Exam Schedule

EXAM SCHEDULE

All questions will be MCQ based. There may be one or more than answer correct. Some questions will be based on scenario, some question will be based on general / standard practice of HR.

Areas of Question/ Assessment

Competency-1: HR Functional Excellence [25%]
  • Talent Acquisition: Methods of Recruitment, Methods & Tools for HR Planning, Types of interview, Effective & Impactful Interview Technique, Areas to be measured through Interview
  • Motivation & Retention: Theories and Steps for Motivation, Retention Strategy, Retention Grid, Cause and effect of Turnover, Turnover Cost, Retention Strategy & Tools
  • Succession Planning: Concept, Importance, Process, Methods, Tools
  • People Equity: Concept, Methods, Tools
  • Performance Management: Performance Planning, Performance Management System Designing, Methods of PMS, Tools of PMS, Performance Improvement Strategy
  • Employee Life Cycle Management: Stages of employee life cycle management, Role of HR in different stages
  • HR Transition: Proper planning for HR Transition
  • Compensation & Benefit: C&B designing, C&B administration, C&B maintenance
  • Learning & Development: TNA, Training designing, Training organizing, Adult Learning, Training Evaluation, ROI calculation
  • Inter-functional liaison: Cross Functional Learning, Cross Functional Dependency, Challenge in cross functional success
  • Root Causes Analysis: Methods, Application & Tools
  • Challenges of HR Operation, : Challenge Identification, Challenge Handling
  • Management Buy-in for HR issues: How to ensure Management Buy-in for HR
Competency -2: HR Business Partnering [35%]
  • Business Management : Component of Business, Business Knowledge, Business Model, Business Growth, Business Strategy
  • Financial Intelligence: Financial Literacy, Financial Tools, Financial Analysis
  • Business Performance Analysis: Business value Driver, Business Performance Factor, Business KPI
  • HR Strategy: Developing HR Strategy aligning with Business Strategy, Strategy into Action, Challenges in Strategy application
  • Business Strategy, : Business Strategy Development, Business Strategy Implementation, Business Strategy Monitoring & Strategy to Action
  • Functional Integration : Inter departmental integration, Inter departmental coordination
  • Competitor analysis: Tools, Methods, Steps
Competency -3: HR Development & Leadership [30%]
  • Business Process Reengineering: Process Mapping, Process Diagnosis, Process Reengineering Tools and Methods for Process Reengineering, Impact of BPR in Business Performance
  • Organization Development & Design: Component of OD, Interventions of OD, Tools for OD, Scope of OD, How to design organizational structure or how to do organizational restructuring.
  • Functional Process Mapping: Process Breakdown, Process Mapping
  • Process Optimization: Concept-practice & application of Lead time, value Added Time, Throughput, Bottleneck
  • Effectively & Efficiency in HR: Right Job for HR, Right way to do the job, Concept on input-output for HR profession
  • HR Leadership: Importance of HR Leadership, Competencies for HR Leadership, Approaches of HR Leadership, Scope of HR Leadership in the organization, Style of HR Leadership
  • Change Management: Importance of Change Management, Change Management Strategy that works, Tools for Change Management, Methods & Steps of Change Management
  • Process Leadership: Process Redesign
  • Technogical Advancement in HR: Application of Technology in HR, Area/scope of Technology
Compliance & HR Audit [10%]
  • Areas of Human Resource Compliance Issue: Functional Compliance, Statutory Compliance, Regulatory Compliance, Compliance related with Practice
  • Compliance guideline : Guideline for different compliance issue, SOP for compliance
  • HR Audit: Scope of HR Audit, Methods of HR Audit, Tools for HR Audit
  • Compliance Audit: Scope of Compliance Audit, Methods of Compliance Audit, Tools of Compliance Audit
Example of Question:

Question-1: Which of the following is a type of wage which can offer an employee incentive to work and produce enough in quantity without sacrificing quality so that the payment of such wage is justifiable at the end.
A. Fair wage
B. Maximum wage
C. Living wage
D. Minimum wage
E. Optimum wage

Question-2: Scenario: On different occasions, you used two different techniques for performance analysis of the employees. These techniques are given below:
1. All-round, anonymous performance review by the manager. This review method is conducted on a yearly basis.
2. In the next method specific events are documented by the manager for employee review. This is monthly activity based on the incidents quoted by co-workers

Question: What are the names for these methods?
a. 360 performance review and 180 performance review
b. 180 performance review and 180 performance review
c. Critical Incident method and 180 performance review
d. 360 performance review and critical incident method

Question-3: What are the useful criteria for treating a position which need successor in the organization
A. If Short term vacancy of a position would seriously affect the revenue or profit of the organization
B. If the position requires unique set of competencies
C. If the loss of a qualified incumbent for even a modest amount of time would affect the future success of the organization
D. A & B
E. All of the above

Exam Pattern

Total No of Question : 50
Total Marks : 200
Total Time : 90 Minutes
Type of Question : Analytical MCQ and general MCQ
Pass Marks : 70%
Negative Marking : No
Mode of Exam : Online [Proctored, i.e. virtual examination hall, delegate need to have webcam on while attending exam. Invigilator can see every delegate
Exam Platform : Exam will be conducted via Mercer assessment platform
Instrument required : PC along with webcam

 

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