CHRC flashcards
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32 cards. Read the term and the definition here. The deck at the top of this page is optional.
- HRM strategic alignment
- The process of ensuring that HR policies and practices support the organization's overall mission, goals, and competitive strategy.
- Job analysis
- Systematic process of collecting information about the tasks, duties, responsibilities, and required qualifications of a job.
- Human capital
- The economic value of employees' knowledge, skills, abilities, and experience that contribute to organizational performance.
- Turnover rate
- The percentage of employees who leave an organization during a specified period, calculated as separations divided by average headcount times 100.
- Title VII
- Federal law prohibiting employment discrimination based on race, color, religion, sex, or national origin; covers employers with 15 or more employees.
- ADEA
- Age Discrimination in Employment Act; protects individuals aged 40 and older from age-based discrimination in employment.
- ADA reasonable accommodation
- Modification or adjustment to a job or work environment that enables a qualified individual with a disability to perform essential job functions.
- FMLA eligibility
- Employee must have worked for the employer for at least 12 months, 1,250 hours in the past year, and work at a site with 50+ employees within 75 miles.
- FLSA overtime rule
- Non-exempt employees must receive 1.5 times their regular rate of pay for hours worked beyond 40 in a workweek.
- Four-fifths rule
- A selection rate for a protected group that is less than 80% of the rate for the highest-selected group may indicate adverse impact.
- Structured interview
- Selection interview using predetermined questions and standardized scoring criteria to increase reliability and validity.
- Realistic job preview
- Recruitment technique providing candidates with accurate information about both positive and negative aspects of the job.
- Yield ratio
- Metric calculated as the number of applicants advancing to the next stage divided by the number of applicants at the current stage.
- Compa-ratio
- Ratio of an employee's actual salary to the midpoint of the pay range for their grade, used to assess pay equity.
- Point-factor job evaluation
- Method assigning points to compensable factors such as skill, effort, responsibility, and working conditions to determine relative job worth.
- Defined benefit plan
- Retirement plan that promises a specific benefit at retirement, typically based on salary and years of service, with employer bearing investment risk.
- ERISA
- Employee Retirement Income Security Act; federal law setting fiduciary, reporting, and disclosure standards for private-sector benefit plans.
- Kirkpatrick model
- Four-level training evaluation framework measuring reaction, learning, behavior, and results.
- Training needs analysis
- Process of identifying gaps between current and desired performance at organizational, task, and individual levels.
- ADDIE model
- Instructional design framework consisting of Analysis, Design, Development, Implementation, and Evaluation phases.
- Transfer of training
- Effective application of knowledge and skills learned in training to the job, supported by practice and supervisory reinforcement.
- Collective bargaining
- Process of negotiation between employer and union representatives to determine wages, hours, and other terms of employment.
- Grievance procedure
- Formal process for resolving employee complaints, typically involving multiple steps and culminating in binding arbitration.
- Progressive discipline
- Disciplinary approach using increasingly severe penalties for repeated or serious misconduct, such as verbal warning, written warning, suspension, termination.
- Just cause
- Standard for discipline requiring notice of rules, reasonable investigation, consistent treatment, and proportionate penalty.
- OSHA General Duty Clause
- Requires employers to provide a workplace free from recognized hazards that are causing or likely to cause death or serious physical harm.
- Workers' compensation
- No-fault insurance system providing medical benefits and wage replacement to employees injured on the job.
- Hazard communication standard
- OSHA rule requiring chemical labeling, safety data sheets, and employee training on hazardous substances in the workplace.
- Risk control methods
- Strategies to manage risk: avoidance, reduction, transfer (insurance), and retention.
- HRIS
- Human Resource Information System; integrated software for managing employee data, payroll, benefits, and HR reporting.
- Absenteeism rate
- Metric calculated as total absent hours divided by total scheduled work hours, multiplied by 100.
- Predictive HR analytics
- Use of statistical models and historical data to forecast future workforce trends such as turnover or hiring needs.