Human Resources Flashcards
A ratio that provides a summary of the gross move in and out of staff in an organization during a specific time frame
Turnover rate
The step of the training design process in which the training materials, including the curriculum and learning outcomes, take shape; also includes a dry run and feedback
Training development
The unifying thread of all training modes, in which the grand plan is established, timelines are sick, and the overall project outline is created
Training design
The theory that employees in an organization will be promoted to their highest level of competence and then to be promoted and remain at a level at which they are incompetent
Peter principle
An approach to employees selection that emphasizes the extent to which an applicant attitudes, behaviors, values, and beliefs align with the culture, norms, and values of an organization; usually more difficult to measure that person job fit
Person organization fit
List of key personnel in an organization and their possible replacements in the organization, including information about their current performance and promote ability
Personal replacement charts
Indicators of what a job is meant to accomplish, high-performance is measured, and what the expected levels of job performance are
Performance standards
A situation in which an employer could have discovered a new employees problematic conduct through due diligence but failed to do so, make any employer liable for damages caused by the employee
Negligent hiring
A non-binding type of dispute resolution in which a neutral third-party, called a mediator, attempts to assist in negotiations between the two primary parties
Mediation
Topics related to wages, hours, and other conditions of employment that must be negotiated between the union and the employer as part of collective bargaining
Mandatory bargaining issues
Cooperatives were people on multiple quality improvement teams come together to learn from successes or shortcomings of others in similar organizations working on similar quality improvement projects
Learning collaboratives
Intangible aspects of compensation, such as public recognition; praise from a supervisor; and feelings of accomplishment, recognition, or belonging to an organization
Intrinsic rewards
A healthcare professional who is unable to carry out the required professional duties with reasonable skill and safety because of a physical or mental illness, including deterioration through agent, loss of motor skill, or excessive use of drugs or alcohol
Impaired practitioner
An integrated information system designed to provide managers with information for human resources decision making
Human resources information system
Measures of human resources outcomes and performance
HR metrics
Sexual harassment that interferes with a victims work performance or creates an intimidating, hostile, or offensive working environment that affects the victims psychological well-being
Hostile environment sexual harassment
Training that produces personnel who can perform tasks but who may not know the theory behind the practice
Functional training
A performance evaluation method in which managers are required to assign a define percentage of employees to particular predetermined performance categories; also called force ranking or stack ranking
Forced distribution
An account that allows an employee to text for, via payroll deduction, and amount that can be used to offset qualified expenses for medical care or dependent care
Flexible spending account
The 1993 labor law that requires employers to provide 12 weeks of unpaid leave for family and medical emergencies, childbirth, and other significant personal event
Family and medical leave act
The theory that the perceived fairness of the relationship between what an employee contribute to an organization and with the employee receives and return affects the employees motivation and performance
Equity theory
A 1938 law that establishes a federal minimum wage, establishes a standard 40 hour work week, and contains provisions for work performed be on the standard work week; also set limits on child labor
Fair labor standards act
A federal agency responsible for ending employment discrimination; files lawsuit on behalf of alleged victims of discrimination in the workplace
Equal employment opportunity commission
The results of a practice that may appear to be neutral but has a discriminatory affect
Disparate impact
A type of retirement plan in which the employer provide a contribution to an account based on the employees current salary or earnings and the employee can draw on the account after retirement with reduced tax liability
Defined contribution plan
A focus on a single performance criterion to the exclusion of other important, but perhaps less quantifiable performance dimensions
Criterion deficiency
The set of rewards that organizations provide to staff in exchange for the performance of various organizational tasks and jobs
Compensation strategy
A US labor law, passed in response to US Supreme Court decisions that limited the rights of employees who had sued their employers for discrimination
Civil rights act of 1991
A binding type of dispute resolution in which both parties agree beforehand to abide by the decision of a neutral third-party, called an arbitrator
Arbitration
A specified conflict resolution process used in place of litigation often a clause in an employment contract
Alternative dispute resolution
Health professional such as therapist, Medical and radiological technologist, social workers, health educators, and other ancillary personnel
Allied health professionals
Analysis, design, development, implementation, and evaluation; a systems approach to training
ADDIE model
An attempt by an employer to prevent an employee from filing a claim of discrimination against the employer, or to punish an employee for participating in a legal activity
Retaliatory discharge
The concept that it is the employers responsibility to make adjustments within reasonable limits for employees with physical or mental disabilities; reasonable is determined on a case by case basis
Reasonable accommodation
A process in which applicants are given a true picture of a job, including at strengths and weaknesses, through verbal information, discussions with job incumbents, employee shadowing, and other methods
Realistic job preview
Belief that one will not be rejected her humiliated in a particular setting a roll; also, an atmosphere in which people feel free to express work Relevant thoughts and feelings
Psychological safety
Disciplinary system in which employees made aware of problematic performance and the steps required to correct it; the employee usually has a reasonable amount of time to correct the problems and has made aware of the consequences of failure to do so
Progressive discipline system
A form of performance evaluation in which many individuals such as supervisors, subordinates, other coworkers, customers, and patience provide a Richard description of an employees performance that may be obtained from a single raider; also referred to as 360° feedback or multi raider assessment
Multi source appraisal
A type of retirement plan with strict eligibility investing requirements and strict taxable limits, in which an employee receives more tax benefits from a nonqualified plan; typically the employee and employer or not taxed until the time in distribution is made
Qualified retirement plan
A fundamental element of a job, such as skills, knowledge, effort, working conditions, or responsibility, that is used as a basis for assigning points to a job and establishing compensation levels within a point system
Compensable factor
Two categories of workers defined by the US Department of labor as one independent contractors and on-call workers who are called to work only when needed and to temporary or short term workers
Contingent workers
An optional benefit for which the employee must pay that covers an employee from the time that an illness condition or disability starts to the time that the eligibility period for long-term disability has been satisfied
Short term disability insurance
Information gathering message use an employee selection including application forms criminal record check psychological test interviews employment verification drug screening educational background reference checks verification of professional certifications motor vehicle records checks and credit history
Selection tools
The process of formulating an executing human resources policies and practices that produce employee competencies and behaviors required for an organization to achieve it strategic objectives; the organization needs to implement the right mix of recruitment, selection, compensation, performance appraisal, employee development, and other human resources strategies, policies, and practices
Strategic human resources management
