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26 Cards in this Set
- Front
- Back
- 3rd side (hint)
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Court court case that recognized adverse impact discrimination. (forbids employers from using arbitrary tests) Duke power was segregating their black employees and then used tests that were designed to prohibit black employees from getting employed |
Griggs v Duke Power |
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Vuca |
Volatile uncertain complex and ambiguous environment in which HR professionals must perform |
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OFCCP |
While the equal employment opportunity commission develops guidelines and overseas compliance the OFCCP does the same related to executive orders. (Office of federal contract compliance) |
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Demographic characteristics you can’t use in employment decisions |
Race, sex, sexual orientation, gender identity, religion ,color, national origin, age, disability, veteran status, pregnancy, genetic information |
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FLSA |
standards for minimum wage, overtime pay, recordkeeping and child labor under DOL |
Fair = pay kinda Standards = records Labor= remind child labor Morc - min wage overtime record keeping child labor |
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5 types of citations OSHA might cite |
De minimus, other than serious, serious, imminent, “willful and repeated” |
Wisdo |
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NLRA |
Protect the rights of workers to organize a union to bargain collectively. Saved human beings from being treated like crap by employers. If it was legal for one employee to do it was legal for a group to do. |
Prior to this employers could do whatever the **** they wanted to employees |
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The Wagner act is also called |
National labor relations act |
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Taft Hartley act is also known as |
Labor management relations act It is an amendment to NLRA somewhat anti-union |
Taft hates unions |
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Norris-LaGuardia Act |
guarantees workers' right to organize and restricts issuance of court injunctions against nonviolent union activity such as strikes, picketing, and boycotts.
Side note made yellow dog contracts illegal |
Picture of bunch of people on Airport saying we get to be here |
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AGILE |
instructional design model that stands for align, get set, iterate and implement, leverage, and evaluate. The AGILE instructional design approach is a more project-oriented approach. |
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Kirkpatrick (training evaluation) |
Level 1: Reaction -(Participants reaction to the training) Level 2: Learning - (New learning resulting from training) Level 3: Behavior (Transfer of learning) Level 4: Results - (Targeted outcomes that result from training) |
Re•le•be•re |
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What act regulates private pension plans? |
Welfare and Pension Disclosure Act |
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USERRA |
Uniformed services employment and reemployment Rights Act |
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common-law doctrine that absolves employers of responsibility if an injury is caused by a coworker's actions? |
Fellow servant rule |
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Statute of limitations on unfair labor practices is how long? |
6 months |
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Empirical rational strategy |
People are ultimately interested in their own well-being and more likely to accept changes if they understand how they will benefit |
The empire says “how does this benefit me? |
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Normative re-educative strategy |
Peer pressure is an effective tool in change management |
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What kind of an analysis is porters five forces analysis? |
It’s a competitive analysis that includes threat of substitute products, threat of new competition, existing competition, bargaining power of customers, and bargaining power of suppliers |
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Enterprise risk management |
Techniques used to identify and minimize the effects of risk that may prevent the achievement of objectives (usually takes place after a swot or pest analysis) |
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PEST Analysis |
P=political E= economic S= social T= technology These are the external factors evaluated before a project (things you cannot control) |
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Factors of project management |
Cost time spent scope quality of work and risk associated with the project |
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A Gantt chart has two elements what are they? |
Summary (Main task) Terminal (sub tasks) |
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Lewin's Change Management Theory |
Kurt Lewin developed a change model 3 steps: unfreezing, changing and refreezing. For Lewin, the process of change entails creating the perception that a change is needed, then moving toward the new, desired then solidify |
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ADR (alternative dispute resolution) |
Covers a range of methods used to solve disagreements without litigation - |
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WARN |
federal law enacted in 1989 to protect employees by requiring most employers with full time 100 or more employees to provide at least 60-day written notification of facility closings and mass layoffs of employees. |
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