Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

HR Stuff > random 2 > Flashcards

random 2 Flashcards

1
Q

Selection ratio

A

The percentage of individuals hired relative to the total number of applicants.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Situational interview

A

An interview that consists of asking job candidates to respond to a series of hypothetical situations by deciding what actions and solutions they actually would perform on the job.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Direct threat

A

A disease or physical condition that poses a significant risk of substantial harm to the health or safety of the individual or others such as a highly contagious disease among job holders who work in food preparations. The ADA does not protect people who pose a direct threat unless reasonable accommodations can be made to reduce the threat.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Qualified plans

A

A retirement or stock option plan that has been approved by the internal revenue service for special tax treatment.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Qualified beneficiary

A

An individual who is eligible for continuation of benefits coverage under COBRA, which could be an employee an, employee spouse, or an employee’s dependent children.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Fee-for-service plans

A

Health-care insurance plans that allow employees to decide what services they want and health care providers charge a fee for the services they render. These charges are paid by the employee and/or the employees benefit plan.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Perquisites

A

Non financial rewards or benefits( perks).

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Rabbi trust

A

A vehicle for holding assets set aside to support an employer’s unfunded deferred compensation obligations.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Personal time

A

Paid leave that can be used illness, vacation, or accumulated for early retirement.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Factor comparison

A

A method for developing a wage structure in which benchmark jobs are compared with other jobs, factor, by factor so determine how much money should be paid for each other.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Pension

A

The income that an employee receives after retirement .

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Skill based pay

A

A pay system in which an employee’s pay is partially determined by the employee’s skills as a means of motivating employees to acquire greater skills.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Job knowledge test

A

A simple test that measures the specific know ledge and vocabulary.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Sensitivity training

A

A training technique in which the trainees participate in an unstructured group discussion. The trainees share their feelings and emotions with the aid of a trainer or a scheduled agenda of topics to discuss.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Sequencing effect

A

A form of evaluation bias that occurs when an employee’s rating are influenced by a relative comparison with the previous employee.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Transfer of training

A

The process of acquiring new knowledge or skills in a training environment and then transferring the same knowledge and skills to an actual job situation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Unobtrusive measures

A

Data that are collected in such a way that it does not influence how an employee behaves. Data that are obtained from filed or archives, for example.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

Value internalization

A

The process by which personal attitude sand beliefs are internalized into basic personal values.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

Order number 4

A

The common name for Executive order 11246 which requires government contractors to develop affirmative action plans.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

Burnout

A

The inability to handle continued stress on the job and the feelings of psychological exhaustion.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

Intermittent explosive disorders

A

An explosive outburst of angry emotion when a person is out of control and likely to injure someone or damage something.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

Alarm reaction

A

The first stage of stress in which the body prepares for a fight or flight response by activating the endocrine system

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

cost per employee per year

A

A benefit costing method that is computed by dividing the total annual cost of each benefit by the number of employees receiving the benefit.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

Bonus

A

The incentive pay that individuals may receive for outstanding performance; it is not part of their base pay.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

Equity theory

A

A theory of jobs satisfaction suggesting that people compare their inputs and outputs with the inputs and outputs of other. Inputs include such things as knowledge, skill, education, training, and effort. Outputs include such things and effort outputs include such things as compensation, benefits, and intrinsic satisfaction.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

Cafeteria benefit plans

A

Employees choose the benefits they desire, subject to certain limitations and total cost constraints.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

Carryover provision

A

Allows employees to move a certain number of unused vacation days into the next leave year. Any unused vacation days above the carryover limit are lost.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

Cash balance plans

A

Plans that allow employees to decide how their funds will be invested and that are more portable when employees want to move from company to company.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

Cents per hour

A

A method of calculating the cost of employees benefits by dividing the total annual cost by the number of employee hours.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

Cash profit-sharing plan

A

A profit-sharing plan in which payments are made to employees at the of each period.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

Cash-in provisions

A

Allows employees covered by such plans to receive their normal daily earning or some other amount for each unused vacation days per year. Any unused vacation days above the cash in limit are lost..

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
32
Q

Wage compression

A

A reduction in the relative wage differentials between high- and low-paying jobs. Upper-level jobs do not provide sufficient incentives to justify the higher levels of responsibility and skill required to perform them.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
33
Q

Scanlon plan

A

A company-wide incentive plan that combines profit sharing with a suggestion system.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
34
Q

Headhunters

A

Private employment agencies that search for individuals who are able to assume positions of leadership for client organizations.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
35
Q

Inter-rater reliability

A

The degree of agreement two evaluators who have evaluated the same employee or job applicant.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
36
Q

Test- retest reliability

A

A method of assessing the reliability of a measuring instrument by administering it twice to the same population with a brief interval of time between the two administrations and then correlating each individual’s first and second scores.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
37
Q

Expectancy charts.

A

Bar charts showing the probability of being a successful performer for various categories of predictor scores.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
38
Q

Ten job categories for EEO reporting

A

1) executive/senior level officials,2) first/mid level officials and managers ,3) professionals,4) technicians,5) sales workers, 6) office and clerical workers, 7) craft workers (skilled), 8) operatives(semiskilled),9) laborers( unskilled, and 10) service workers.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
39
Q

LTD

A

Long-Term disability: Insurance that provides disabled employees with long-term security.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
40
Q

Conciliation

A

An informal process of agreement used by the Equal Employment Opportunity Commission for resolving charges of discrimination.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
41
Q

Five principles of andragogy

A

1) learning is experience-based, 2) learning is problem centered, 3) learning is enhanced by active participation, 4) learning is collaborative, 5) learning requires involvement.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
42
Q

Coalition bargaining

A

When more than one employer negotiates with a single union.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
43
Q

Unilateral decisions making

A

A decision-making process in which one party

management) can make decisions without the involvement of the other party (employees

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
44
Q

Integrative bargaining

A

A bargaining strategy in which both parties work together cooperatively to achieve the best outcome for both.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
45
Q

Involuntary absenteeism and turnover.

A

When employees miss work or are terminated for reasons beyond their control.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
46
Q

Certification bar

A

An NLRB election is barred because the initial year following certification of the union has not elapsed

47
Q

Complaint system

A

A nonunion company grievance procedure designed to hear and respond to employees’ complaints.

48
Q

Implied contract

A

A statement, usually in an employee handbook, that creates the expectation that an employee will not be terminated except for a good cause.

49
Q

Hierarchy of habits

A

An explanation for learning plateaus that suggests that different habits must be acquired. Improvements in performance are not observed until new habits are learned.

50
Q

Grievance

A

A work-related complaint or formal dispute that is brought to the attention of management.

51
Q

Good-faith bargaining

A

The requirement that both parties meet and make offers and counter proposals in an effort to reach an agreement

52
Q

Fraudulent

A

When an employer intentionally misrepresents the truth, thereby causing severe damage for an employee

53
Q

Markov analysis

A

A method of long term forecasting in which probabilities of movement among job categories in one period are used to forecast movement in a later period

54
Q

Semi-Structured interview

A

An interview in which the interview determines the major questions beforehand, but allows sufficient flexibility to probe into other areas as needed to evaluate an applicant’s personality.

55
Q

Employee assistance program

A

A program usually operated by the human resource department with the help of social service agencies in the community that is designed to help employees with their personal problems particularly alcoholism, drug facts, financial indebtedness, and marital conflict.

56
Q

Nepotism

A

Employment practices that are considered unfair because they show favoritism to friends of relatives.

57
Q

Shaping

A

A process of changing behavior that uses reinforcement to selectively reward successively closer approximations of the specific response that is desired.

58
Q

SPD

A

A legal document required by ERISA for each welfare benefit plan offered by an employer that describes the plan’s eligibility requirements, a summary of the benefits provided, the procedures for claiming benefits and appealing claim denials, circumstances that could result in a loss of benefits, and the participants’ rights under ERISA.

59
Q

Obsolescence

A

A reduction in ability or effectiveness caused by lack of knowledge or skill due either to forgetfulness or the creation of new knowledge and technology.

60
Q

Plateau

A

A horizontal part of a learning curve where no apparent performance improvements appear to be occurring

61
Q

Personnel analysis

A

Part of the training-needs analysis that examines the abilities of individual employees to identify deficiencies in their performances

62
Q

Standard hour plan

A

An individual or group incentive plan that pays a fixed rate per hour where the hour is measured by an worth of work rather than by a standard sixty minutes.

63
Q

Pay secrecy

A

A policy that restricts employees from discussing their pay and limits the amount of information about pay that can be made public

64
Q

Percentage increase

A

A procedure used for adjusting the pay levels in which the pay for every job is increased by a fixed percentage amount

65
Q

Percent of payroll

A

A method by calculating the costs of employee benefits by expressing the cost as a percentage of the total payroll costs.

66
Q

Stock option

A

A part of the executive compensation program that allows employees to buy shares of the company’s stock, usually at a reduced price.

67
Q

Straight piecework

A

An individual incentive plan that provides a fixed rate of incentive pay for each item produced.

68
Q

SUB

A

Supplemental unemployment benefits. Special funds provided by employers as a result of a labor agreement that provides supplementary benefits to employees who are laid off.

69
Q

Improshare

A

A pay-for-performance plan whose name comes from improved productivity through sharing. Individual incentives are increased as workers accomplish more work in less work in less time

70
Q

experiential group exercises

A

Activities that involve a group of individuals in making decisions and solving problems. The group members learn from participation in the group activity as well from the group discussion about the activity.

71
Q

ESOP

A

Employee Stock Ownership plan. An arrangement whereby employees can own shares in the company, the same as if they were ordinary shareholders in a joint-stock company.

72
Q

Noncontributory pension plans

A

A plan in which contributions are made solely by the employer

73
Q

Optional benefits

A

Benefits that employers choose to provide that are not required by law, such as health and accident insurance, pensions, and pay for time not worker

74
Q

Three components of the expectancy theory of motivation.

A

Expectancy Instrumentality Valence

75
Q

Restriction of output

A

The practice of producing less than is possible. This restriction occurs when peer-group norms establish an arbitrarily low standard of performance.

76
Q

Independent contractors

A

Independent workers who supervise themselves, pay their own taxes, and are not employees. They also set their own hours, get paid by the job, furnish their own tools and equipment, determine the work sequence advertise their services, work for more than one employer, and have the opportunity for both profits and losses.

77
Q

3 labor markets

A

To gain an understanding of the diversity in wage rates in society, the overall labor force needs to be separated into 3 labor markets: blue-collar and non supervisory white-collar employees, professional and technical employees, and supervisors and managers.

78
Q

Reimbursement accounts

A

A saving plan that enables participants to pay health care and dependant care expenses with pretax dollars
deducted from an employee’s income by the employer father than after-tax dollars.

79
Q

Expectancy theory

A

A process theory of motivation in which people decide what to do by subjectively estimating the probability of being able to perform an activity and whether that activity will be rewarding. The three components of expectancy theory includes expectancy, instrumentality, and valence

80
Q

Step increases

A

Pay increases that are based on performance and length of service.

81
Q

Pay-for-knowledge programs

A

A program under which employees are paid according to the skills or knowledge they have demonstrated

82
Q

QDRO

A

Qualified Domestic Relations Order. A court- issued order that instructs a plan administrator how to pay all of portion of a pension plan benefit to a divorced spouse or to a child.

83
Q

Salting

A

When a union tries to get union members hired at non-union firms in an effort to organizing the other employees.

84
Q

Graphology

A

Handwriting analysis

85
Q

Nondirective interview

A

An unstructured interview in which the interviewer allows the interviewee to discuss whatever he or she wishes to discuss.

86
Q

Concession bargaining

A

Negotiations that result in wage reductions or work rule”give backs.”

87
Q

Quasi-experimental design

A

Studies that occur in a natural setting where researchers do not have complete control of the experimental setting. They are not as conclusive as other experimental designs.

88
Q

Proactive inhibition

A

An explanation for forgetting in which old learning interferes with the acquisition of new information.

89
Q

Positively accelerating learning curve

A

A learning situation characterized by slow improvements in performance in the early stages followed by significant improvement in later trials.

90
Q

Reinforcement theory

A

A theory of motivation that says behavior is determined by the types of rewards or punishments associated with the behavior.

91
Q

S-shaped learning curve

A

A learning situation characterized by slow learning at the beginning and end, with rapid learning occurring in the middle

92
Q

Rote learning

A

A kind of learning that involves memorization and the association of words, symbols, objects, or events.

93
Q

Role reversal

A

A form of role playing in which two or more participants exchange roles and act out a situation.

94
Q

Retroactive inhibition

A

An explanation for forgetting in which new learning interferes with remembering old information.

95
Q

Role playing

A

A training technique in which participants are assigned to act out the roles of other people

96
Q

Contingent workers

A

Workers who do not have an outgoing expectation of full-time employment, such as part- time workers, independent contractors, temporaries, consultants, “life-of-the-project” workers, leased employees, and subcontractors.

97
Q

Induction

A

The process of teaching and explaining what is right and why it is right.

98
Q

Flextime

A

An alternative work schedule that allows employees to set their own work hours subject to specific constraints, such as requiring them to work a specific number of hours per day or per week and to be at work during a core period.

99
Q

Operational analysis

A

An examination of the behaviors that an employee must exhibit to be able to perform a task properly. An operational analysis is part of a training-needs analysis

100
Q

Job enrichment

A

Changing a job to make it significantly different in terms of the amount of variety, autonomy, and responsibility for the job. It involves a significant change in the content of the job, rather than just making it more of the same.

101
Q

Cliff vesting

A

An employee becomes fully vested in a retirement plan after a specified period of time.

102
Q

Applicants who can be polygraphed

A

Job applicants who can be required to take a polygraph include guards for certain types of security firms and workers who manufacture or distribute controlled substances and have direct access to these controlled substances.

103
Q

Qualified privilege doctrine

A

Allows past employers to share relevant job-related personal information about an applicant with future employers.

104
Q

Just cause

A

Disciplinary action should only be taken for good and sufficient reason.

105
Q

Wildcat strike

A

Employees walk off job in violation of a valid labor agreement and usually against the direct orders of the labor union

106
Q

Fetal protection policy

A

Refusing to hire or insisting on transferring a pregnant or fertile woman who would be unavoidably exposed to substances creating a reproductive hazard. The Supreme court has ruled that “fetal protection policies” are a form of sex discrimination in spite of the risks.

107
Q

Privacy Commission’s five procedural rights for employees.

A

1) notice, 2) authorization, 3) access, 4) correction, and 5) confidentiality.

108
Q

Stress interview

A

A method of interviewing in which the interviewee is subjected to intentionally created stress to observe how well he or she performs in that situation.

109
Q

Human resource value.

A

The expected financial contribution to a firm’s net income for individuals at various levels in the firm. A measure proposed in human resource accounting to assess the value of a firm’s human resources.

110
Q

Inventory shrinkage.

A

The amount of inventory stores actually have relative to what they should have based on how much merchandise they have bought and what has been sold. Inventory shrinkage measures a store’s losses- mostly through employee theft.

111
Q

Split-halves reliability

A

A method of assessing the reliability of an instrument by splitting the instrument into two parts and determining if the applicants obtain similar scores on both halves

112
Q

Maintenance of membership

A

A provision that required that employees who join a union voluntarily must continue paying their membership dues until the present contract expires.

113
Q

Wagner Act

A

National Labor Relations Act. A law passed in 1935 to establish the legal right for labor unions to exist.

114
Q

Merit increase grids

A

Guidelines provided by the HR department recommending appropriate pay increases for different performance levels.

HR Stuff (8 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions