aPHR 2023

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age groups for FLSA

14, 14 & 15, 16 & 17, 18

when must an employee file a complaint charge of discrimination with EEOC

180 days of alleged incident

What employers are required to have an affrimative action plan?

50 or more employees and $50,000 in federal contracts member of federal banking system issue, sell, or redeem US saving bonds

how long are benefit files required to be kept

6 years none for COBRA (recemmonded 6)

utilization analysis

AAP compares the availability of women and miniorities to their current representation within each job group at company

Availability analysis

AAP examines internal and external population of women and minioriites to determine their theoretical opportunity for employment

cause-and-effect diagram

Determine why objectives were not met

Laws that are administered by EEOC

EPA ADEA Title VII of Civil Rights Act

how long are medical files required to be kept

FMLA - 3 years

collective bargaining

act of negotiation between an employer and its employees, where a union represents employees' interests

COBRA

allows for continuation of healthcare coverage is such coverage would end due to certain situations covers employers with 20 or more employees can pay for up to 36 months for death or divorce can pay for up to 18 months for employee separation

code of conduct

an organization's policies that govern employee's actions, describe acceptable and unacceptable behaviors, and guide employee behavior with specific details

why is it necessary for an organization to pay attention to legislative and regulatory environment

anticipate changes and craft governnce policies that address new regulations enageg in lobbying efforts to fight proposed changes that could be damagaing to corporation modify new legislative changes more palatable

competitive advantage

anything that gives an organization an edge over its compeititors maintain maximum competitiveness by pursuing policies and programs that increase one's advantage

direct costs

associated with a single project, its processes, and its outcomes

external salary data

best source of data to review and analyze whe determine if a company is paying thier employees a salary that is competitive against industry standard

Landrum-Griffin Act

bill of rights for union members

semi-stuctured interviews

broad questions and new questions that come about form discussions that take place

illegal subjects: collective bargaining

can't be discussed during negotiations and generally involve actions that fall outside realm of contract negotiations ex: hot cargo agreements

Corporate Restructuring

change in a firm's operations, legal code, or wonership to make it more compeititve by increasing productive potential and lowering costs ex: offshoring

strategy development

collecting information that is both internal and external to the company ex: SWOT

After conducting a survey, what should HR do?

communicate with employee after requesting their participation in a survey let them know they are important to process and that their feedback is vital to ensuring that proper programs are implemented

paired comparison

comparing each job to every other job

point factor method

compesnable factors to evaluate the relative worth of the job each job gets a total value to be compared to everyone else most commonly used

job description

detailed breakdown of specific tasks, skills, and knowledge required for a position most important features of a job

job specification

detailed description of specific qualifications, experience, or education needed to perform the tasks what is necessary ofr satisifactory performance

Job competencies

detailed list of broad skills or traits needed for a position align with key business objectives

training needs assessment

determine whether a training program will be an adequate solution to correct a performance issue training program needed when poor performance is due to employee's lack of knowledge

how to evaluate total reward package

determined by taking value an employee adds to organization and comparing it to amount that is spent to retain that employee ex: analyze relevant performace metrics

security plan training

emergency communication systems alarm locations, secure rooms, and security guard locations employee badges and facility security protocols

Indirect Compensation

employee benefits provided as a form of compensation ex: healthcare coverage, retirement, PTO, short-term and long-term disability

learner analysis

employees' performance issues are occuring due to lack of knowledge or lack of motivation identifies which employees need training and determines their readiness for training

expressed contract

employer's written or oral words and is a formal agreement that outlines details of employment engagement Used for: executive, senior management, techinal, and highly specialized employees

Broadbanding

employers decide to combine multiple pay levels into one easier to administer, create flatter org structure eliminates green and red circle rates

taft-hartley act

employers have the right to NLRB and allows protections to them unions are prohibited from: forcing employees to join, to bargain in good faith, carry out certain strikes, charge excessive fees provides cooling-off period in negoitation

enhance organization as emploer of choice

enhance organizations social media presence

organizational analysis

ensure that company is on baord with training initiative and will be supportive training is aligned with overall business strategy

Strategy Evaluation

evaluating success of the implemented strategy while continuing to monitor it and make any necessary tweaks FEEDBACK AND CORRECTIVE ACTIONS

compa-ratio

find the mid-point in the salary range pay level of employee/mid-point salary range

disenegaged and unethusiastic process about performance evulation

focus on future goals and professional development

hardship withdrawls

funds distributed from an individual's elective deferral account in case of an immediate and heavy financial need limited to amount required to fulfill financial need and is taxed to participant reduces employee's account balance permanently

Job classification

grouping jobs into a predetermined number of grades each has their own class descriotion to use for job comparsions

medicare part C

have part A & B hospital and medical coverage and dental provide substanial cost savings for individuals who are eligible to enroll in them once a year

medicare part A

hospital insurance mandatory

strategy formulation

identifying where a company currently is and defining where it wants to be in the future and how it can arrive there learning how to communicate

example of downsizing

implementing a hiring freeze

strategy implementation

implementing a plan for the strategy that is chosen motivating employees by developing action plans to achieve objectives

unstructured interview

improvise and ask appliciants questions that were not prepared prior to start of interview hwo well appliciants acts on their feet

Best guideline for employee handbook

include a disclaimer that states handbook is not intended to be any type of contractual agreement between company and employee guartnee that employment-at-will remains in effect

job enrichment

increasing a job's depth by adding new responsibilities to an existing job title

characterstics of an inadequate salary survey

inflexible design don't address controversial issues may not reflect comparable industries

organizational branding

intent is letting customers know when they walk into a store establish a distinctive image for consuemrs to automatically recognize allows entities to create a perception of values and ethics for which it stands

When receiving complaints what is the first step to do

investigate complaints received and do whatever is necessary to resolve issues

when is the first time an employee should encounter company's policies and standards?

job posting, share the company's mission attract candidates with similar values to apply

job ranking

job to job comparison by developing a hierarchy of jobs from the lowest to the highest based on importance to org used for small organizations

structured interview

list of specific job-related questions prepared prior to start of interview same questions are asked to all appliciants

applicant tracking system

make selection process more efective electronically process a company's recruitment needs sort thorugh resumes that are submitted to find candidates who are best possible fit for a specific position

non-discretionary benefits

mandated to provide based on certain statues ex: social security

medicare part B

medical insurance (ex: physicans' service) optional

WARN Act

min 60 days' notice be given in advance of plant closing and mass layoffs 100 or more full-time employees or total number hours being worked is greater than 4,000 plant closing - temp or permanent shutdown of an entire site or on or more faciliates during any 30 day period of 50 or more full time employees mass layoff - reduction in force during any 30 day period that results in an employment loss as same amount

Rule

more specific to situation used to regulate and/or restrict an individual's behavior

mandatory subjects: collective bargaining

must be discussed during negotiations involve basics of employees' working conditions and terms, hours, benefits, pay, and worker safety concerns

hardship withdrawls requirement

must not exceed amount of financial need must have taken advantage of all other distributions available to them as well as notaxable plans must not permitted to make elective defferals to their retirement plan for 6 months minimum after HW

How to calcuate turnover

number of separations per year/ average number of individuals employed per month * 100

organizational socialization

onboarding process for new hires to learn about knowledge, skills, and behaviors needed to be valued and productive members of team and organization

how long are employment records required to be kept

one year after their creation or following the hire decision federal contractors must keep them for 3 years drug test are kept for 5 years for the department of transportation

Non-directive interview

open-ended questions that are developed from appliciants previous questions most subjective

needs analysis

organization gathers information about the princiapl needs and requests of its members studies the expectations and requirements of subjects who are affected by workplace programs

employer brand

orhanization's mission, values, vision, culture, and work environment

defined benefit plan

pension plan that guarantees a specified level of retirement income employer bears the burden of finacial risk create higher rewards for longer-tenured employees ex: cash balance plans

common situs picketing

picket at a location used by targeted employer as well as other organizations make clear which employer is being protested so that other organizations are not adversely affected

informational picketing

picket to announce to public that they are not represented by any one authority and thus plan to organize

organizational picketing

picket to convince employees to join or support their union

consumer picketing

picket to discourage public from doing business with employer in question

Recognitional picketing

picket to encourage employer to recognizr their union as employees' representative

corporate governance

policies and institutional code that a firm establishes to fulfill its role as a for-profit entity and an intergral stakeholder in the community public policy also adds to this valuable tool for cultivating a firm's self-image

Portal-to-Portal Act

preliminary and postliminary tasks for employees requires employers to pay employees who are covere dunder FLSA for time spent traveling to perform job-related tasks paid for hours spent in job-related training that is outside of their normal workday

medicare part d

prescription drug coverage optional have part A & B

How HR should update its policies to better address issues of workplace misconduct?

prioritizing diversity when hiring new HR employees ensuring that HR follows same DEI hiring standards as the rest of the organization sets the stage for building rapport

pro and con of using large job boards

pro: reach many applicants con: expensive in terms of price-per-click relative to click-to-hire

milestones

progressive periods by which certain business activities are expected to be completed ex: fiscal periods

civil rights act of 1964

prohibits discrimination against sex and race

enagge management and supervisory

provide training to management

Bona Fide Occupational Qualification (BFOQ)

qualification that has been determined to be jutisifed by a business purpose reflect what experience would be needed to do the job being recrutied for

Factor comparison method

ranking of each job by each selected compensable factor and then identify dollar values for each level of ech factor to develop a pay rate use this method when wages aren't changing frequently

360-degree feedback

receive anonymous feedback from their managers, peers, direct reports, and customers

total remuneration survey

report of market data on compensation and benefits plans helps HR design ottal rewards plans for organization that are competitive

If EEOC finds no probable cause and dismiss the case, what is the next step for the employee

request a right-to-sue letter and sue employer in court of law

drawbacks of using new technology

requires some time for users to learn how to operate and optimize system's functionality

When a new job requirements are needed, what should HR do

research and design meaningful job descriptions fo rdesired new roles look at similar jobs in other organizations to determine what to include in scope of job description

Standard initiatives for HR professionals

review, update, and implement a robust and flexible recruitment process establish a new exit interview process with specific questions based on employee's tenure conduct an annual salary survey to ensure salaries are aligned with industry

external recruiting

seeks individuals from outside the organization for employment and emphasizes the advantages of employment with organization adds to workforce diversity (demographics, backgrounds, and personalities)

Equal Pay Act: areas that are required to be equal when establishing if jobs are equivalent

skill working conditions effort responsibility

who should be a speaker for anything change

someone from C-suite if employee sense that rules about workplace hold for their execs, they will follow

task analysis

specific tasks employees must complete to successfully perform their jobs define what good performance looks like

glass ceiling

study how business filled management positions and whether there were significant barriers to protected groups that were preventing them from reaching those positions

Job Analysis

systematically gathering and analyzing information about context of jobs within an organization methods: observations, interviews, and highly structured questionnaires

voluntary subejcts: collective bargaining

topics that parties are permitted to discuss but may choose not to

Wagner Act

unfair labor practices

long-term disability

when an employee is still unable to return to work after being out on short-term disability pays an employee a percentage of their salary until they can return to work for number of years listed in company's policy


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