration standard #1
- Location: Course - Total Rewards, Lesson - Employee Motivation and Engagement
Leaders at a Brownville School District wish to develop a comprehensive recruitment and hiring stategy to make the district competitive in the job market.
What type of analysis should they complete to understand the technological factors that invluence the available talent pool?
A. SWOT analyisis
B. PESTLE analysis
C. Fishbone analysis
D. Job analysis
B. PESTEL analysis
A PESTEL analysis is best suited for this purpose because it focuses on external factors, including technological factors (the “T” in PESTLE).
- Study Resources: Practice Questions
- Standard: Strategy standard #2
- Location: Course - Foundations of Human Capital Management, Lesson - Developing a Human Capital Strategy
What should be considered when conducting a job evaluation to determine compensation? (Select all that apply).
A. Job tasks performed on occasion or under special circumstances
B. Minimum requirements listed in the job description
C. Preferred requirements listed in the job description
D. Qualifications of the person in the role
B. Minimum requirements listed in the job description
Job evaluation should include the qualifictions tht are required to complete the job.
They should not focus on:
* the qlalifications of incumbents currently in the role
* qualifiations that are nice to have but not necessary
* or job tasks that are not performed regularly
- Study Resources: Practice Questions
- Standard: Total Rewards - Compensation and Benefits standard #2
- Location: Course - Total Rewards, Lesson - Ensuring Job Equity
Refer to the data table below, which shows one district’s annual voluntary turnover rates by teacher years of expereince:
Teacher Years of Experience / Turnover Rate
1-3 7%
4-6 15%
7-10 6%
10+ 4%
Based on the data, what should be your next step?
A. Conduct stay interviews with principals to determine why their teachers have stayed with the district
B. Examine recruitment data to see where employees who stay versus left were recruited from.
C. Forecast future turnover using data from the past 5 years, & use it to set retention goals
D. Review exit survey data, disaggregated by role & years of experience, to uncover root causes.
D. Review exit survey data, disaggregated by role & years of expereince, to uncover root causes.
Employee experience, or EX, refers to an employee’s interactions with multiple facets of their organization for the lifetime of their employment.
- Study Resources: Practice Questions
- Standard: Process Management, standard #3
- Location: Course - Foundations of Human Capital Management, Lessons - Process Management, Data & Metrics
Place the steps to conduct an adverse impact analysis using the 4/5ths rule in the correct order:
- Calculate the impact ratios.
- Calculate the selection rate for each group.
- Identify values below 4/5
- Identify the group with the highest selection rate.
A. 2,1,3,4
B. 1,2,3,4
C. 2.4.1.3
D. 4,3,1,2
C. 2.4.1.3
The first step of an adverse impact analysis is to calculate slection rates for each group. These are used to identify the group with the highest selection rate, calculate impact raitos based on that group, and identify values below 80% or 4/5.
- Study Resources: Practice Questions
- Standard: Risk Management standard #1
- Location: Course - Foundations of Human Capital Management, Lesson - HR Laws and Policies
What does the E in the ADDIE instructional design model stand for?
A. Elevate
B. Evaluate
C. Excel
D. Explore
B. Evaluate
This is the point in the instructional design process that involves assessing whether the desired outcomes were achieved.
- Study Resources: Practice Questions
- Standard: Talent Development - Training & Development - Training & Development standard #2
- Location: Course - Talent Development, Lesson - Designing Learning
What is an example of a secondary intervention for reducing employee burnout?
A. Job design
B. Mediation techniques
C. Employee assistance program
D. Paid time off
B. Mediation techniques
Secondary interventions are interventions that focus on changing the effects of stressors proactvely. They include muscle relaxation techniques, mediation, and other strategies that put the onus on the employee.
- Study Resources: Practice Questions
- Standard: Toward Rewards - Work-Life Integration standard #1
- Location: Course - Total Rewards, Lesson - Employee Motivation and Engagement
Job security, working conditions, and relationships with collegues are best described as what?
A. Engagement Factors
B. Hygiene Factors
C. Motivation Factors
D. Satisfaction Factors
B. Hygiene Factors
According to Herzberg’s two-factor model (also known as Motivation-Hygiene Theory), hygiene factors include things like job security, working conditions, and interpersonal relations.
Hygiene factors don’t lead directly to job satisfaction, but the absence of these factors leads to job dissatisfaction.
- Study Resources: Practice Questions
- Standard: Total Rewards - Work-Life Integration standard #1
- Location: Course - Total Rewards, Lessons - Employee Motivation and Engagement
What is true about both orientation and onboarding?
A. Emphasize transactional actvitites.
B. Involve a series of events and support.
C. Help new employees understand work expectations.
D. Typically completed by the first day on the job.
C. Help new employees understand work expectations.
Orientation is typically completed on the first day of the job and often emphasizes transactional activities. Onboarding is more long-term, involving a series of events and support. Both orientation and onboarding help new employees understand work expectations.
- Study Resources: Practice Questions
- Standard: Talent Development - Orientation and Onboarding Standards #1-2
- Location: Course - Talent Development, Lesson - Orientation and Onboarding
What information should be collected as part of a job analysis?
A. Employee Resumes
B. Pay History
C. Performance Evaluations
D. Physical Demands
D. Physical Demands
Job analysis looks at what is necessary to perform a job, including required competencies and physical demands.
Pay history is not necessary to know with respect to what is needed to perform a job.
Also, job analysis does not include information specific to the indiviuduals who hold the job, such as their performance evaluations or resumes.
- Study Resources: Practice Questions
- Standard: Talent Aquisition - Planning and Preparation standard #4
- Location: Course - Talent Acquisition, Lesson - Job Analysis
A School district posts a paraprofessional position that involves assisting a female special needs student with toileting needs.
Under which component of the law is it permissible to only consider female candidates.
A. Bona Fide Occupational Qualification
B. Business necessity defense
C. Title IX of the Education Amendments Act
D. It is illegal to discriminate on the basis of sex
A. Bona Fide Occupational Qualification
A bona fide occupational qualificaiton relates to instances where employers can discriminate on the basis of religion, sex, or national origin if those they are essential for business operations.
- Study Resources: Practice Questions
- Standard: Talent Aquisition - Hiring standard #1
- Location: Course - Talent Aquisition, Lesson - The Legal Side of Hiring
