PSHRA EXAM LATEST
Comptency - ANSWERS-Something more comprehensive than a
specific job skill or knowledge. A general capability that an individual
transfers from one job or task to another.
IPMA-HR Competencies - Four Roles - ANSWERS-Based on AT&T
model.
HR Expert
Business Partner
Change Agent
Leader
HR and line managers are responsible for both managing people and
business results.
HR Paradigm Shift - ANSWERS-From:To
Personnel management:HR resources management
Rulemaker:consultant
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PAGE
1
, PSHRA EXAM LATEST
Functional orientation:business orientation
One size fits all:tailored programs
Centralized decision-making:framework for others to make decisions
Mutual distrust:partnering
Focus on activities and process:focus on effectiveness and impact
IPMA-HR model is based on... - ANSWERS-AT&T model from the
1990s
and
National Academy of Public Administration model, which included
input from gov't managers.
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PAGE
2
, PSHRA EXAM LATEST
Two reasons for developing models for HR competencies - ANSWERS-
to use it as a tool for reshaping the way people think about HR and
to use it as a framework for identifying nad prioritizing the training and
development needs of HR professionals.
IPMA-HR has ___ competencies that are envisioned being used by HR
professionals in the ___ major roles: ____ - ANSWERS-20, 4
HR Expert
Business Partner
Change Agent
Leader
This model focuses on the latter three emerging roles while
acknowledging the importance of HR expertise.
HR Expert - ANSWERS-Knowledge of HR laws and policies. Wide
opportunities for training.
Business Partner - ANSWERS-Two key aspects
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PAGE
3
, PSHRA EXAM LATEST
1. when HR function is viewed as an experienced and respected
Business Partner, the function has a greater purpose and is more than a
provider of support service for completing transactions.
2. when BP is actively endorsed for the HR function, it's an action of a
mangement partner who shares accountability with line managers for
achieving business and organizational results. Held accountable for
delivering results to tax-paying public.
Change Agent - ANSWERS-Two key aspects:
1. operating as an effective leader regarding short- and long-term change
inside the HR resources function. Change process should be enlightened
and collaberative, ensure everyone understands. "introduce, deliver,
defend, and rework organizationwide."
2. Help line managers deal with change. Includes understanding cost
analysis and implementation phases of recruitment, staffing, selection,
and human capital development. Also how it will help the individual
members of the workforce.
END OF
PAGE
4
Comptency - ANSWERS-Something more comprehensive than a
specific job skill or knowledge. A general capability that an individual
transfers from one job or task to another.
IPMA-HR Competencies - Four Roles - ANSWERS-Based on AT&T
model.
HR Expert
Business Partner
Change Agent
Leader
HR and line managers are responsible for both managing people and
business results.
HR Paradigm Shift - ANSWERS-From:To
Personnel management:HR resources management
Rulemaker:consultant
END OF
PAGE
1
, PSHRA EXAM LATEST
Functional orientation:business orientation
One size fits all:tailored programs
Centralized decision-making:framework for others to make decisions
Mutual distrust:partnering
Focus on activities and process:focus on effectiveness and impact
IPMA-HR model is based on... - ANSWERS-AT&T model from the
1990s
and
National Academy of Public Administration model, which included
input from gov't managers.
END OF
PAGE
2
, PSHRA EXAM LATEST
Two reasons for developing models for HR competencies - ANSWERS-
to use it as a tool for reshaping the way people think about HR and
to use it as a framework for identifying nad prioritizing the training and
development needs of HR professionals.
IPMA-HR has ___ competencies that are envisioned being used by HR
professionals in the ___ major roles: ____ - ANSWERS-20, 4
HR Expert
Business Partner
Change Agent
Leader
This model focuses on the latter three emerging roles while
acknowledging the importance of HR expertise.
HR Expert - ANSWERS-Knowledge of HR laws and policies. Wide
opportunities for training.
Business Partner - ANSWERS-Two key aspects
END OF
PAGE
3
, PSHRA EXAM LATEST
1. when HR function is viewed as an experienced and respected
Business Partner, the function has a greater purpose and is more than a
provider of support service for completing transactions.
2. when BP is actively endorsed for the HR function, it's an action of a
mangement partner who shares accountability with line managers for
achieving business and organizational results. Held accountable for
delivering results to tax-paying public.
Change Agent - ANSWERS-Two key aspects:
1. operating as an effective leader regarding short- and long-term change
inside the HR resources function. Change process should be enlightened
and collaberative, ensure everyone understands. "introduce, deliver,
defend, and rework organizationwide."
2. Help line managers deal with change. Includes understanding cost
analysis and implementation phases of recruitment, staffing, selection,
and human capital development. Also how it will help the individual
members of the workforce.
END OF
PAGE
4
