An example of functional specialist is experience is An example of specialist to generalist is . An example of broad-based HR compensation, from compensation to generalist, leader compensation, from compensation to generalist, manager compensation, from compensation to generalist, consulting compensation, from compensation to generalist, geography commitment Question 2 A recent survey revealed the following nine competencles are required to be an effective HR professional: Strategic positioner, culture and change champion, human capital curator, total reward steward, effective leader, technology and media integrator, analytics designer and interpreter. compliance manager, paradox navigator. Strategic positioner, culture and change champion. human capital curator, total reward steward, credible activist, technology and. media integrator, effective teacher, compliance manager, paradox navigator Strategic positioner, culture and change champion, human capital curator, total reward steward, credible activist tectinolosy and media integrator, analytics designer and interpreter, compliance manoger, paradfox niwigator Strategic positioner, culture and charige champion. human capital curator, total reward steward credible sitiviet, technoiogrand inedia integrator, effective learner, compllance manager, paradox navigator Global HR competencies exist and the are the same across geographical areas and industries. True False Question 4 as an HR professional where do you generally work? generalist, specialist, geography commitment, or outside HR generalist, specialist, geography commitment, or contributor generalist, specialist, geography commitment, or manager generalist, specialist, geography commitment, or leader Question 5 What is the certification order, based on the HRCI website? SPHR, PHR. aPHR, GPHR aPHR, PHR, SPHR, GPHR GPHRL aPHR PHR SPHR SPHR. GPHR aPHR: PHR. Key HR competencies remain the same over time True False Question 8 As an HR professional what level or type of work would you do? Individual contributor, manager, leader, specialist Individual contributor, manager, leader, generalist Individual contributor, manager, leader, strategist Individual contributor, manager, leader Question 9 What are the six areas of HR Competencies? Business Management and Strategy. Workforce planning and employment, Human resource development. Compensation and benetits. Union retations, Risk, management Business Management and Strategy. Workforce planning and employment. Human resource development. Compensation and. benefits: Employec and labor retations, Risk management. Gusiness Murogement and Stratesy. Workforce planning and emplayment, Human resoukce develogment, hinctlomal areas such is muarketing. Employee and iabor relations, Rikernanagement HR Operations (15\%) Recruhment and Selection (38\%) Compensation and Benefits (14\%) Human Resource Development and Retention (12\%) Employee Relations (16\%) Healih, Satety, and Security ( 5s) HR Operations (3896) Recrultinen and Selection (15\%) Compensatian and Benefits (1496) Human Rewource Developasent and Retention (12\%) Employee Relanows (16\%) Health, Satery, and Security (G4i) Hik Operabons ( 39s6) Recruirment and Selection (15\%) Compensavon and Betefits (125) Human Resource Developisent and Retenean (14) Earpayee Relathos (16\%) Healal. Safety. and Secunty (5\%a) He Operatoos (bery) Recruminent and Selection (15\%W) Cuintietorilos and Benelis (14%) Einiphose Avlanions (127) Mraifl- Sperely and Sccinm isto? An example of functional specialist is experience is An example of specialist to generalist is . An example of broad-based HR compensation, from compensation to generalist, leader compensation, from compensation to generalist, manager compensation, from compensation to generalist, consulting compensation, from compensation to generalist, geography commitment Question 2 A recent survey revealed the following nine competencles are required to be an effective HR professional: Strategic positioner, culture and change champion, human capital curator, total reward steward, effective leader, technology and media integrator, analytics designer and interpreter. compliance manager, paradox navigator. Strategic positioner, culture and change champion. human capital curator, total reward steward, credible activist, technology and. media integrator, effective teacher, compliance manager, paradox navigator Strategic positioner, culture and change champion, human capital curator, total reward steward, credible activist tectinolosy and media integrator, analytics designer and interpreter, compliance manoger, paradfox niwigator Strategic positioner, culture and charige champion. human capital curator, total reward steward credible sitiviet, technoiogrand inedia integrator, effective learner, compllance manager, paradox navigator Global HR competencies exist and the are the same across geographical areas and industries. True False Question 4 as an HR professional where do you generally work? generalist, specialist, geography commitment, or outside HR generalist, specialist, geography commitment, or contributor generalist, specialist, geography commitment, or manager generalist, specialist, geography commitment, or leader Question 5 What is the certification order, based on the HRCI website? SPHR, PHR. aPHR, GPHR aPHR, PHR, SPHR, GPHR GPHRL aPHR PHR SPHR SPHR. GPHR aPHR: PHR. Key HR competencies remain the same over time True False Question 8 As an HR professional what level or type of work would you do? Individual contributor, manager, leader, specialist Individual contributor, manager, leader, generalist Individual contributor, manager, leader, strategist Individual contributor, manager, leader Question 9 What are the six areas of HR Competencies? Business Management and Strategy. Workforce planning and employment, Human resource development. Compensation and benetits. Union retations, Risk, management Business Management and Strategy. Workforce planning and employment. Human resource development. Compensation and. benefits: Employec and labor retations, Risk management. Gusiness Murogement and Stratesy. Workforce planning and emplayment, Human resoukce develogment, hinctlomal areas such is muarketing. Employee and iabor relations, Rikernanagement HR Operations (15\%) Recruhment and Selection (38\%) Compensation and Benefits (14\%) Human Resource Development and Retention (12\%) Employee Relations (16\%) Healih, Satety, and Security ( 5s) HR Operations (3896) Recrultinen and Selection (15\%) Compensatian and Benefits (1496) Human Rewource Developasent and Retention (12\%) Employee Relanows (16\%) Health, Satery, and Security (G4i) Hik Operabons ( 39s6) Recruirment and Selection (15\%) Compensavon and Betefits (125) Human Resource Developisent and Retenean (14) Earpayee Relathos (16\%) Healal. Safety. and Secunty (5\%a) He Operatoos (bery) Recruminent and Selection (15\%W) Cuintietorilos and Benelis (14%) Einiphose Avlanions (127) Mraifl- Sperely and Sccinm isto