SPHRi flashcards
SPHRi · Build recall with a focused review session.
32 cards. Read the term and the definition here. The deck at the top of this page is optional.
- SWOT analysis
- A planning tool that maps internal strengths and weaknesses against external opportunities and threats so strategy can build on advantages and defend against risks.
- PESTLE analysis
- A scan of political, economic, social, technological, legal, and environmental forces that shape workforce demand and labor market conditions.
- HR strategy alignment
- Vertical alignment fits HR practices to business strategy; horizontal alignment ensures HR practices such as pay, hiring, and development reinforce one another.
- Demand forecasting
- Projecting the number and types of employees needed to meet future business output, using trend, ratio, or expert judgment methods.
- Skills inventory
- A record of current employees' competencies, certifications, and experience used to identify internal supply for future openings.
- Yield ratio
- The proportion of candidates at one recruiting stage who advance to the next stage; used to compare the efficiency of recruiting sources.
- Time-to-fill
- The number of days from requisition approval to the candidate's acceptance of the offer, a core measure of recruiting speed.
- Cost per hire
- Total internal and external recruiting costs divided by the number of hires made in the same period.
- Selection validity
- The degree to which a selection predictor, such as a test or structured interview, predicts later job performance.
- Four-fifths rule
- A guideline holding that a selection rate below 80 percent of the highest group's rate suggests adverse impact and warrants review.
- Realistic job preview
- A recruiting practice that shares balanced information about duties and working conditions, lowering early turnover by aligning expectations with reality.
- Structured interview
- An interview using job-related questions and consistent scoring criteria for all candidates, increasing reliability and predictive validity.
- Kirkpatrick model
- A four-level training evaluation framework covering reaction, learning, behavior change, and organizational results.
- Training needs assessment
- Analysis at organizational, task, and individual levels to determine whether a performance gap can be closed by training.
- 70-20-10 model
- A development framework holding that learning comes mostly from job experience, then from relationships and coaching, and least from formal courses.
- Succession readiness
- A rating of how soon a candidate could step into a key role, usually ready now, ready in one to two years, or ready in three or more.
- Dual career ladder
- A career path allowing technical specialists to advance in grade and pay without moving into managerial roles.
- Learning transfer
- The extent to which skills learned in training are applied and sustained on the job, supported by manager reinforcement and goal setting.
- Compa-ratio
- An employee's base pay divided by the midpoint of the assigned pay range; a value of 1.0 means pay equals the midpoint.
- Range spread
- The width of a pay range, calculated as maximum minus minimum divided by minimum, expressed as a percentage.
- Pay compression
- A situation where new hires are paid close to or above experienced incumbents, eroding internal equity and pay differentials.
- Point-factor job evaluation
- A method that scores jobs on compensable factors such as skill and responsibility, then converts total points into pay grades.
- Market pay policy
- A lead, lag, or match decision setting pay above, below, or at the market median for a defined benchmark group.
- Total rewards
- The combined value of base pay, variable pay, benefits, and non-monetary elements such as recognition and development.
- Progressive discipline
- A graduated response to misconduct moving from verbal warning to written warning to final warning to termination, documented at each step.
- Just cause
- A standard for discipline requiring consistent rules, prompt investigation, proportional penalty, and documented evidence before termination.
- Constructive dismissal
- A claim that an employer made working conditions so intolerable that an employee's resignation should be treated as a termination.
- Risk control hierarchy
- A ranked approach to hazard mitigation: eliminate, substitute, engineer controls, apply administrative controls, then use protective equipment.
- Due process in investigations
- Fair procedure giving the accused notice of allegations, an opportunity to respond, and a decision by an impartial party.
- Descriptive analytics
- Analysis that summarizes historical HR data, such as turnover rates, to explain what happened rather than why.
- Predictive analytics
- Analysis that uses historical patterns and statistical models to forecast future outcomes such as attrition risk or hiring demand.
- HR data quality
- The fitness of HR data measured across accuracy, completeness, consistency, timeliness, and validity before it is used for decisions.