Human Resources Flashcards
Define Benefits
Generally indirect and non-cash compensation made to an employee
Define Celebrations
The action of marking one’s pleasure at an important event or occasion by engaging in enjoyable, typically social activity.
Define Coaching
A working partnership between managers and employees to provide structure, guidance, and support to employees
Define Interview Questions
Questions used during a formal meeting to evaluate another person’s ability to perform a job
Define Job Description
A written summary listing the elements (tasks, duties, or responsibilities) of a particular job or occupation
Define 360 Degree Evaluations
A system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee’s manager, peers, and direct reports.
Define Accountability
Answerability, blameworthiness, liability, and the expectation of account-giving. Assuming responsibility for his or her actions.
Define Action Items
Specific tasks frequently assigned or accepted at meetings.
Define Agenda
A list of meeting topics to be covered.
Define Aptitude
Component of competency to do a certain kind of work at a certain level, which can also be considered a “talent.” Aptitudes may be physical or mental.
<p>Define Attendance</p>
<p>The action or state of going regularly to or being present in the workplace.</p>
<p>Define Background Screening</p>
<p>The process of looking up and compiling criminal records, commercial records, and financial records of an individual or organization.</p>
<p>Define Human Resources (HR)</p>
<p>The skills that people can use to produce goods and services; including Employment Practices, Organizational Development, Compensation and Benefits, and Employee Relations.</p>
<p>Define Interactive</p>
<p>Influencing or having an effect on each other.</p>
<p>Define Interview</p>
<p>An interview is a conversation where questions are asked and answers are given</p>
<p>Define Interview Process</p>
<p>A formal meeting in which one or more persons question, consult, or evaluate another person, usually in the context of the hiring process.</p>
<p>Define Expectations</p>
<p>What the employee and employer anticipate receiving from the professional relationship. An employer may have performance expectations. An employee has the expectation of wages for time worked.</p>
<p>Define Expectations/Goals</p>
<p>The result of achievement toward which effort is directed.</p>
<p>Define flexibility</p>
<p>Willingness to change or compromise</p>
<p>Define Forward Booking</p>
<p>Scheduling the next appointment for clients prior to their leaving the current appointment. Forward booking is strategic compliance and organizational tool.</p>
<p>Define Full-time equivalent (FTE)</p>
<p>A metric used for comparing practices based on a full-time schedule of 40 hours per week.</p>
<p>Define Goals</p>
<p>A goal is a desired result that a person or a system envisions, plans, and commits to achieve: a personal or organizational desired end-point in some sort of assumed development.</p>
<p>Define High-density scheduling</p>
<p>Refers to any scheduling system where the doctor has access to more than one examination room.</p>
<p>Define Horns and Halo Effect</p>
<p>The tendency for an impression created in one area to influence opinion in another area.</p>
<p>Define Emergency preparedness</p>
<p>Process of ensuring that an organization has complied with the preventative measures; is in a state of readiness to contain the effects of a forecasted disastrous event to minimize loss of life, injury, and damage to property; and can provide rescue.</p>
<p>Define Emotional Intelligence (EI or EQ)</p>
<p>A kind of intelligence or skill that involves the ability to perceive, assess and positively influence one's own and other people's emotions.</p>
<p>Define Employee grievance</p>
<p>Specific complaint or formal notice of employee dissatisfaction related to adequacy of pay, job requirements, work conditions, other aspects of employment, or an alleged violation of a collective bargaining agreement.</p>
<p>Define employee records</p>
<p>Employee Personnel Files are defined to include the application for employment, the records which are used or have been used to determine an employee's qualifications for promotion, compensation, termination, or disciplinary action.</p>
<p>Define Procedure</p>
<p>A fixed step-by-step sequence of activities or course of action (which definite start and end points) that must be followed in the same order to correctly perform a task.</p>
<p>Define Progressive discipline</p>
<p>The process of using increasingly severe steps or measures when an employee fails to correct a problem after being given a reasonable opportunity to do so</p>
<p>Define Qualified event</p>
<p>A change in your life that can make you eligible for a Special Enrollment Period, usually to enroll in health coverage.</p>
<p>Define Registration</p>
<p>Making the commitment, completing the paperwork, and the payment for a continuing education class, webinar, conference, or other forms of delivery for continuing education.</p>
<p>Define Registry of Approved Continuing Education (RACE)</p>
<p>Registry of Approved Continuing Education (RACE) program develops and applies uniform standards related to providers and programs of continuing education (CE) in veterinary medicine.</p>
<p>Define Severance package</p>
<p>Pay and/or benefits that employees receive when they leave employment at a company</p>
<p>Define suspension</p>
<p>Placing an employee, for disciplinary reasons, temporarily off duty. Usually part of progressive disciplinary action.</p>
<p>Define termination pay schedule</p>
<p>Refers to some states final paycheck laws that define a specific time frame for when a departing employee must receive their final paycheck.</p>
<p>Define Policy</p>
<p>A specific set of systems or principles that guide the decision making of the practice.</p>
<p>Define Positive discipline</p>
<p>A discipline model used by schools, in parenting, and in workplaces that focuses on the positive points of behavior, based on the idea there are no bad individuals, just good and bad behaviors</p>
<p>Privacy Act 1974</p>
<p>Provides safeguards against invasion of personal privacy through misuse of records by the U.S. Federal Agencies.</p>
<p>Define Job duties</p>
<p>Tasks and responsibilities one must perform on a job.</p>
<p>Define Legal Implications</p>
<p>The consequences of being involved in something determined by law.</p>
<p>Define maximum contribution</p>
<p>The limit to the amount of money one can deduct from their salary to place in a retirement account.</p>
<p>Define Mediate</p>
<p>To intervene between people in a dispute in order to bring about an agreement or reconciliation</p>
<p>Define Mediation</p>
<p>Intervention in a dispute in order to resolve it; arbitration.</p>
<p>Define Negotiations</p>
<p>A strategic discussion that resolves an issue in a way that both parties find acceptable. In a negotiation, each part tries to persuade the other to his or her point of view.</p>
<p>Define Open door policy</p>
<p>A phrase indicating that the manager's door is open to every employee. The purpose of an open door policy is to encourage open communication, feedback, and discussion about any matter of importance to an employee.</p>
<p>Define open enrollment</p>
<p>A period during which a health insurance company or HMO is statutorily required to accept applicants without regard to health history</p>
<p>Define wrongful discharge</p>
<p>A claim in breach of contract or in tort for the ending of an employment contract by an employer, for some unlawful reasons.</p>
<p>Define harassment</p>
<p>Any unwanted or undesirable conduct that puts down, shows hostility or an aversion to another person. Harassment can come from co-workers, employers or clients.</p>
<p>Define hostile work environment</p>
<p>Exists when conduct by anyone in the workplace has the purpose or effect of creating a hostile, intimidating or offensive working environment.</p>
<p>Define in-house continuing education</p>
<p>Continuing education provided by or within the organization</p>
<p>Define investigation</p>
<p>Researching, collecting and evaluating information with the intent of confirming the facts or truth of the situations. Examples include the investigation of a hostile work environment claim, a violation of OSHA procedures, or low inventory counts.</p>
<p>Define Double-book</p>
<p>Reserve for two different clients at the same time.</p>
<p>Define down-time</p>
<p>a time of reduced or inactivity</p>
<p>Define total compensation</p>
<p>Is everything the practice provides in exchange for working. It can include wages and benefits such as medical benefits, paid time off, continuing education etc.</p>
<p>Define unemployed</p>
<p>Without a paid job but available to work</p>
<p>Define Whistle-blowing (blower)</p>
<p>A person who exposes any kind of information or activity that is deemed illegal, dishonest, or not correct within an organization that is either private or public.</p>
<p>Define Core Values</p>
<p>Belief systems of the practice. The cultural values that guide team member's work for the practice</p>
<p>Define Cost Benefit Analysis</p>
<p>A process by which business decisions are analyzed. The benefits of a given situation or business-related action are summed and then the costs associated with taking that action are subtracted.</p>
<p>Define cross-training</p>
<p>Training that covers several tasks within a department or multiple departments within an organization</p>
<p>Define deadlines</p>
<p>The latest date or time by which a task or project should be completed.</p>
<p>Define Delegate</p>
<p>authorizing subordinates to make certain decisions.</p>
<p>Define department collaboration</p>
<p>When two or more departments are able to jointly improve, update or create a service, policy or procedure for the practice.</p>
<p>Define Diversity</p>
<p>The condition of having or being composed of different elements.</p>
<p>Define Communication</p>
<p>The act or process of using words, sounds, signs, or behaviors to express or exchange information or to express your ideas, thought, feelings, etc., to someone else.</p>
<p>Define compensation budget</p>
<p>An estimate of salary or wage expenditures for a set period of time</p>
<p>Define confidentiality</p>
<p>Restricting the dissemination of information</p>
<p>Define Continuing Education (CE)</p>
<p>On-going training of staff through refresher courses, journals and texts, conferences, educational programs, and self-study courses.</p>
<p>Define Team Building</p>
<p>The use of different types of interventions that are aimed at enhancing social relations and clarifying team members' roles, as well as solving tasks and interpersonal problems that affect team functionality.</p>
<p>Define System</p>
<p>A set of detailed methods, procedures and routines created to carry out a specific activity, perform a duty, or solve a problem</p>
<p>Define Support Staff/DVM Ratio</p>
<p>Refers to how many support staff members are on duty compared to number of doctors on duty at a time. Six support staff for two doctors would be a 3:1 ratio.</p>
<p>Define staff meeting facilitation</p>
<p>The act of planning and conduction a staff meeting.</p>
<p>Define Results-oriented</p>
<p>A term used to describe knowing what results are important, and focusing resources to achieve them.</p>
<p>Define Expense Reimbursement Policy</p>
<p>A written policy that outlines what forms to use, when to submit them, the need to retain all receipt and when the reimbursement will be made.</p>
<p>Define training</p>
<p>Teaching skill sets to employees</p>
<p>Define Time off Requests</p>
<p>Requests for time periods when you are not required to work</p>
<p>Define To-do lists</p>
<p>A systematic way to record items that need to be completed</p>
<p>Define Team Interviews</p>
<p>A type of employment interview involving the participation of two or more current employees</p>
<p>Define employement status</p>
<p>The legal status and classification of someone in employment as either an employee or someone working on their own account (self-employed).</p>
<p>Define empowerment</p>
<p>To give power or authority to; authorize, especially by legal or official means.</p>
<p>Define Essential Functions</p>
<p>Those functions that the individual who holds the position must be able to perform unaided, or with the assistance of reasonable accommodation.</p>
<p>Define Employee Benefits Review</p>
<p>A process by which an organization reviews and measures their employee benefits as a competitive factor for attracting employees.</p>
<p>Define employee surveillance</p>
<p>The use of various methods of workplace surveillance to gather information about the activities and locations of staff members.</p>
<p>Define employee retention</p>
<p>The ability of an organization to retain employees and reduce staff turn-over ((#of positions retained)/(# of positions in the organization))x100</p>
<p>Define Corrective Action</p>
<p>Process of communicating with employees to improve unacceptable behavior or performance and setting standards and consequences for not meeting those standards.</p>
<p>Define documentation</p>
<p>Materials that provide official information or evidence that serves as a record</p>
<p>Define due process</p>
<p>The legal requirement that the state must respect all legal rights that are owed to a person</p>
<p>Define contribution</p>
<p>A gift or payment to a common fund or collection</p>
<p>Define Continuing Professional Development</p>
<p>Another term for continuing education</p>
<p>Define conuting education policy</p>
<p>A written policy, typically within the practice Hospital Employee Handbook, that includes but isn't limited to; details on what courses are acceptable, expenses that will and will no be reimbursable, and the process for scheduling.</p>
<p>Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)</p>
<p>Allows for limited continuation of group health benefits to covered employees who leave their employment under certain circumstances.</p>
<p>Define Constructive Discharge</p>
<p>Occurs when an employee resigns as a result of an employer creating a hostile work environment.</p>
<p>Define Continuing Education Allowance</p>
<p>A specific amount set aside per employee, usually annually, to be spent on continuing education expenses.</p>
<p>Define Continuing Education Credit</p>
<p>A measure used in continuing education programs that are earned upon completion of that program. Many professional licenses or certifications require a specific amount of credits in order to renew the license or certification.</p>
<p>Define Audits</p>
<p>Systematic inspection of records for accuracy and compliance. Typically done for medical records, financial records, tax records, safety records.</p>
<p>Define Benefits Waiting Period</p>
<p>The period of time before an employee is eligible for a benefit</p>
<p>Define Code of Conduct</p>
<p>A set of rules outlining social norms, and rules and responsibilities of, or proper practices for an individual or organization.</p>
<p>Define Confidential</p>
<p>Limited to persons authorized to use information, documents, etc.</p>
<p>Define Conflict Resolution</p>
<p>Process of resolving a dispute or disagreement</p>
<p>Affordable Care Act 2010 (ACA)</p>
<p>U.S. Federal statute mainly designed to expand access to health care insurance, decrease rising costs, and focus on prevention and wellness.</p>
<p>Define Arbitration</p>
<p>A form of settlement negotiation facilitated by a neutral third party.</p>
<p>Define Motivation</p>
<p>It is the process of stimulating people to actions to accomplish the goals.</p>
<p>Define Onboarding</p>
<p>The planned and executed process of welcoming, orienting and training a new employee.</p>
<p>Define Participation</p>
<p>The action of taking part in something</p>
<p>Define Working Interview</p>
<p>To have an applicant prove their job skills to you by having them perform the duties of the job alongside their future co-workers. This is also an opportunity to ensure that they are a good fit for the organization.</p>
<p>Define Workflow</p>
<p>The progression of steps (tasks, events, actions, etc.,) that comprise a work process. A repeatable pattern of activity.</p>
<p>Define Wage Review</p>
<p>The assessment or review of the salary paid to an employee, where decisions are taken on whether the employee's pay should be increased, etc.</p>
<p>Define Vision Statement</p>
<p>A statement that defines and clarifies the direction in which an organization needs to move</p>
<p>Define Vendor appointments</p>
<p>Specific times scheduled with an outside party related to products and supplies for the business.</p>
<p>Define Role-Playing</p>
<p>The changing of one's behavior to assume a role, usually in the context of training sessions.</p>
<p>Define Learning Styles</p>
<p>The way, or ways, in which an individual prefers and is most successful at learning. Examples include: visual, auditory, kinesthetic, tactile and analytical.</p>
<p>Define Management Style</p>
<p>The method of leadership that an administrator usually employees when running a business.</p>
<p>Define Patient Scheduling</p>
<p>The act of communicating with a client to define a specific time for them to visit the hospital.</p>
<p>Define Protected Class Awareness</p>
<p>A protected class is a group of people with a common characteristic who are legally protected from employment discrimination on the basis of that characteristic.</p>
<p>Define prioritizing</p>
<p>To determine the order in dealing with or completing tasks according to their relative importance.</p>
<p>Define Pre-Adverse Action and Adverse Action</p>
<p>Adverse action means a denial of employment, or any other decision for employment purposes, that adversely affects any current or prospective employee. The employer must provide a notice to the applicant prior to taking the adverse action.</p>
<p>Define Performance Improvement Plan (PIP)</p>
<p>A plan aimed at improving an employee's performance and/or behavior. Use a PIP to identify a performance problem(s) and look for ways to improve the performance of a staff member.</p>
<p>Define Performance Evaluation</p>
<p>A system used to determine and report how well an individual employee has performed during a period of time.</p>
<p>Define Peer Evaluations</p>
<p>The evaluation of creative work or performance by other people in the same field in order to maintain or enhance the quality of work, or performance in that field.</p>
<p>Define Mission Statement</p>
<p>A statement of the role, or purpose by which a practice intends to serve its stakeholders.</p>
<p>Define Exit Interview</p>
<p>Interview between an employer and a departing employee, conducted in part to determine why the employee is leaving the employment, regardless of circumstances.</p>
<p>Define Mentoring</p>
<p>Informal relationship where, on an ongoing basis, a more experienced individual offers guidance and/or career advice to a less experienced colleague.</p>
<p>Define Minutes</p>
<p>Written or recorded documentation used to inform attendees or non-attendees what was discussed at the meeting. Minutes frequently include attendees, agenda, decisions, action items, and due dates.</p>
<p>Define Leadership</p>
<p>The art of guiding people in a manner that commands their respect, confidence, and whole-hearted cooperation</p>
<p>Define Job Satisfaction Survey</p>
<p>A survey given to employees where the intent of the questions is meant to help determine the level of contentment or satisfaction with their position or specific tasks.</p>
<p>Define Knowledge Gaps</p>
<p>An area of knowledge or training that is absent in an individual, department, or company. The purpose of identifying Knowledge Gaps is to then fill in those gaps with appropriate training.</p>
<p>Define Relief Veterinarian (DVM)</p>
<p>A veterinarian who works for a veterinary hospital on a temporary basis.</p>
<p>Define Regency Error</p>
<p>Inaccuracy of flaw in performance appraisal or job interview, caused by the evaluator's or the interviewer's reliance on the most recent occurrences of the employee's or the applicant's behavior.</p>
<p>Define Reference Checks</p>
<p>Contacting previous employers of a job applicant to determine his or her job history.</p>
<p>Define Reasonable Accommodation</p>
<p>As defined by the U.S. Department of Justice, "any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform their job."</p>
<p>Define Skill Sets</p>
<p>A person's range of skills or abilities.</p>
<p>Define Employee Turnover</p>
<p>Employee turnover refers to the percentage of workers who leave an organization and are related by new employees.</p>
<p>Define Employment Manual</p>
<p>Manuals explaining the terms and conditions employees must operate under while working for a given business.</p>
Federal law that protects employees over 40 years of age from discrimination in employment practices based on the employee’s age
Age Discrimination in Employment Act (ADEA)
Five Areas of HR function
Basic workplace policies Staffing Compensation and Benefits Training, Developing, and Retaining Employees Regulatory Issues
Four Disciplines Necessary for effective performance management
- Hold all employees accountable for their local performance outcomes
- Teach all employees to identify, deploy, and develop their strengths
- Align all performance appraisals and review systems around identifying, deploying, and developing employee strengths.
- Design and build each role to create world-class performers in the role
Moral Distress
When you know the ethically appropriate action to take, but you are unable to act upon it, and you act in a manner contrary to your personal and professional values, which undermines your integrity and authenticity.
The 4 A’s to rise above moral distress
- Ask - reflect on your present feelings and ask yourself questions to determine whether moral distress is present.
- Affirm - Make a commitment to address the moral distress
- Assess - Contemplate readiness to act, considering the risks and benefits
- Act - Implement strategies to initiate changes and manage any resulting setbacks. Also where you preserve your integrity and authenticity.
Symptoms of compassion fatigue
Resulting behaviors that become recognized as resulting from compassion fatigue Bottled-up emotions Impulse to rescue animals in need Isolation from others Sadness and Apathy Need to voice excessive complaints about management and coworkers Lack of interest in self-care practices Reoccurring nightmares and flash backs Persistent physical ailments Difficulty with concentrating Mental Fatigue Proneness to accidents.
Three levels of minimizing compassion fatigue
- The professional must take care of their own self-needs, use the opportunity to rest and relax and recharge and putting their personal needs at the bottom of the list.
- Be mindful to treat our colleagues well, to provide mentoring and support and have the conversations about the negative feelings that can arise while caring for others.
- Organization’s responsibility to care for its workers, to create a culture where compassion is emulated and rewarded.
