aPHRi flashcards
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32 cards. Read the term and the definition here. The deck at the top of this page is optional.
- Turnover Rate
- The percentage of employees who leave an organization during a period, calculated as (separations / average employees) × 100. High rates indicate retention problems.
- Cost Per Hire
- Total recruiting costs divided by the number of hires in a period. Includes advertising, agency fees, recruiter time, and referral bonuses.
- Time to Fill
- The number of days from when a job requisition is approved to when a candidate accepts the offer. A key recruitment efficiency metric.
- HRIS
- Human Resource Information System: software that manages employee data, payroll, benefits, and compliance reporting. Supports HR operations and decision-making.
- HR Audit
- A systematic review of HR policies, practices, and records to ensure compliance with laws and alignment with organizational goals.
- Yield Ratio
- The ratio of candidates advancing from one stage of the hiring process to the next. Used to evaluate recruitment source effectiveness.
- Structured Interview
- An interview using predetermined questions and standardized scoring. Increases reliability and validity and reduces bias compared to unstructured interviews.
- Behavioral Interview
- An interview technique asking candidates to describe past behavior in specific situations (STAR method) to predict future performance.
- Adverse Impact
- A selection practice that disproportionately excludes protected groups. Determined by the 4/5 rule: selection rate less than 80% of the highest group's rate.
- Job Analysis
- The process of gathering information about job tasks, duties, and required knowledge, skills, and abilities. Produces job descriptions and job specifications.
- Realistic Job Preview
- Providing candidates with accurate information about the job and organization, both positive and negative, to reduce turnover and improve fit.
- Negligent Hiring
- Employer liability for harm caused by an employee when the employer failed to conduct reasonable background checks before hiring.
- Job Evaluation
- A systematic process to determine the relative worth of jobs within an organization. Methods include ranking, classification, point-factor, and factor comparison.
- Pay Grade
- A range of pay with a minimum, midpoint, and maximum. Jobs of similar value are grouped into the same grade to ensure internal equity.
- Market Pricing
- Setting pay levels based on external salary survey data to remain competitive in the labor market. Complements internal job evaluation.
- FLSA Exempt
- Employees who are not entitled to overtime pay under the Fair Labor Standards Act. Must meet salary basis and duties tests.
- Total Rewards
- A holistic approach to compensation including pay, benefits, work-life balance, recognition, and development opportunities to attract and retain employees.
- ERISA
- Employee Retirement Income Security Act: federal law setting minimum standards for private pension and welfare benefit plans, including fiduciary duties and reporting.
- Kirkpatrick Model
- A four-level training evaluation framework: reaction, learning, behavior, and results. Used to assess training effectiveness.
- ADDIE Model
- An instructional design framework: Analysis, Design, Development, Implementation, and Evaluation. Used to create effective training programs.
- Training Needs Assessment
- A three-level analysis (organizational, task, and individual) to identify gaps between current and desired performance and determine training needs.
- Succession Planning
- Identifying and developing employees to fill key leadership positions in the future. Ensures continuity and reduces disruption from turnover.
- Training ROI
- Return on investment for training, calculated as (net program benefits / program costs) × 100. Measures financial impact of training.
- Progressive Discipline
- A stepwise approach to correcting behavior: verbal warning, written warning, suspension, and termination. Ensures due process and consistency.
- Just Cause
- A standard for discipline requiring proof of misconduct, a fair investigation, and proportionate penalty. Often used in unionized settings.
- Grievance Procedure
- A formal process for employees to raise complaints about workplace issues. Typically multi-step, ending in arbitration if unresolved.
- Mediation
- A form of alternative dispute resolution where a neutral third party facilitates negotiation but does not impose a decision.
- Arbitration
- A form of alternative dispute resolution where a neutral third party hears both sides and issues a binding decision.
- Employee Engagement
- The level of commitment and enthusiasm employees feel toward their work. Driven by recognition, communication, growth, and fair treatment.
- OSHA General Duty Clause
- Requires employers to provide a workplace free from recognized hazards likely to cause death or serious physical harm.
- Workers' Compensation
- A no-fault insurance system providing medical benefits and wage replacement to employees injured on the job. Bars most lawsuits against employers.
- Incident Rate
- The number of recordable incidents per 100 full-time workers, calculated as (incidents × 200,000) / total hours worked.