aPHRi cheat sheet

HRIS core functions: record keeping, compliance reporting, payroll integration, and self-service portals.

Turnover rate = (number of separations during period / average number of employees during period) × 100.

Cost per hire = (total recruiting costs) / (number of hires).

Time to fill = days from job requisition approval to candidate acceptance.

HR audit types: compliance, functional, and strategic; each reviews policies, practices, and outcomes.

Records retention: FLSA payroll records 3 years; I-9 forms 3 years after hire or 1 year after termination, whichever is later.

HR service delivery models: self-service, centralized (shared services), and decentralized (embedded HR).

Key HR metrics: turnover, absenteeism, cost per hire, time to fill, training hours per employee, and revenue per employee.

Selection tool validity: criterion-related, content, and construct validity; reliability includes test-retest and inter-rater.

Structured interviews use standardized questions and scoring rubrics, increasing reliability and validity over unstructured interviews.

Behavioral interviews ask about past behavior (STAR: Situation, Task, Action, Result); situational interviews present hypothetical scenarios.

Adverse impact (4/5 rule): selection rate for a protected group is less than 80% of the highest group's rate.

Job analysis outputs: job description (tasks, duties, responsibilities) and job specification (knowledge, skills, abilities).

Recruitment sources: internal (promotions, transfers) vs. external (job boards, referrals, agencies); yield ratios measure effectiveness.

Realistic job previews (RJPs) reduce turnover by providing accurate expectations to candidates.

Negligent hiring: employer liability for harm caused by an employee if reasonable background checks were not conducted.

Compensation components: base pay, variable pay (bonuses, commissions), and benefits (health, retirement, paid leave).

Job evaluation methods: ranking, classification, point-factor, and factor comparison; used to establish internal equity.

Market pricing uses salary surveys to set pay competitive with external labor markets.

Pay grades and ranges: minimum, midpoint, and maximum; midpoint represents the market rate for a fully competent employee.

FLSA exempt vs. non-exempt: exempt employees are paid on a salary basis and meet duties test; non-exempt are eligible for overtime.

Overtime pay: 1.5 times regular rate for hours over 40 in a workweek (FLSA).

Benefits required by law: Social Security, Medicare, unemployment insurance, workers' compensation; ERISA governs private retirement and welfare plans.

Total rewards model includes compensation, benefits, work-life balance, performance recognition, and development opportunities.

Training needs assessment levels: organizational, task, and individual (person) analysis.

Learning objectives should be specific, measurable, achievable, relevant, and time-bound (SMART).

Training evaluation (Kirkpatrick): reaction, learning, behavior, and results.

Adult learning principles (Knowles): need to know, self-concept, experience, readiness, orientation to learning, motivation.

ADDIE model: Analysis, Design, Development, Implementation, Evaluation.

Career development: individual career planning combined with organizational career management (succession planning, mentoring).

Performance management cycle: goal setting, monitoring, feedback, evaluation, and development.

Return on investment (ROI) for training = (net program benefits / program costs) × 100.

Employee relations covers engagement, performance management, discipline, and conflict resolution.

Progressive discipline steps: verbal warning, written warning, suspension, termination; must be documented and consistent.

Just cause for discipline: misconduct, poor performance, violation of policy; requires investigation and due process.

Grievance procedure: steps for resolving employee complaints, often culminating in arbitration.

Alternative dispute resolution (ADR): mediation (facilitated negotiation) and arbitration (binding decision by neutral third party).

Employee engagement drivers: recognition, communication, career growth, fair treatment, and work-life balance.

Wrongful termination claims arise from violations of law, public policy, or implied contracts.

Collective bargaining: negotiation between employer and union over wages, hours, and working conditions.

OSHA General Duty Clause: employer must provide a workplace free from recognized hazards likely to cause death or serious physical harm.

Workers' compensation: no-fault insurance covering medical costs and lost wages for work-related injuries.

Recordable incidents (OSHA): death, days away from work, restricted work, medical treatment beyond first aid, loss of consciousness.

Incident rate = (number of recordable incidents × 200,000) / total hours worked by all employees.

Safety program elements: management commitment, employee involvement, hazard identification, training, and evaluation.

Emergency action plan: evacuation procedures, alarm systems, critical operations shutdown, and accounting for employees.

Workplace security includes physical security (access control, surveillance) and information security (data protection).

Health and wellness programs: smoking cessation, fitness, stress management, and health screenings to reduce absenteeism and costs.