CHRP Knowledge Exam flashcards
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32 cards. Read the term and the definition here. The deck at the top of this page is optional.
- Vertical fit
- The alignment of HR policies and practices with the organization's business strategy so that workforce capabilities and behaviours support the strategic direction the organization has chosen.
- Balanced scorecard
- A strategic measurement framework that tracks organizational performance across four perspectives: financial, customer, internal business processes, and learning and growth.
- Workforce gap analysis
- Comparing forecast labour demand with forecast internal supply to quantify shortages or surpluses by role, skill, or location, which then drives build, buy, borrow, or bridge actions.
- Lewin's change model
- A three-stage model of change: unfreezing existing behaviour, moving to a new way of working, and refreezing so the new behaviour becomes the accepted norm.
- Selection ratio
- The number of applicants hired divided by the total number of applicants; a low ratio indicates a highly selective process and usually greater expected quality of hires.
- Yield ratio
- The percentage of candidates advancing from one recruiting stage to the next, used to compare the effectiveness of recruiting sources and of each selection stage.
- Four-fifths rule
- A guideline for detecting adverse impact: if a protected group's selection rate falls below 80 percent of the highest group's rate, adverse impact is presumed.
- Realistic job preview
- Giving candidates accurate information about both positive and negative aspects of the job, which lowers unrealistic expectations and reduces early voluntary turnover.
- Kirkpatrick's four levels
- A training evaluation framework measuring reaction, learning, behaviour change, and results, moving from participant perceptions through to organizational outcomes.
- Training ROI
- Calculated as benefits minus training costs, divided by training costs, times 100; it expresses net program benefit as a percentage of the training investment.
- ADDIE model
- A five-phase instructional design process: analysis, design, development, implementation, and evaluation, used to build training that addresses a validated performance gap.
- Transfer of training
- The degree to which learners apply knowledge and skills from training back on the job, influenced by supervisor support, practice opportunity, and accountability.
- Compa-ratio
- An employee's base salary divided by the midpoint of the pay range, multiplied by 100; a value of 100 indicates pay exactly at midpoint.
- Range spread
- The difference between the maximum and minimum of a pay range expressed as a percentage of the minimum; wider spreads suit roles with greater progression potential.
- Pay equity
- Equal pay for work of equal value: comparing dissimilar jobs of comparable worth, usually through gender-neutral job evaluation, and adjusting female-dominated job classes.
- Job evaluation
- A systematic process for determining the relative internal worth of jobs using ranking, classification, point factor, or factor comparison, thereby supporting internal equity.
- Just cause
- A dismissal standard requiring the employer to prove misconduct occurred, that the penalty is proportionate, and that procedural fairness was provided before discipline.
- Constructive dismissal
- A situation where the employer's substantial breach of the employment contract, such as a unilateral demotion or pay cut, forces the employee to resign and claim dismissal.
- Duty of fair representation
- A union's legal obligation to represent all bargaining-unit members fairly, without arbitrary, discriminatory, or bad-faith conduct, including members who pay dues only.
- Rand formula
- A collective agreement provision requiring all employees in the bargaining unit to pay union dues, whether or not they choose to become union members.
- Hierarchy of controls
- A ranking of hazard controls from most to least effective: elimination, substitution, engineering controls, administrative controls, and personal protective equipment.
- Due diligence
- The defence that an employer took all reasonable steps to prevent a health and safety incident, including training, supervision, enforcement, and documented procedures.
- Internal Responsibility System
- The principle that employers, supervisors, and workers share responsibility for workplace health and safety, with the employer holding the greatest legal duty.
- Near miss
- An unplanned event that did not result in injury or damage but had the potential to do so; it is tracked as a leading indicator of safety risk.
- Turnover rate
- The number of separations in a period divided by average headcount, multiplied by 100; it is typically split into voluntary and involuntary components.
- Human capital ROI
- Revenue minus non-compensation operating expenses, divided by total compensation and benefits costs; it estimates the return generated on people investment.
- Absenteeism rate
- Total days absent divided by total scheduled workdays, multiplied by 100, often tracked separately for planned and unplanned absence.
- Predictive analytics
- Analysis that uses historical HR data and statistical models to forecast future outcomes such as turnover risk, hiring demand, or individual performance.
- Conflict of interest
- A situation where a personal, financial, or other interest could improperly influence professional judgement; it may be actual, potential, or perceived and must be disclosed.
- PIPEDA
- Canada's private-sector privacy law requiring organizations to obtain consent, limit collection and use, safeguard personal information, and provide individuals with access.
- Fiduciary duty
- The legal obligation of directors and officers to act honestly, in good faith, and in the best interests of the organization, exercising care, diligence, and skill.
- Whistleblowing
- Reporting suspected wrongdoing or unethical conduct within or outside the organization, an act protected by law from employer retaliation in many jurisdictions.