CPHR ACTUAL EXAM APPROVED QUESTIONS WITH
ANSWERS 2025/2026 GRADED A+
Quality Circle - Groups of employees trained in problem-solving techniques who have a
shared area of responsibility and understanding of a work process an who are brought
together to find ways to improve quality and performance.
Cognitive Dissonance - Individuals feel uncomfortable when they have conflicting
beliefs, ideas, or values
Gallup "Q12" Model of Engagement - An engagement index based on the combined
ratings for all 12 questions is generated, and employees are segmented into one of the
following categories: engaged employees, non-engaged employees, and actively
engaged employees.
Total Quality Management (TQM) - Continuous improvement. Focus on improving
product and/or service quality engages the whole organization and its members in
redesigning systems, processes, jobs, training, accountabilities, and authorities, such
that higher levels of performance and quality are achieved
What are employee surveys good for? - Collecting information
Cross Functional Teams - Innovation ideas can be fostered through cross-functional
teams, which consists of members with different knowledge, backgrounds and
experiences, but who are all working towards a common goal
The theory or concept that is a driving force behind most successful employee team
systems? - Decentralization
Task Force - Is a group of employees convened to make recommendations on how to
solve a specific problem identified by management
AIDA - Attention
Interest
Desire
Action
The four outcomes a good recruiting program hopes to achieve
Career Plateaus - There are two types of career plateaus: structural and content.
In structural plateaue - the individual becomes unable to rise further in the flattened
organization's pyramid structure and reaches a point where the likelihood of additional
hierarchical promotion is very low.
Content plateaue- employees who equate career success with hierarchical movement
may become distressed upon acknowledging their plateaus with their current
, employers. These employees may take action to remove themselves from the situation,
withdraw from organizational involvement, and lower their productivity.
Selection Ratio - Number of hired candidate/ Total number of candidates
Psychometrics - Used for employment purposes - is the field concerned with the theory
and techniques of psychological measurements, such as aptitude test and interest
inventories
Yield Ratios - Can be used to indicate the percentage of applicants who proceed to the
next stage of the selection process. (Eg. Ratio of the number of successful candidates
who move on to the next step in the process divided by the number of leads, sources,
qualified candidates, invited to be assessed, offers made, offers accepted)
Content validity - Ensures that the assessment method or test accurately assess the
skills and knowledge it sets out to assess (e.g a typing test accurately assesses the
speed and accuracy of the typist)
Criterion-related validity - Measures the accuracy of an assessment (e.g IQ test) to
predict or correlate with job performance (e.g the skills required on the job can be
effectively assessed through the assessment, and those who score high on the
assessment will perform better on the job than those who score low on the assessment)
Criterion Deficiency - Occurs when the test doesn't measure everything that's important.
e.g An employment test would be "criterion deficient" if it did not assess all the essential
skills required to perform in the job.
Criterion Contamination - Occurs when the assessment measures things that are
irrelevant. E.g Employment teste assessment would have "criterion contamination" if the
assessment was really measuring language skills instead of knowledge, when language
skills are not important to perform in the job
Predictive Validity - Ensures that the assessment method or instrument accurately
predicts performance on the job. Initially, it involves assessing candidates using an
assessment too and then reassessing the selected candidates later on the job
Concurrent Validity - is a type of criterion-related validity. It involves the collection of test
data and performance measures at the same time from a group of current job
incumbents in order to assess whether proven good performers do well on the
assessment being used to select new candidates
Convergent Validity - Shows that the assessment is related to what it should
theoretically be related to. This is determined by correlating the results of one test with
the results of another test that is designed to measure the same thing
ANSWERS 2025/2026 GRADED A+
Quality Circle - Groups of employees trained in problem-solving techniques who have a
shared area of responsibility and understanding of a work process an who are brought
together to find ways to improve quality and performance.
Cognitive Dissonance - Individuals feel uncomfortable when they have conflicting
beliefs, ideas, or values
Gallup "Q12" Model of Engagement - An engagement index based on the combined
ratings for all 12 questions is generated, and employees are segmented into one of the
following categories: engaged employees, non-engaged employees, and actively
engaged employees.
Total Quality Management (TQM) - Continuous improvement. Focus on improving
product and/or service quality engages the whole organization and its members in
redesigning systems, processes, jobs, training, accountabilities, and authorities, such
that higher levels of performance and quality are achieved
What are employee surveys good for? - Collecting information
Cross Functional Teams - Innovation ideas can be fostered through cross-functional
teams, which consists of members with different knowledge, backgrounds and
experiences, but who are all working towards a common goal
The theory or concept that is a driving force behind most successful employee team
systems? - Decentralization
Task Force - Is a group of employees convened to make recommendations on how to
solve a specific problem identified by management
AIDA - Attention
Interest
Desire
Action
The four outcomes a good recruiting program hopes to achieve
Career Plateaus - There are two types of career plateaus: structural and content.
In structural plateaue - the individual becomes unable to rise further in the flattened
organization's pyramid structure and reaches a point where the likelihood of additional
hierarchical promotion is very low.
Content plateaue- employees who equate career success with hierarchical movement
may become distressed upon acknowledging their plateaus with their current
, employers. These employees may take action to remove themselves from the situation,
withdraw from organizational involvement, and lower their productivity.
Selection Ratio - Number of hired candidate/ Total number of candidates
Psychometrics - Used for employment purposes - is the field concerned with the theory
and techniques of psychological measurements, such as aptitude test and interest
inventories
Yield Ratios - Can be used to indicate the percentage of applicants who proceed to the
next stage of the selection process. (Eg. Ratio of the number of successful candidates
who move on to the next step in the process divided by the number of leads, sources,
qualified candidates, invited to be assessed, offers made, offers accepted)
Content validity - Ensures that the assessment method or test accurately assess the
skills and knowledge it sets out to assess (e.g a typing test accurately assesses the
speed and accuracy of the typist)
Criterion-related validity - Measures the accuracy of an assessment (e.g IQ test) to
predict or correlate with job performance (e.g the skills required on the job can be
effectively assessed through the assessment, and those who score high on the
assessment will perform better on the job than those who score low on the assessment)
Criterion Deficiency - Occurs when the test doesn't measure everything that's important.
e.g An employment test would be "criterion deficient" if it did not assess all the essential
skills required to perform in the job.
Criterion Contamination - Occurs when the assessment measures things that are
irrelevant. E.g Employment teste assessment would have "criterion contamination" if the
assessment was really measuring language skills instead of knowledge, when language
skills are not important to perform in the job
Predictive Validity - Ensures that the assessment method or instrument accurately
predicts performance on the job. Initially, it involves assessing candidates using an
assessment too and then reassessing the selected candidates later on the job
Concurrent Validity - is a type of criterion-related validity. It involves the collection of test
data and performance measures at the same time from a group of current job
incumbents in order to assess whether proven good performers do well on the
assessment being used to select new candidates
Convergent Validity - Shows that the assessment is related to what it should
theoretically be related to. This is determined by correlating the results of one test with
the results of another test that is designed to measure the same thing
