CPRP - Human Resources Exam
Questions and Answers
Human Resources - ANS-The design of formal systems in an organizational to ensure
effective and efficient use of human talent to accomplish organizational goals.
Human Resource Functions - ANS-Planning, Recruitment, Selection, Placement,
Development, Performance Management, Compensation and Benefits, and Employee
health/safety/security.
Job descriptions are derived from the - ANS-Job Analysis
Job under review should answer - ANS-What is needed to fill agency goals?, what type
of labor, where are the gaps?, what is the allowance for salary?
Job Analysis Process - ANS-Provides opportunity for staff at all levels to be involved.
Develops a fuller understanding of their job by allowing them to examine the job
domains and tasks in greater detail and discuss with their supervisor.
Existing documentation includes - ANS-job descriptions, organizational charts, previous
job analysis info/methods and other planning related documents.
Data collection methods - ANS-Typically collects info about the tasks to be done on the
job, as well as the personal characteristics (education, experience, and specialized
training) necessary.
Job Analysis Methods - ANS-Observations, Interview, Job Performance, Structured
Questionnaire, Task Analysis Inventory, and Combo of Methods
Job Description - ANS-Summarized document of the content identified in the job
analysis and specifies the major job domains and tasks of a job.
Job Description Concepts - ANS-Job, Position, Domain, and Task
Job - ANS-Refers to a group of positions that are identical with respect to their major
tasks. Ex- 2 Athletic Supervisors
Position - ANS-The set of domains and tasks performed by an indiv.
Domain - ANS-Serve as the primary areas of responsibility for the job. Ex- Athletic Sup
include domains of programming, community relations, scheduling, and rentals.
, Ensure Transfer of Training - ANS-Refers to trainees effectively and continually
applying what they learned in training to their job/volunteer experiences.
5 work environment factors that promote training transfer - ANS-Climate for transfer,
manager support, peer support, opportunity to perform, and technological support.
3 outcome levels for training programs - ANS-Cognitive (knowledge acquisition, ogan),
Skill-Based (development of technical or motor skills) and Affective (attitudes determine
behavior/performance)
3 stages of Skill Development - ANS-Initial skill acquisition, skill compilation, and skill
automaticity
Training Method - ANS-Review the type of learning outcomes associated with the
training. Examples include lectures, panel discussions, field trips, or demonstrations.
Monitor and Evaluate Training - ANS-Monitor and revise to enhance the training
program and further ensure that learning, transfer, and any other outcome is achieved.
Evaluations should be objective. Formative and Summative evaluations may occur.
Work Schedules - ANS-Identify duties, proper staff with skills, know staff availability,
understand budget, schedule with employee satisfaction in mind, and be flexible
7 Dimensions of work tasks - ANS-Physical exertion, Environmental pleasantness,
Physical location of work, Time, Degree of human interaction, Competency, and
Psychological characteristics
Environmental Pleasantness - ANS-Include safety, temperature, noise level, and size of
the space.
Psychological Characteristics - ANS-Consider the degree of freedom allotted to
employees and other allowances and how they affect motivation and retention
Positive Supervision includes - ANS-Interpretation, Identification, Observation, Study &
improvement, Visitation and interaction, Furnishing, Presentation, and Evaluation
Supervision Interpretation - ANS-Of goals and objectives
Supervision Identification - ANS-Of employee competence and willingness
Supervision Presentation - ANS-Of in-service staff training and development
Volunteer Recruitment - ANS-Ongoing process that takes time and patience
Questions and Answers
Human Resources - ANS-The design of formal systems in an organizational to ensure
effective and efficient use of human talent to accomplish organizational goals.
Human Resource Functions - ANS-Planning, Recruitment, Selection, Placement,
Development, Performance Management, Compensation and Benefits, and Employee
health/safety/security.
Job descriptions are derived from the - ANS-Job Analysis
Job under review should answer - ANS-What is needed to fill agency goals?, what type
of labor, where are the gaps?, what is the allowance for salary?
Job Analysis Process - ANS-Provides opportunity for staff at all levels to be involved.
Develops a fuller understanding of their job by allowing them to examine the job
domains and tasks in greater detail and discuss with their supervisor.
Existing documentation includes - ANS-job descriptions, organizational charts, previous
job analysis info/methods and other planning related documents.
Data collection methods - ANS-Typically collects info about the tasks to be done on the
job, as well as the personal characteristics (education, experience, and specialized
training) necessary.
Job Analysis Methods - ANS-Observations, Interview, Job Performance, Structured
Questionnaire, Task Analysis Inventory, and Combo of Methods
Job Description - ANS-Summarized document of the content identified in the job
analysis and specifies the major job domains and tasks of a job.
Job Description Concepts - ANS-Job, Position, Domain, and Task
Job - ANS-Refers to a group of positions that are identical with respect to their major
tasks. Ex- 2 Athletic Supervisors
Position - ANS-The set of domains and tasks performed by an indiv.
Domain - ANS-Serve as the primary areas of responsibility for the job. Ex- Athletic Sup
include domains of programming, community relations, scheduling, and rentals.
, Ensure Transfer of Training - ANS-Refers to trainees effectively and continually
applying what they learned in training to their job/volunteer experiences.
5 work environment factors that promote training transfer - ANS-Climate for transfer,
manager support, peer support, opportunity to perform, and technological support.
3 outcome levels for training programs - ANS-Cognitive (knowledge acquisition, ogan),
Skill-Based (development of technical or motor skills) and Affective (attitudes determine
behavior/performance)
3 stages of Skill Development - ANS-Initial skill acquisition, skill compilation, and skill
automaticity
Training Method - ANS-Review the type of learning outcomes associated with the
training. Examples include lectures, panel discussions, field trips, or demonstrations.
Monitor and Evaluate Training - ANS-Monitor and revise to enhance the training
program and further ensure that learning, transfer, and any other outcome is achieved.
Evaluations should be objective. Formative and Summative evaluations may occur.
Work Schedules - ANS-Identify duties, proper staff with skills, know staff availability,
understand budget, schedule with employee satisfaction in mind, and be flexible
7 Dimensions of work tasks - ANS-Physical exertion, Environmental pleasantness,
Physical location of work, Time, Degree of human interaction, Competency, and
Psychological characteristics
Environmental Pleasantness - ANS-Include safety, temperature, noise level, and size of
the space.
Psychological Characteristics - ANS-Consider the degree of freedom allotted to
employees and other allowances and how they affect motivation and retention
Positive Supervision includes - ANS-Interpretation, Identification, Observation, Study &
improvement, Visitation and interaction, Furnishing, Presentation, and Evaluation
Supervision Interpretation - ANS-Of goals and objectives
Supervision Identification - ANS-Of employee competence and willingness
Supervision Presentation - ANS-Of in-service staff training and development
Volunteer Recruitment - ANS-Ongoing process that takes time and patience
