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SHRM-SCP EXAM WITH COMPLETE SOLUTIONS LATEST UPDATE
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SHRM-SCP EXAM WITH COMPLETE SOLUTIONSLATEST UPDATE
SWOT
Strategic planning technique to help choose the most appropriate action, using the
SWOT technique looks at and identifies - Strengths, Weaknesses, Opportunities,
Threats.
Mission Statement
a statement of the organization's purpose - what it wants to accomplish in the larger
environment.
Activities the organization wishes to pursue and direction they will take
Values Statement
A brief statement of what owners want from business. A concise statement of significant
values, beliefs, and priorities owners want members of the organization to follow.
Directs actions of employees. "what we must do together"
Vision Statement
presents a final picture of what an organization's management foresees for the
organization in a distant future.
Balanced scorecard
A mix of performance measures oriented to the company's long-term and short-run
goals and used as a basis to granting incentive pay. It aims to balance financial and
non-financial successes.
Greiner's Five Phases of Organizational Growth
,The ideas behind the Greiner Curve are that there will inevitably be problems, or
'crises', which develop over time a the organisation grows. These crises are likely to
arise between periods of smooth growth, each one of which must be successfully
negotiated if growth is to be continued.
Creativity (entrepreneurial)
Direction (formal)
Delegation (formation of middle managers)
Coordination (potential for increased bureaucracy)
Collaboration (regrouping)
Halo Effect
Judging a candidate as strong in many areas because he or she is strong in one area.
Horn effect
Judging a candidate as weak in many areas because he or she is weak in one area
leniency effect
tendency of raters to provide ratings that are overly generous
primacy effect
When the appraiser give more weight to the employees previous work
cherry picking
Offering higher pay
Job bidding
Internal recruiting method where an employee can express a preference for a position,
prior to it being opened.
,Employee Value Proposition (EVP)
Employees' perceived value of the total rewards and tangible and intangible benefits
they receive from the organization for which they work in exchange for their labor, and
forms the basis for competitively differentiating and compelling employment strategies
for talent acquisition retention and engagement. Should be connected and aligned to
mission, vision, values statement, and serves as the basis for employment branding
Predictive Hiring
Analytics for hiring applies historical data to make predictions about the future. The
technology detects patterns among existing employees by using big data in combination
with assessment science.
brand pillars
Clear statements of most important attributes and principles org wants to communicate
Herzberg's Motivation-Hgiene Theory
Identifies two factors, hygiene-extrinsic and motivating factors-intrinsic; unacceptable
hygiene factors lead to job dissatisfaction. Hygiene factors that are acceptable produce
a state of satisfaction but not motivation. Hygiene factors and motivation factors lead to
motivation.
Motivating Factors: Achievement, recognition, the work itself. The presence of
motivators makes employees work harder. They are found within the actual job itself.
Hygiene Factors company policies, salary, working conditions - If hygiene factors are
not present, then employees will not try as hard. Hygiene factors are outside of and
surround the actual job itself. This diagram shows what the result of motivating and
hygiene factors is. Note you will sometimes see motivators referred to as factors for
satisfaction, and hygiene factors referred to as factors for dissatisfaction
McGregor's Theories of X and Y
, Theory X: If you believe that your team members dislike their work and are poorly
motivated, then, McGregor suggests you will adopt an authoritarian style of
management. This style is very "hands-on" and normally involves a process of
micromanaging people's work to ensure that the work is done correctly.
Theory Y: Still, if you think that your people pride themselves on their work and accept it
as a challenge, you will more likely apply the participation management style. In this
approach, the managers believe that the men can decide for themselves whether they
can do the job properly without being overseen. McGregor labeled this as Theory Y.
William Ouchi
Theory Z: strong focus on well-being and providing a job for life yields increased
employment loyalty. Trusting employees to do their job and creating a community.
Skinner Behavioral Reinforcement Theory
Behavioral modifications have for intervening steps that will lead to change, positive
reinforcement, negative reinforcement, punishment, and extinction ( involves no
response).
Engagement should start at
recruitment
Fast-track programs
Career development programs that involve identifying a pool of potential leaders and
rapidly increasing their leadership skill development.
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