SHRM - Reviewer (Module 2-20)

ENUMERATION
1. Types of Interviews: (Module 4 page 8)
1. Methodical Evaluation
2. Unmethodical Evaluation
3. Group Interview
4. Exit Interview
5. Depth Interview
6. Stress Interview
7. Personal Interview
8. Informal Interview
9. Formal Interview
10. Panel Interview
MUGEDSPIFP

2. Characteristics of Work Context: (Module 5)

1. Ergonomics
2. Physical requirements
3. Job conditions
4. Apparatus used
EPJA

3. Career Development Structure (Module 8 page 6)

1. Gap Analysis
2. Career Plan
3. Monitoring
GapCaMon

4.Means of Downsizing Strategies to get rid of overhead costs (Module 9 Page 6)

1. Attrition
2. Voluntarily Termination
3. Early Retirement Incentives
4. Compulsory Termination
AttriVoLEarCom

5.Types of Outsourcing (Module 10 Page 12)

1. BPO – Business Process Outsourcing
2. EPO – Exclusive Provider Organization
3. RPO – Recruitment Process Outsourcing
4. LPO – Local Purchase Order
5. KPO – Knowledge Process Outsourcing.
BERLK

6.Purpose of Performance Management (Module 11 Page 4)

 1. Strategic Purpose
2. Administrative Purpose
3. Informal Purpose
4. For Development and Improvement
5. For Communication
6. Meeting Stakeholders’ Expectations
SAIFFM

7.Approaches of Measuring Performance (Module 12 Page 5)

1. Trait Based Approach
2. Behavioral Based Approach
3. Result Based Approach
4. Competency Based Approach
TraBeReCom

8.Types/ Kinds of Financial Components (Module 14 Page 3) NOT SURE

Compensation:
1. Basic Salary
2. Variable Pay or Incentive
3. Basic Pay
4. Incentive
BaVaBaIn
Or
Types
1. Direct
2. Indirect
DiIn

9.Types of Benefits relative to Financial and Non-financial components of

compensation (Module 14)
1. Mandatory benefits
2. Fringe Benefits
3. Voluntarily Benefits
4. Severance Pay
5. Trends in Employer Health Care Cost Control
MaFriVoSeTre

10.Types of Equitable Distribution of Pay for employees (Module 15 Page 12)

1. Internal Equity
2. External Equity
3. Individual Equity
InExIn

11.P’s of Strategy (Module 17 Page 3)

1. Strategy as a Plan
 2. Strategy is a Position
3. Strategy as a Pattern
4. Strategy is a Perspective
5. Strategy as a Ploy
SAsPlanPosPatPersPloy

12.Major parts of human resource system linked in compensation (Module 17

Page 10)
1. Recruitment and Selection
2. Organizational Development
3. Performance Management
4. Compensation and Reward
5. Training and Development
ReOrgaPerComTrain

13.Common terms used in the employee relations parlance (Module 18 Page 5)

1. Strike
2. Lock-out
3. Closures
4. Lay-off
5. Retrenchment
StriLoCloLayRe

14.Different types of strikes (Module 18 Page 6)

1. Economic Strike
2. Unfair Labor Practice Strike
3. Wild Cat Strike
4. Sympathy Strike
EcoUnWildSympa

15.Common factors that affect knowledge sharing and management in

multinational org.
(Ininclude kopo ito though not sure, kindly check nlng po salamat po) (Module 20)
…He surveyed more than116000 IBM employees in 40 countries about their
work related values and identified five factors which influence the culture of the
workplace
1. Power Distance
2. Individualism versus Collectivism
3. Masculinity versus Femininity
4. Uncertainty Avoidance
5. Long-term versus Short-term Orientation
6. Indulgence versus Restraint
PIMULI
(Another option)
Following issues may arise due to cross cultural differences:
 1. The supervisors may find it hard to communicate effectively with their
subordinates who belong to different cultures.
2. Decision making styles may not match. So subordinates may not give
good suggestions due to perceived differences.
3. Spirit of team work may be missing if the host team is not willing to work
with a member from another culture.
4. Managers may be perceived as rigid.
5. Employees may be perceived as either stubborn or docile.
ThesupDecSpiManEmploy

16.Categories of Management Skills

1. Conceptual Skills
2. Human Skills
3. Technical Skills
CHT