aPHR flashcards
aPHR · Build recall with a focused review session.
32 cards. Read the term and the definition here. The deck at the top of this page is optional.
- Turnover rate formula
- Separations during a period divided by average headcount for that period, multiplied by 100 and expressed as a percentage.
- I-9 retention rule
- Employers keep Form I-9 for three years after the date of hire or one year after termination, whichever is later.
- FLSA record retention periods
- FLSA requires payroll records be kept three years and time and attendance records two years.
- HR service delivery model
- Ulrich-style model dividing HR into shared services centers, centers of expertise, and embedded HR business partners serving line managers.
- Cost per hire
- Total recruiting expenses, including advertising, agency fees, referral bonuses, and recruiter time, divided by the number of hires in the period.
- Four-fifths rule
- A selection rate for a protected group below 80 percent of the highest group's rate is generally treated as evidence of adverse impact.
- Job description versus specification
- The description lists duties, tasks, and reporting relationships; the specification lists the knowledge, skills, abilities, and other characteristics required.
- Structured interview
- An interview using predetermined, job-related questions and standardized scoring, which raises reliability and validity and reduces bias.
- Realistic job preview
- Giving candidates accurate information about both positive and negative aspects of the job, which lowers early turnover and unrealistic expectations.
- Yield ratio
- The percentage of candidates at one stage of the hiring process who advance to the next stage, used to compare recruiting sources.
- FCRA background check requirements
- Before a consumer report, the employer must give written disclosure and obtain authorization; adverse action requires pre-notice and post-notice.
- Compa-ratio
- An employee's salary divided by the midpoint of the pay range, expressed as a percentage; 100 percent means pay at midpoint.
- FLSA salary basis test
- To be exempt, an employee must be paid a predetermined, fixed salary not reduced for quality or quantity of work, and meet the duties test.
- COBRA continuation coverage
- Group health plans of employers with 20 or more employees must offer qualified beneficiaries continuation for up to 18 months, elected within 60 days.
- Point-factor job evaluation
- A method that assigns points to compensable factors such as skill, effort, responsibility, and working conditions to rank jobs internally.
- Pay range spread
- The difference between the maximum and minimum of a pay range divided by the minimum, showing how wide the range is.
- Overtime regular rate
- FLSA overtime is 1.5 times the regular rate, which includes base pay plus nondiscretionary bonuses and incentives, for hours over 40 in a workweek.
- ADDIE model
- A five-phase instructional design process-analysis, design, development, implementation, and evaluation-used to build and assess training programs.
- Kirkpatrick's four levels
- Training evaluation levels: reaction, learning, behavior, and results; each level measures a progressively deeper outcome.
- Needs assessment levels
- Organizational analysis identifies where training is needed, task analysis what must be taught, and person analysis who needs it.
- Training ROI formula
- Net program benefits divided by program costs, multiplied by 100; benefits minus costs forms the numerator.
- 70-20-10 model
- The idea that development comes mostly from on-the-job experience, then from relationships and coaching, and least from formal courses.
- Progressive discipline
- A stepwise response to misconduct-usually verbal warning, written warning, suspension, then termination-giving the employee notice and a chance to improve.
- Weingarten rights
- Unionized employees may request a union representative at an investigatory interview they reasonably believe could lead to discipline.
- At-will employment exceptions
- Public policy violation, implied contract, and implied covenant of good faith are the three common law limits on terminating at-will employees.
- Alternative dispute resolution
- Methods such as mediation, arbitration, peer review, and ombudsman that resolve workplace disputes outside litigation.
- Exit interview
- A structured conversation at separation that gathers reasons for leaving, feedback on the job, and insight for retention.
- OSHA General Duty Clause
- Section 5(a)(1) requires employers to provide a workplace free from recognized hazards likely to cause death or serious physical harm.
- OSHA incidence rate
- Number of recordable injuries and illnesses times 200,000, divided by total hours worked by all employees in the year.
- OSHA fatality reporting
- Employers must report a work-related fatality to OSHA within 8 hours and an in-patient hospitalization, amputation, or loss of an eye within 24 hours.
- Hierarchy of controls
- Order of hazard mitigation: elimination, substitution, engineering controls, administrative controls, and personal protective equipment last.
- Workers' compensation exclusivity
- Statutory no-fault system paying medical and wage-replacement benefits; in exchange, employees generally give up suing the employer for negligence.