PHR flashcards
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32 cards. Read the term and the definition here. The deck at the top of this page is optional.
- Strategic planning
- The process of defining an organization's mission, vision, values, goals, and action plans while aligning resources and capabilities with the external environment.
- SWOT analysis
- A planning tool that identifies internal strengths and weaknesses and external opportunities and threats to inform strategy and prioritize actions.
- Balanced scorecard
- A performance framework that measures financial, customer, internal process, and learning and growth perspectives to translate strategy into measurable objectives.
- ROI formula
- Return on investment equals net program benefit divided by program cost, multiplied by 100 to express the result as a percentage.
- Break-even point
- The volume at which total revenue equals total cost, calculated as fixed costs divided by the difference between unit price and unit variable cost.
- Workforce planning
- The process of comparing current workforce size and skills with forecast demand to identify gaps and plan recruiting, development, or reduction actions.
- Turnover rate
- The percentage of employees who leave during a period, calculated as separations divided by average headcount, then multiplied by 100.
- Time-to-fill
- The number of days from requisition approval to acceptance of a job offer, used to measure recruiting speed and process efficiency.
- Cost per hire
- Total recruiting costs divided by the number of hires in a period; costs include sourcing, advertising, agency fees, recruiter time, and relocation.
- Four-fifths rule
- A selection-rate guideline stating that a protected group's rate should be at least 80 percent of the highest group's rate to avoid evidence of adverse impact.
- Structured interview
- A standardized interview using job-related questions and consistent rating scales for all candidates, improving reliability and reducing bias compared with unstructured interviews.
- Training needs assessment
- A process that identifies performance gaps at organizational, task, and individual levels to determine whether training is the appropriate solution.
- ADDIE model
- A five-phase instructional design model: analysis, design, development, implementation, and evaluation; evaluation findings feed back into revision.
- Kirkpatrick model
- A four-level training evaluation framework measuring reaction, learning, behavior, and results, moving from participant perceptions to organizational outcomes.
- 70-20-10 model
- A learning model estimating that about 70 percent of development comes from experience, 20 percent from social interaction, and 10 percent from formal training.
- Learning transfer
- The application of knowledge and skills learned in training to job performance, supported by practice, feedback, manager reinforcement, and opportunities to use the skills.
- Job evaluation
- A systematic process for determining the relative internal value of jobs based on factors such as responsibility, skill, effort, and working conditions.
- Compa-ratio
- An employee's base pay divided by the midpoint of the assigned pay range; a ratio of 1.0 indicates pay at the range midpoint.
- Pay grade
- A grouping of jobs of similar internal value that share a common pay range with a minimum, midpoint, and maximum.
- Range penetration
- The position of an employee's pay within a pay range, calculated as pay minus range minimum divided by the range width.
- Total rewards
- The combined value of compensation, benefits, work-life programs, recognition, performance management, and development opportunities offered to employees.
- FLSA exempt status
- A classification that makes an employee ineligible for overtime; it generally requires meeting salary-basis and duties tests, not merely holding a certain job title.
- Employee engagement
- The degree of employees' commitment, motivation, and discretionary effort toward their work and organization, often measured through surveys and retention data.
- Progressive discipline
- A stepwise approach to correcting behavior, typically moving from verbal warning to written warning, suspension, and termination while documenting each step.
- Grievance procedure
- A formal, usually multi-step process for employees to raise and resolve complaints about alleged violations of policy, contract, or treatment.
- Collective bargaining
- The negotiation process between an employer and union representatives to establish wages, hours, benefits, and other terms and conditions of employment.
- Weingarten rights
- The right of union-represented employees to request union representation during an investigatory interview that they reasonably believe may lead to discipline.
- Risk assessment
- The process of identifying hazards, estimating the likelihood and severity of harm, and prioritizing controls to reduce unacceptable risk.
- Workers compensation
- A no-fault insurance system providing medical care, wage replacement, and rehabilitation benefits to employees for work-related injuries or illnesses, with limits on lawsuits.
- Emergency action plan
- A documented plan specifying evacuation routes, alarm systems, employee roles, communication methods, and drill procedures for workplace emergencies.
- Business continuity plan
- A plan for maintaining or restoring critical business functions during and after disruption, including alternate sites, key personnel, and communication strategies.
- Incident investigation
- A structured review of an accident or near miss to identify root causes and corrective actions that prevent recurrence rather than merely assign blame.