Human Resources 1.01-1.04

Question 1

Cost Benefit Analysis

Answer 1

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 subtracted.

Question 2

Vendor Appointments

Answer 2

Specific times scheduled with an outside party related to products and supplies for the business.

Question 3

Deadlines

Answer 3

The latest date or time by which a task or project should be completed.

Question 4

Management Style

Answer 4

The method of leadership that an administrator usually employs when running a business.

Question 5

Protected Class Awareness

Answer 5

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.

Question 6

Regency Error

Answer 6

Inaccuracy or flaw in performance appraisal or job interview, caused by the evaluator’s or interviewers reliance on the most recent occurrences of the employee’s or the applicant behaviors

Question 7

Team Interviews

Answer 7

A type of employment interview involving participation of two or more current employees.

Question 8

Double-book

Answer 8

Reserve for two different clients at the same time

Question 9

Interview

Answer 9

An interview is a conversation where questions are asked and answers are given.

Question 10

Systems

Answer 10

A set of detailed methods, procedures and routines created to carry out a specific activity, perform a duty, or solve a problem.

Question 11

What are the 12 C’s of Team Building?

Answer 11

Clear expectation, context, commitment, competence, charter, control, collaboration, communication, creative innovation, consequences, coordination, cultural change

Question 12

Working Interview

Answer 12

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 also is an opportunity to ensure that they are a good fit for the organization.

Question 13

Core Values

Answer 13

Belief systems of a practice. The cultural values that guide team member’s work for the practice.

Question 14

Emotional Intelligence is often described by five levels of competence in which to focus personal improvement. What are the 5 levels?

Answer 14

Self-Awareness, Self-Regulation, Motivation, Empathy, and Social Skills

Question 15

Vision Statement

Answer 15

A statement that defines and clarifies the direction in which an organization needs to move.

Question 16

Continuing Education

Answer 16

On-going training of staff through refresher courses, journals and texts, conferences, educational programs, and self study courses.

Question 17

Employee Turnover

Answer 17

Employee turnover refers to the number or percentage of workers who leave an organization and are replaced by new employees.

Question 18

Support Staff/DVM Ratio

Answer 18

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 3:1 ratio.

Question 19

Employee Manual

Answer 19

Manuals explaining the terms and conditions employees must operate under while working for a given business.

Question 20

Job Description

Answer 20

Written summary listing the elements (tasks, duties, or responsibilities) of a particular job or occupation.

Question 21

Interview Questions

Answer 21

Questions used during a formal meeting to evaluate another person’s ability to perform a job.

Question 22

Flexibility

Answer 22

Willingness to change or compromise

Question 23

Communication

Answer 23

The act or process of using words, signs, or behaviors to express or exchange information or to express your ideas, thoughts, feelings, etc. to someone else.

Question 24

Learning Styles

Answer 24

The way or ways in which and individual prefers and is most successful at learning. Examples include; visual, auditory, kinesthetic, tactile, and analytical.

Question 25

Aptitude

Answer 25

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.

Question 26

Training

Answer 26

Teaching skills sets to employees

Question 27

Attendance

Answer 27

The action or state of going regularly to or being present in the workplace.

Question 28

Full-time equivalent (FTE)

Answer 28

A metric used for comparing practices based on full-time schedule of 40 hours per week

Question 29

Onboarding

Answer 29

The planned and executed process of welcoming, orienting, and training a new employees.

Question 30

Delegate

Answer 30

Authorizing subordinates to make certain decisions

Question 31

Results-Oriented

Answer 31

A term used to describe knowing what results are important, and focusing resources to achieve them.

Question 32

Knowledge Gaps

Answer 32

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.

Question 33

Accountability

Answer 33

Answerability, blameworthiness, liability, and the expectation of account giving. Assuming responsibility for his or her actions.

Question 34

Background Screening

Answer 34

The process of looking up and compiling criminal records, commercial records, and financial records of an individual or organization.

Question 35

Employee Grievance

Answer 35

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.

Question 36

Compensation Budget

Answer 36

An estimate of salary or wage expenditure for a set period of time.

Question 37

Skill Sets

Answer 37

A person’s range of skills or abilities

Question 38

HR

Answer 38

The skills that people can use to produce goods and services; including employment practices, organizational development, compensation and benefits, and employee relations.

Question 39

Benefits

Answer 39

Generally indirect and non-cash compensation made to an employee.

Question 40

Down-time

Answer 40

A time of reduced or inactivity

Question 41

Cross-training

Answer 41

Training that covers several tasks within a department of multiple departments within an organization.

Question 42

Emergency Preparedness

Answer 42

Process of ensuring that an organization has compiled with the preventative measures is in a state of readiness to contain the effects of forecasted disastrous event to minimize loss of life, injury, and damage to properly; and can provide rescue.

Question 43

Time off Requests

Answer 43

Requests for time away from work

Question 44

Emotional Intelligence

Answer 44

A kind of intelligence or skill that involves the ability to perceive, assess and positively influence one’s own and other people’s emotions.

Question 45

Pre Adverse Action and Adverse Action

Answer 45

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.

Question 46

Relief Veterinarian (DVM)

Answer 46

A veterinarian who works for veterinary hospitals on temporary basis.

Question 47

Coaching

Answer 47

A working partnership between managers and employees to provide structure, guidance and supports to employees.

Question 48

Horns and Halo Effect

Answer 48

The tendency for an impression created in one area to influence opinion in another area

Question 49

Expectations/Goals

Answer 49

The results of achievement toward which effort is directed.

Question 50

Mentoring

Answer 50

Informal relationship where, on an ongoing basis, a more experienced individual offers guidance and/or career advice to a less experienced colleague.

Question 51

Employee Records

Answer 51

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, determination, or disciplinary action.

Question 52

Employee Retention

Answer 52

The ability of an organization to retain employees and reduce staff turnover. (number of positions/number of positions in the organization)X100

Question 53

Interview Process

Answer 53

A formal meeting in which one or more persons question, consult, or evaluate another person, usually in the context of the hiring process