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aPHR Test > Tricky Cards > Flashcards

Tricky Cards Flashcards

1
Q

Organizational culture

A

values and beliefs shared by members of an organization and the behaviors that arise from same

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2
Q

Organizational climate

A

mood of the organization or the ways employees experience or react to the prevailing culture

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3
Q

Strategic planning

A

planning for competition. assessment of attributes a company has or wants to have for competition.

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4
Q

SWOT analysis

A

planning tool used to evaluate the strengths, weaknesses, opportunities, and threats that face the company

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5
Q

Porter’s Five Forces

A

theory that five basic forces determine the competitive dynamics in the industry

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6
Q

Competitive Rivalry

A

this looks at the number and strengths of your competitors. How many rivals do you have? Who are they, and how does the quality of their products and services compare with yours? Intense rivalry can lead to aggressive price cuts and high-impact marketing campaigns.

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7
Q

Supplier Power

A

this is determined by how easy it is for your supplier to increase their prices. How many potential suppliers do you have? How unique is the product or service that they provide and how expensive would it be to switch from one supplier to another?

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8
Q

Buyer Power

A

how easy it is for buyers to drive your prices down. How many buyers are there, and how big are their orders? how much would it cost them to switch from your products to a rival?

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9
Q

Treat of Substitution

A

Refers to the likelihood of your customers finding a different way of doing what you do

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10
Q

Threat of New Entry

A

your position can be affected by people’s ability to enter your market.

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11
Q

Unit demand

A

asking unit managers to report on volume of business activity they anticipate in the coming years and how many people are needed to carry out that activity.

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12
Q

Probabilistic model

A

predictions about the future using computer simulations

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13
Q

Workload analysis

A

Short-term needs analysis which involves looking at output/productivity the company needs in the immediate future

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14
Q

Ratio analysis

A

determines whether an organization has enough employees to meet the needs of the company

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15
Q

Delphi technique

A

forecasting future job needs by combining the input and expertise of many professionals who never meet

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16
Q

Nominal group technique

A

panel of experts but they meet, unlike Delphi

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17
Q

job bidding

A

employee expresses interest in a position before the job is available

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18
Q

succession planning

A

identifying promising employees who have potential to occupy managerial or executive roles

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19
Q

dual career ladder

A

promoting promising employees who have no interest in managerial or supervisory positions

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20
Q

ready for promotion

A

employee has the skills and experience needed for promotion

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21
Q

developed for future promotion

A

employee has the skills, but needs more experience before being promoted

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22
Q

satisfactory in current role

A

needs more experience and doesn’t have the skills for promotion

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23
Q

replace

A

can be due to retirement, transfer, disability leave, poor performance, etc.

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24
Q

Employee Retirement Income & Security Act (ERISA)

A

employee contributions are vested 20% at 3 years, 100% at 7 years

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25
Q

Equal Pay Act of 1963

A

men and women must be paid equally for equal work

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26
Q

Sherman Anti-Trust Act of 1890

A

prevents organizations from restricting free trade. First federal law to have impact on organized labor.

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27
Q

Clayton Anti-Trust Act of 1914

A

strengthened Sherman, but specifically exempted labor unions. Allows use of injunctions where there is a threat of property damage

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28
Q

Railway Labor Act of 1914

A

prevents railroad and airline strikes from resulting in significant trade/transportation issues. Requires employees to seek ADR before resorting to a labor strike. President can declare national emergency and make employees return to work for 90 days.

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29
Q

Norris-LaGuardia Act of 1932

A

prevents employers from asking employees not to join a union aka yellow dog contract

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30
Q

Patient Protection and Affordable Care Act (PPACA)

A

allows accommodations such as breastfeeding and ensures access to affordable healthcare, penalizing large companies that don’t provide minimal essential coverage.

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31
Q

National Labor Relations Act (NLRA) of 1935

A

guarantees workers the right to organize a union and established the National Labor Relations Board

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32
Q

Old Age, Survivors and Disability Insurance Program

A

aka social security, benefits to employees who retire or become unable to work as well as eligible surviving dependents if the employee passes away. Employees pay tax to support this benefit and employers match the contribution

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33
Q

Pension Protection Act of 2006

A

protects employees when they are entitled to pension plans, but those plans do not have the funds necessary to provide the promised benefits

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34
Q

Retirement Equity Act

A

reduced existing age limits restricting participation in pension plans and provided more protections to survivors of employees entitled to pensions, and restricted conditions that can be placed on survivor plans

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35
Q

Older Worker Benefit Protection Act of 1990

A

amendment of the ADEA of 1967, prohibits discrimination against older employees when it comes to benefits

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36
Q

Wash-Healey Public Contracts Act of 1936

A

FLSA for federal contractors and established standards but only for government workers

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37
Q

Davis-Beacon Act of 1931

A

first federal legislation to mandate that laborers and mechanics be paid the prevailing wage on public works projects

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38
Q

Labor Management Relations Act/Taft-Harley Act of 1947

A

identified union activities that constitute unfair labor practices

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39
Q

continuous data

A

any range, i.e. 22.67 years old

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40
Q

discrete data

A

only whole numbers (i.e. can’t own 3.4 cars)

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41
Q

nominal data

A

categorical data used to label subjects in a study. type of discrete data

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42
Q

ordinal data

A

places data objects into an order according to the quality. type of discrete data

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43
Q

interval data

A

has an order and all of the objects are an equal interval apart (i.e. time and dates, temperature)

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44
Q

tactical/prescriptive analytics

A

may be used to respond to current, real-time issues employees are facing

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45
Q

strategic analytics/predictive analytics

A

collection and analysis of data to inform long-term decisions or planning future initiatives

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46
Q

cluster analysis

A

the process of arranging terms or values based on different variables into “natural” groups

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47
Q

Analysis of Variance (ANOVA)

A

method of analyzing the difference in a particular variable between multiple populations.

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48
Q

Job application disposal period

A

1 year or until final disposition if a lawsuit is filed

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49
Q

payroll records disposal period

A

3 years or until final disposition if a lawsuit is filed

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50
Q

HIPAA breach notification rule

A

must inform affected employees no later than 60 days after breach

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51
Q

Form 300

A

reports work-related injuries and illnesses. Must be completed within a week. AKA a log

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52
Q

Form 300A

A

summary of injuries/illnesses for the work year

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53
Q

Form 301

A

provides more information about incidents of illness/injury

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54
Q

mechanist

A

works best with highly specialized jobs

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55
Q

motivational

A

tracks worker feedback

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56
Q

biological

A

employee’s comfort (equipment, work/life balance, etc.)

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57
Q

perceptual-motor

A

concerned with attention span, memory, and neurology

58
Q

relational

A

spirit of collaboration and teamwork

59
Q

job description

A

the tasks and purpose of the job

60
Q

job specification

A

skills, knowledge, and abilities for the job

61
Q

functional organizational structure

A

each employee has one clear supervisor and staff are grouped by area of specialization

62
Q

matrix

A

reporting relationships set up as a grid or matrix, rather than the traditional hierarchy

63
Q

network organization (clusters)

A

staff clustered in tightly knit groups or teams, connected through communication and collaboration

64
Q

number of days to submit claim for EEOC

A

180

65
Q

disparate treatment

A

individuals in similar situations are treated differently based on race, color, religion, sex, national origin, age, or disability status

66
Q

disparate impact

A

discrimination that occurs when an apparently neutral employment practice disproportionally excludes a protected group from employment opportunities

67
Q

four-fifths rule (80%)

A

disparate impact exists if selection criteria results in a selection rate for a protected class that is less than four-fifths of that of the majority group

68
Q

McDonnell-Douglas Test

A

used as the basis for establishing a prima facie case of disparate treatment discrimination

69
Q

cohort analysis

A

evaluates whether a person or group has been treated similarly or differently than other people or groups in similar situations

70
Q

availability analysis

A

looks at the number of individuals who are members of a protected class who are qualified for employment.

71
Q

impact ratio analysis

A

determines whether an organization’s employment of how individuals who are members of protected classes is reflective of how represented those individuals are in the larger labor force

72
Q

Rehabilitation Act of 1973

A

turned into the ADA. one of the first federal statutes to address the issue of workplace discrimination against disabilities (was for fed only at first)

73
Q

H-1B Visa

A

granted to temporary workers in specialized jobs

74
Q

H-2B Visa

A

granted to skilled and unskilled temporary workers

75
Q

F-1 Visa

A

granted to full-time students

76
Q

McDonnell-Douglas Corp v. Green

A

complainants face the initial burden of proof when bringing charges

77
Q

Albermarle Paper v. Moody

A

testing was flawed, must use criteria outlined in the Uniform Guidelines on Employee Selection Procedures

78
Q

EO 11246

A

issued by P. Johnson. forbid discrimination on the basis of race, creed, color, or national origin.

79
Q

EO 11375

A

issued by P. Johnson and added “sex” to the list of protected classes.

80
Q

EO 11478

A

issued by P. Nixon. Covered the federal civil service, USPS, and civilian employees of the armed forces against discrimination

81
Q

EO 13087

A

issued by P. Clinton and barred discrimination based on sexual orientation

82
Q

EO 13152

A

issued by P. Clinton and barred discrimination based on parental status

83
Q

EO 13279

A

issued by P. Bush and exempted religious and community organizations from EO 11246 (discrimination based on protected class)

84
Q

utilization analysis

A

a comparison to the racial, sex, and ethnic composition of the employers’ workforce compared to that of the available labor supply

85
Q

any difference rule

A

requires that at least 20% of the workers at any organization be women if available for hire

86
Q

80% rule

A

if the actual number of employees who are members of a protected class is less than 80% of the number of available employees, then that group is underutilized

87
Q

alternate forms reliability

A

results are highly correlated

88
Q

criterion validity

A

test results from particular criterion sampled at a later point. aka predictive validity and concurrent validity

89
Q

construct validity

A

performance on the exam does predict job success

90
Q

Davis-Beacon Act

A

passed in 1931 and was first federal legislation to mandate that laborers and mechanics be paid the prevailing wage on public works projects.

91
Q

Walsh-Healy Public Contracts Act of 1936

A

turned into FLSA. protected federal contractors from working for substandard wages

92
Q

Retirement Equity Act of 1984

A

reduced the existing age limits restricting participation in pension plans. Also provided more protections for survivors of employees entitles to pensions and requires written approval be received rejecting survivor benefits.

93
Q

Pension Protection Act of 2006

A

protects employees when they are entitles to pension plans, but those do not have the funds necessary to provide the promised benefits. Employers required to enroll employees in 401K plans automatically

94
Q

differential pay

A

extra pay, aka premium pay, given to a worker to compensate for the danger, inconvenience, or added cost of a specific job or assignment

95
Q

broadbanding

A

the use of a job grading structure with extremely wide salary bands

96
Q

green circle pay

A

employee’s compensation falls below the minimum of the compensation range

97
Q

red circle pay

A

employee’s compensation is above the maximum compensation for their salary range

98
Q

compa-ratio

A

a measure of how an individual employee’s pay relates to the pay ranges established by the organization and the larger market

99
Q

Employee Retirement Income Security Act (ERISA)

A

a federal law that establishes minimum standards for retirement and health plans.

100
Q

Traditional IRAs

A

pre-tax in the beginning

101
Q

Roth IRAs

A

taxed in the beginning

102
Q

Simplified employee pension plans (SEP)

A

retirement plan that involves employers setting aside money in retirement accounts for employees

103
Q

Actual Deferred Percentage Tests

A

These tests ensure highly compensated employees do not benefit unduly from 401K plans at the expense of other employees

104
Q

Economic Growth and Tax Relief Reconciliation Act (EGTRRA)

A

permits employees over the age of 50 to make greater contributions to 401K plans and make catch-up contributions

105
Q

Qualified Domestic Relations Orders (QDRO)

A

legal orders that enforce alternative payee arrangements, which are directed by an employee

106
Q

Flat dollar approach

A

particular dollar amount is paid for each year of an employee’s service

107
Q

career average

A

percentage of average pay multiplied by years of service

108
Q

final pay approach

A

based on average annual earnings during a specified time at the end of their career

109
Q

cash balance plans

A

employee’s total benefits are updated annually with a credit based on their earnings for the year, interest at a fixed or variable rate, or both.

110
Q

Medicare Part A

A

hospital insurance (mandatory, no fee)

111
Q

Medicare Part B

A

medical insurance (not mandatory, fee)

112
Q

Medicare Part C

A

Medicare Advantage, alternative to A & B

113
Q

Medicare Part D

A

prescription insurance (not mandatory, fee, & must be eligible for A and enrolled in B)

114
Q

Parallel learning

A

the knowledge transfer that occurs naturally when peers communicate and collaborate on the job

115
Q

cooperative learning

A

a collective learning model in which team members study particular tasks or activities and then teach those skills to the rest of the group

116
Q

blended learning

A

the combination of two or more learning methods; typically refers to online learning mixed with in-person instruction

117
Q

Kirkpatrick’s method of evaluating training programs

A

reaction, learning, behavior, and results

118
Q

After-action review

A

a document that captures the processes and methods used during a given project and that makes recommendations for future requirements

119
Q

exploration life stage

A

the first traditional career stage which involves identifying interests and opportunities. Performance is relatively low during this period

120
Q

establishment life stage

A

the second traditional career stage which involves creating a meaningful and relevant role in the organization. performance is typically high during this period

121
Q

maintenance life stage

A

the third traditional career stage in which a person’s talents are being optimized. Performance may reach a plateau or begin to stagnate during this phase

122
Q

disengagement life stage

A

the fourth traditional career stage in which the individually gradually begins to pull away from the work. Priorities may change, and work may be less important

123
Q

comparison appraisal method

A

paired comparison, all employees are prepared to one another at a time

124
Q

forced distribution appraisal method

A

aka “forced ranking”. all employees are graded on a bell curve, with very few at the high performance end, most employees in the middle, and a few at the low-performance end.

125
Q

factor comparison

A

way of rating employee performance based on individual factors of performance rather than on the whole

126
Q

simple ranking methods

A

the manager ranks each member of a work team, from best to worst.

127
Q

paired comparison method

A

each employee compared with every other individual employee

128
Q

forced distribution method

A

groups employees into predefined frequencies of performance ratings

129
Q

graphic rating scale

A

rates employees according to a statement or question about a particular aspect of an individual’s job performance

130
Q

critical incident method

A

relies on instances of especially good or especially poor performance on the part of the employee

131
Q

BARS appraisal system

A

BARS represents a combination of the graphic rating scale and the critical incident method

132
Q

BOS scale

A

developed from critical incidents but uses substantially more incidents than a BARS to define specifically all of the measures necessary for effective performance

133
Q

central tendency

A

aka “average bias”. evaluator has difficulty comparing employees to one another and ends up giving mostly average ratings. Also may do to avoid having to justify more positive or negative evaluations

134
Q

contrast error

A

evaluator compares all candidates/employees to one individual

135
Q

leniency error

A

evaluators may be reticent to evaluate employees or applicants harshly, so they give better evaluations than deserved

136
Q

regency effect

A

focusing on a more recent event than the entire performance period

137
Q

Peter Druckers’s Five Step Management By Objective Process (MBO)

A

start of MBO process -> set organizational objectives -> cascade objectives to employees-> monitor -> evaluate performance -> reward performance

138
Q

respondeat superior

A

“let the master answer”; legal doctrine that employer is responsible for an employee’s actions when those actions are within the scope of the employee’s assigned duties

139
Q

organizational scorecard

A

aka “balanced scorecard”, tool for measuring, such as incident reports, audit scores, perception, survey results, dollar costs, etc.

140
Q

Other-than-serious OSHA hazard

A

standard is violated that does affect the health and safety of employees but no harm is imminent

141
Q

serious OSHA hazard

A

imminent risk that an employee will be harmed/killed

aPHR Test (7 decks)

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