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FBLA Region '23 > Human Resource Management > Flashcards

Human Resource Management Flashcards

1
Q

Transitional Employment

A

a strategy that places individuals in temporary jobs with the goal of preparing them for permanent job placement. Transitional employment is offered to unemployed or underemployed individuals who need help integrating back into the workforce

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2
Q

Forecasting

A

the process of predicting how a company’s staffing needs change with time

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3
Q

Succession Planning

A

identify and develop high-potential employees who possess the necessary skills and competencies to succeed in key leadership roles

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4
Q

Employee Selection Process

A

announcing the job, reviewing applications, screening candidates, interviewing, final selection, testing, and making an offer

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5
Q

Testing Phase

A

use of standardized devices/techniques designed to measure skills, intellect, personality or other characteristics

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6
Q

Affirmative Action

A

the practice or policy of favoring individuals belonging to groups regarded as disadvantaged or subject to discrimination; reverse discrimination

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7
Q

Equal Employment Opportunity

A

refers to fair, unbiased treatment in the workplace; creates a culture that doesn’t accept any kind of discriminatory behavior

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8
Q

Civil Rights Act

A

prohibits discrimination against women and minorities in the workplace

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9
Q

Americans with Disabilities Act/ADA

A

prohibits discrimination against people with disabilities in several areas

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10
Q

Employee Needs Analysis

A

the process of employee evaluation to identify their level of skills and training needs

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11
Q

SMART Goals

A

Specific, Measurable, Achievable, Relevant, and Time-Bound

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12
Q

OSHA/Occupational Safety and Health Administration requirements

A

Prevent workplace injuries and illnesses

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13
Q

Pre-tax Deductions

A

any money taken from an employee’s gross pay before taxes are withheld from the paycheck (Medical and dental benefits, 401(k) retirement plans, group term life insurance)

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14
Q

FICA/Federal Income Contributions Act

A

mandatory payroll taxes; Social Security (6.2%) and Medicare (1.45%); employee and employer each pay 7.65%

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15
Q

Group Term Life Insurance

A

provides term life insurance as a benefit to eligible, enrolled employees or group members of an organization at a lower cost than what they would pay for an individual term life policy

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16
Q

Mandatory/Statutory Benefits

A

medicare and social security contributions, worker’s compensation insurance, unemployment insurance and, under some state and local laws, paid sick leave; applicable large employers (50 or more employees) must also offer health insurance and family/medical leave

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17
Q

Affordable Care Act (Obamacare)

A

increases health insurance coverage for the uninsured and implements reforms to the health insurance market

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18
Q

Discretionary/Fringe Benefits

A

various types of non-wage compensation provided to employees in addition to their normal wages or salaries; not required by law (tuition assistance, childcare reimbursement, cafeteria subsidies)

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19
Q

Salary Schedule

A

a system that determines how much an employee is paid dependent on the employee’s rank or status and the employer’s salary structure with grades that define the range of pay for an employee

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20
Q

Variable Pay

A

the portion of sales compensation determined by employee performance; incentive pay

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21
Q

Comparable Worth

A

concept aimed at leveling out salaries based on a job’s value, or worth, to a company; Equal Pay for Equal Work

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22
Q

Broad banding

A

(a pay structure that consolidates a large number of narrower pay grades into fewer bands with wider salary ranges

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23
Q

Strategic Compensation

A

strategies that help companies manage the total employee compensation while ensuring growth, equity, and transparency

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24
Q

Piecework Plan

A

paying an employee a fixed pay rate for each unit they produce

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25
Q

Merit/Incentive Pay

A

provides base-pay increases or bonuses for workers who perform their jobs effectively

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26
Q

Employee Rewards/Recognition Programs

A

a system that an organization sets up to celebrate employee successes in an open forum and reward them with monetary and non-monetary perks for meeting goals or embodying core values

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27
Q

Pay Rate

A

money received divided by hours worked

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28
Q

Team-Based Compensation

A

financially compensates employees for the goals they meet as a collective group, rather than as individuals (bonuses)

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29
Q

Coaching

A

guiding an employee from one level of competency to another

30
Q

Counseling

A

a meeting between the supervisor and the employee which may focus on a specific incident, a particular aspect of an employee’s performance which the supervisor has identified as needing improvement, or the employee’s overall performance or conduct

31
Q

Disciplinary Action

A

a reprimand or corrective action in response to employee misconduct, rule violation, or poor performance

32
Q

Coaching vs. Counseling

A

Coaching accepts existing performance and looks forward to even better performance from the employee. Counseling looks back at unacceptable performance to instruct an employee to reach satisfactory performance in the future

33
Q

Active Listening

A

listen attentively to a speaker, understand what they’re saying, respond and reflect on what’s being said, and retain the information for later

34
Q

Directive Counseling

A

the manager is a key part in deciding how to alleviate an employee’s stress to enhance their work performance

35
Q

Non-Directive Counseling

A

manager uses active listening and summarizing to guide the employee towards solving problems for themselves

36
Q

Participative Counseling

A

involves directive and non-directive counseling techniques; managers and employees can decide on a solution together; most commonly used counseling method

37
Q

Performance Management Systems

A

tracks the performance of employees in a manner that is consistent and measurable

38
Q

Components of Performance Management

A

planning, monitoring, developing, rating, rewarding

39
Q

Appraisal

A

the process of assessing an employee’s job performance and determining his or her suitability for future assignments

40
Q

360-Degree Feedback

A

assessment system or process in which employees receive confidential, anonymous evaluations from the people who work around them (subordinates, peers, colleagues, and supervisor)

41
Q

Personnel Law/Labor Law

A

mediate the relationship between workers, employing entities, trade unions, and the government

42
Q

IRCA/Immigration Reform and Control Act

A

prohibits employers from knowingly hiring, recruiting, or referring for a fee any alien who is unauthorized to work

43
Q

Form I-9

A

Employment Eligibility Verification, a United States Citizenship and Immigration Services form; used to verify the identity and legal authorization to work of all paid employees in the United States

44
Q

Exempt Employees

A

usually hold administrative, professional, or executive positions. They’re “exempt” from the Fair Labor Standards Act overtime regulations and, therefore, not entitled to overtime pay

45
Q

Non-exempt Employees

A

typically paid hourly and perform more manual or technical duties, entitled to overtime pay

46
Q

Defamation

A

the action of damaging the good reputation of someone; slander or libel

47
Q

Disclosure

A

the process of a business communicating with its employees or the general public in regards to potential hazards

48
Q

Negligent Hiring

A

The employer did not exercise reasonable care in hiring the employee, and now the employee has done something illegal

49
Q

Fair Labor Standards Act/FLSA

A

creates the right to a minimum wage, and “time-and-a-half” overtime pay when people work over forty hours a week for non-exempt employees; it also prohibits employment of minors in “oppressive child labor”

50
Q

ADEA/Age Discrimination in Employment Act

A

protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment; prohibits involuntary retirement

51
Q

Family and Medical Leave Act

A

requiring covered employers to provide employees with job-protected, unpaid leave for qualified medical and family reasons

52
Q

Worker Adjustment and Retraining Act

A

protects employees, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of planned closings and mass layoffs of employees

53
Q

Older Worker Benefit Protection Act

A

prohibits age discrimination in the provision of fringe benefits, such as life insurance, health insurance, disability benefits, pensions, and retirement benefits

54
Q

Employee Retirement Income Security Act/ERISA

A

sets standards to protect the interests of employee benefit plan participants and their beneficiaries

55
Q

Wagner Act/National Labor Relations Act

A

guarantees the right of private sector employees to organize into trade unions, engage in collective bargaining, and take collective action such as strikes

56
Q

Taft-Hartley Act/Labor Management Relations Act

A

outlawed closed shops, giving workers the right to decline to join a union. It permitted union shops only if a majority of employees voted for them

57
Q

Privacy Act of 1974

A

governs the collection, maintenance, use, and dissemination of personally identifiable information about individuals that is maintained in systems of records by federal agencies; require employers to let their employees know before any of their personal data is collected or processed

58
Q

Drug-Free Workplace Act of 1988

A

requires some federal contractors and all federal grantees to agree that they will provide drug-free workplaces

59
Q

Human Resource Planning

A

identifies current and future human resources needs for an organization to achieve its goals

60
Q

Telecommuting

A

employees working from their own homes or other remote locations, connecting with coworkers via online platforms; remote work

61
Q

Job Sharing

A

an employment arrangement where two people, or sometimes more, are retained on a part-time or reduced-time basis to perform a job normally fulfilled by one person working full-time. This leads to a net reduction in per-employee income

62
Q

Flexible Scheduling

A

allows employees a level of autonomy to create their own schedules and find a work-life balance that works for them

63
Q

Open-Shop

A

a workplace that allows incoming recruits and existing employees to elect whether to join a union, rather than making it a requirement for employment

64
Q

Closed-Shop

A

employer agrees to hire union members only, and employees must remain members of the union at all times to remain employed

65
Q

Binding Arbitration

A

a form of dispute resolution in which the involved parties submit their arguments and evidence to a neutral arbitrator who reviews it, and then makes a final, legally binding decision on behalf of the parties

66
Q

Impasse

A

occurs when the two sides negotiating an agreement are unable to reach an agreement; deadlock

67
Q

Labor Strike

A

work stoppage caused by the mass refusal of employees to work

68
Q

Mediation

A

impartial third party neutrally assists disputing parties in resolving conflict

69
Q

Mediation vs. Arbitration

A

With mediation, the final decision is a reached agreement between the two conflicting parties, while arbitration calls on an arbitrator to analyze the case details and reach a verdict

70
Q

Screening

A

process used to determine a job applicant’s qualifications and potential job fit for a position to which they have applied; comes in right after candidate sourcing and involves skimming through resumes and cover letters

71
Q

Job Analysis

A

identifying the content of a job in terms of the activities it involves in addition to the attributes or requirements necessary to perform those activities

FBLA Region '23 (9 decks)

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