Human Resources

Question 1

A ratio that provides a summary of the gross move in and out of staff in an organization during a specific time frame

Answer 1

Turnover rate

Question 2

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

Answer 2

Training development

Question 3

The unifying thread of all training modes, in which the grand plan is established, timelines are sick, and the overall project outline is created

Answer 3

Training design

Question 4

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

Answer 4

Peter principle

Question 5

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

Answer 5

Person organization fit

Question 6

List of key personnel in an organization and their possible replacements in the organization, including information about their current performance and promote ability

Answer 6

Personal replacement charts

Question 7

Indicators of what a job is meant to accomplish, high-performance is measured, and what the expected levels of job performance are

Answer 7

Performance standards

Question 8

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

Answer 8

Negligent hiring

Question 9

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

Answer 9

Mediation

Question 10

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

Answer 10

Mandatory bargaining issues

Question 11

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

Answer 11

Learning collaboratives

Question 12

Intangible aspects of compensation, such as public recognition; praise from a supervisor; and feelings of accomplishment, recognition, or belonging to an organization

Answer 12

Intrinsic rewards

Question 13

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

Answer 13

Impaired practitioner

Question 14

An integrated information system designed to provide managers with information for human resources decision making

Answer 14

Human resources information system

Question 15

Measures of human resources outcomes and performance

Answer 15

HR metrics

Question 16

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

Answer 16

Hostile environment sexual harassment

Question 17

Training that produces personnel who can perform tasks but who may not know the theory behind the practice

Answer 17

Functional training

Question 18

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

Answer 18

Forced distribution

Question 19

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

Answer 19

Flexible spending account

Question 20

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

Answer 20

Family and medical leave act

Question 21

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

Answer 21

Equity theory

Question 22

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

Answer 22

Fair labor standards act

Question 23

A federal agency responsible for ending employment discrimination; files lawsuit on behalf of alleged victims of discrimination in the workplace

Answer 23

Equal employment opportunity commission

Question 24

The results of a practice that may appear to be neutral but has a discriminatory affect

Answer 24

Disparate impact

Question 25

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

Answer 25

Defined contribution plan

Question 26

A focus on a single performance criterion to the exclusion of other important, but perhaps less quantifiable performance dimensions

Answer 26

Criterion deficiency

Question 27

The set of rewards that organizations provide to staff in exchange for the performance of various organizational tasks and jobs

Answer 27

Compensation strategy

Question 28

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

Answer 28

Civil rights act of 1991

Question 29

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

Answer 29

Arbitration

Question 30

A specified conflict resolution process used in place of litigation often a clause in an employment contract

Answer 30

Alternative dispute resolution

Question 31

Health professional such as therapist, Medical and radiological technologist, social workers, health educators, and other ancillary personnel

Answer 31

Allied health professionals

Question 32

Analysis, design, development, implementation, and evaluation; a systems approach to training

Answer 32

ADDIE model

Question 33

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

Answer 33

Retaliatory discharge

Question 34

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

Answer 34

Reasonable accommodation

Question 35

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

Answer 35

Realistic job preview

Question 36

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

Answer 36

Psychological safety

Question 37

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

Answer 37

Progressive discipline system

Question 38

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

Answer 38

Multi source appraisal

Question 39

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

Answer 39

Qualified retirement plan

Question 40

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

Answer 40

Compensable factor

Question 41

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

Answer 41

Contingent workers

Question 42

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

Answer 42

Short term disability insurance

Question 43

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

Answer 43

Selection tools

Question 44

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

Answer 44

Strategic human resources management