Practice Test

Job enlargement

Increases the depth of the job by adding related responsibilities such as planning, organizing, controlling, and evaluating that add value to the work.

Results

Pareto chart

Management directs people; leadership motivates people

Sarbanes-Oxley Act

Reduce base salary levels

Achieve balance between financial and non financial indicators of success

Employees have two different categories of needs that are essentially independent of each other and affect behavior in different ways.

Hygiene-extrinsic: factors that surround the job like working conditions, supervision and relations with coworkers

Motivation-intrinsic: factors that are present in the job like achievement and personal growth

Can choose a local responsiveness strategy in addition to a global integration approach

Employee value proposition

Job bidding

Employee referral

Inside moonlighting

Job posting

Nominations

Succession planning

Skill bank

Advertising

Agencies

Community awareness

Educational institutions

Former employees

Internships

Quality of management and organizational issues

Seeks to gain opinions of specific processes

Focuses on matters that affect employee satisfaction

The Fair Labor Standards Act 1938

Reduce employee stress and frustration in the workplace

Declining workforce engagement

Compensation and benefits

Human rights and labor relations

Child labor

Forced or compulsory labor

Health and safety

Freedom of association and right to collective bargaining

Discrimination

Disciplinary practices

Working hours

Remuneration

Management systems

A communication style that relies heavily on explicit and direct language.

Behavior needs to be spelled out explicitly.

A culture of people that emphasizes interpersonal relationships and close connections over a long period of time.

Applying the four Ts: travel, teams, training and transfers

Immersion in the culture of a host country can help employees and leaders understand those influences impacting profitability.

Having employee health insurance, discrimination prevention, workplace safety, and asset security.

Physiological needs

Preventable risks, strategic risks, and external risks

Prohibits American companies from making bribery payments to foreign officials for the purpose of obtaining or keeping business

The work itself as well as development opportunities the work provides

Stability and the confidence that is placed in an organization’s leadership

Rewards and recognition

The upward and downward flow of communication

Highest

Organization for Economic Cooperation and Development

Authority beyond a country’s normal boundaries

Moral hazard, principal agent problem, conflict of interest

Measuring the cost per hires

X: an authoritative management style because it assumes that employees inherently do not like to work and must be controlled and closed monitored

Y: participative style of management, under the belief that employees dislike controls and inherently want to do their best.

Z: management tends to promote stable employment, high productivity, and high employee morale and satisfaction. Japanese’s management style.

Positive reinforcement

Negative reinforcement

Punishment

Extinction

Require fixed % of disability representation

Trait, state, and behavioral

Retain

The supervisor should list each area of deficiency and how it impacts the team.

When providing feedback, a supervisor should limit the focus to one or two areas of deficiency. Otherwise, it tends to make the employee feel defensive.

Supervisors

Selecting an HR payroll system and a separate 3rd party LMS with better features.

Best of breed is the process of selecting only the best software system for a specific need of the organization, which often means not choosing an all in one system.

Exceptions apply only to white collar type employees who fall under the salary and duties:

Executive

Administrative

Professional learned and creative

Computer

Outside sales

Highly compensated employees

Federal government contractors or subcontractors, as mandated by the Office of Federal Contract Compliance (OFCCP)

Determine if the selection process will be conducted by a consultant or internal resources

Conduct a PEST analysis through a HR lens

Put together a succinct, finance centered document with the budget needed, how the budget will be spent, the expected impacts on employee retention, and in turn, cost savings

Assessments can pigeonhole applicants based solely on personality traits.

Great applicants might be eliminated from the process based solely on their personality type.

HR operations

If an employee will be expected to work more than 30 hours per week

Principled bargaining. It’s an interest based bargaining technique that aims to identify a mutually beneficial agreement , also know as win-win.

The appropriate documentation (proof of Canadian citizenship) presented at the U.S. border

# of hours worked weekly

Disciplinary action should be taken only if the reason was malicious.

Remain neutral and state the facts of the mistake in the report. Ask for feedback on how to avoid these mistakes in the future.

Asking for feedback on how to avoid the mistake will make her feel invested in the situation.

The candidate’s current compensation

Fear based with minimal contributions from employees

Contact HR

True

Provide a comprehensive list of acceptable documentation to an employee

Facilitated conversation. It’s best to address the situation before it gets worse

A benefits type of conflict and can actually promote problem solving and creative ideas

Storming and Norming

Teams often relapse from the Norming stage back into storming when faced with new challenges

How desirable the outcome is

The stability period. It’s the duration of time that coverage must be offered to full time employees. This period must be at least 6 months and not less than the defined measurement period

Management buy in

The employee’s ownership of employer contributions grows partially each year of participation

Separate people from problems. Emphasizes a fact based approach to the conversations about conflict; not letting emotions influence the discussion

Analyze the applicable data

16

Due on or before 30 September

Required of private employers with 100 employees

Applies to all types of employers except for education

Looks at levels of existence, relatedness, and growth among employees

Selling, telling, delegating, participating

1st piece of legislation to affect the movement for labor rights in the U.S.

$100,000

Poor ergonomics

Unfreezing, moving and refreezing

4

Method for an employer to judge how an employee’s pay compares to the standard average

20%

5 years

30 days

18 months

60 days after a divorce must an employer be notified to ensure COBRA coverage

29 months

36 months

Step-by-step diagram that shows the purpose of each stage.

A way for HR professionals to mitigate or eliminate all potential setbacks, especially when delivering a solution to a customer.

Security standards for protecting sensitive employee data.

A report of market data on compensation and benefit plans

Worker attrition

Number of customers

Seasonal workload

Economic downturn

Increasing a job’s death by adding new responsibilities to an existing job

Broadening the scope of a job by adding new tasks.

Analyze relevant performance metrics such as sales per quarter.

ROI is determined by taking the vale an employee adds to the organization and comparing it to the amount that is spent to retain the employee.

A structured discussion to determine which factors influence employee retention and how retention efforts can be improved

Climate

Stakeholder mapping

When 2 groups negotiate a contract while being aware and mindful of the key issues to each side.

Solutions so both sides gain from the agreement.

Bargaining that occurs when a union with multiple employees at multiple companies meets with all of the companies in one negotiation

Means the same thing; when a union successfully negotiates an agreement with a company and then uses these results to deal with another company

When each site maintains a separate operational structure and aligns their business practices to the customers they serve

Auditing

Formal term that refers to software, online systems, workplace resources and reporting systems

One who understands how important data is and uses data to make recommendations or decisions

Process of establishing a relevant, unbiased system of data collection

Gaining buy in for large scale projects that impact the entire organization, which term describes the concept of finding values or interests across multiple departments that would encourage support?

Talent acquisition

Organizational socialization and should last the employee’s 1st year

Occurs after arriving in the new country and upon returning home, resulting in a low level of satisfaction for both stages

The differences in employee’s characteristics

Blood-borne pathogens and tripping hazards

Understanding an organization’s current talent, anticipating future needs and implementing actionable plans to bridge gap

Form of corporate restructuring that is specific to when an organization has experienced significant decreases in profits primarily due to a poor economy

Provide career counseling, resume writing and interview preparation to assist separated employees with future employment

A formally organized group of employees who work together to accomplish goals

Managing time in a financially responsible manner

Solving problems as they arise

Strategic thinking

Money awarded to an individual in a workplace discrimination case, generally equal to list of earnings

The best source of data to review and analyze when determining if a company is paying their employees a salary that is competitive against the industry standard

Within 90 days of the individual’s separation

Incentivize the change to relay the benefit employees will experience

Program and process evaluation

Former employee pays the full cost of coverage

Employers may impose 2% fee to cover costs

Employers may face civil and criminal penalties for not complying with the COBRA requirements

Employers are required to maintain employees’ group health insurance coverage while they are out on FMLA leave

5 years, or 20 quarters

Prescription drug coverage

A detailed statement of the essential parts of a particular class of jobs. It includes a summary of the duties to be performed and responsibilities and qualifications necessary to do the job

Job ranking, paired comparison, and job classification

A strong EVP allows an organization to proactively attract and retain top talent by ensuring an understanding of the benefits offered

The purpose is to foster a culture of constant improvement and development

Division of the DoL that measures and collates nationwide employment data

Skill, working conditions, effort, responsibility

When an organization’s current needs do not compromise the needs of their stakeholders

Reduction of legal liabilities

CSR also has a positive impact on employee recruiting, retention, and overall satisfaction

Allows employees to engage in opportunities that broaden their experience

The official process to remove a union’s security clause and negotiating authority. Removes the requirement that employees must join the union

Next step after mediation that is used in specific circumstances, such as when neither side is willing to consider compromise or accept anything other than their specific resolution

Describing the organization’s mission, values, vision, culture and working environment

Behavioral control, financial control and type of relationship

If the company directs the workers how to perform their work, the court will label them as employees

If the company allows the worker to reach a mutually agreed upon objective, they will be classified as an independent contractor

Includes job competencies, job specifications and job descriptions

Total days elapsed since job posted / # hires

External costs + Internal costs / # hires

Extremely focused on efficiency and productivity. Employees produce out of fear or anticipation of rewards.

Micromanagement

Characterized by organization and strong guidance from leadership. Focused on productivity, employees operate like a well oiled machine.

Does not foster collaboration or creativity

Open communication and shared power.

Morale is high, but it can be hard to get anything accomplished quickly

Use knowledge, abilities and innovation to adapt to an ever changing business environment.

A lot of resources for training and development.

Failure is not feared

Promotes goal achievement by setting clear objectives, clearly spelling out employee responsibilities, encouraging continuous development, and fostering trust.

(# employees who were employed for the entire measurement period / # employees at the start of measurement period) x 100

(# employees who left during measurement period / average # employees during the measurement period) x 100

Management by objectives

Behaviorally anchored rating scales

Behavior observation scales

Critical incident method

Essay method

Field review method

Reaction - measures how people react to the training

Learning- measures what they have learned

Behavior- measures how the behavior of the people who took the training

Results - analyzes noticeable effects of the training, like production

Knowledge

Comprehension

Application

Analysis

Synthesis

Evaluation

Compares a specific employee’s pay with the pay at the middle of the pay range

Reflects the vision and strategy for the organization’s success from the financial outlook, customer perspectives and internal business processes

The expectations of the stakeholders must be satisfied for a company to be sustainable and profitable. If a scorecard reports that one of the stakeholders is not being satisfied, the company must attempt to realign expectations

Select employees for layoff using seniority, performance, job classification, location, or skill

Ensure selected employees do not effect a protected class

WARN

Employees over 40 has the right to review any severance agreements. Consideration period of 21 days if 1 older worker is separated and 45 days when 2 or more are separated. 7 days revocation time

When a group of workers walks off the job in violation of valid labor agreements and usually against orders from the labor union

Economic in nature over terms and conditions of employment or caused by an unfair labor practice

Offer targeted training and other enrichment opportunities to the organization’s best and brightest employees.

Most important positions within local unions.

Founded by Congress as part of the Wagner Act

They resolve unfair labor practices and conduct representative elections

Address global working conditions. Promote decent working conditions that include eliminating child labor, ending unlawful discrimination, protecting human rights and worker rights

Aka Labor Management Relations Act.

Unfair for a union to force an employee to join or take part in a union

Established to oppose oppressive business practices such as court injunctions and yellow dog contracts

Takes place between multiple employers and a single union

Involves multiple unions and a single employer

When employees report to work without actually working working or accomplishing anything

Select employees for layoff using seniority, performance, job classification, location, or skill

Ensure selected employees do not effect a protected class

WARN

Employees over 40 has the right to review any severance agreements. Consideration period of 21 days if 1 older worker is separated and 45 days when 2 or more are separated. 7 days revocation time

When a group of workers walks off the job in violation of valid labor agreements and usually against orders from the labor union

Economic in nature over terms and conditions of employment or caused by an unfair labor practice

Economic strikers can be temporarily or permanently replaced

Unfair labor practices strikers can be ONLY temporarily replaced

Offer targeted training and other enrichment opportunities to the organization’s best and brightest employees.

Most important positions within local unions.

Founded by Congress as part of the Wagner Act

They resolve unfair labor practices and conduct representative elections

Address global working conditions. Promote decent working conditions that include eliminating child labor, ending unlawful discrimination, protecting human rights and worker rights

Aka Labor Management Relations Act.

Unfair for a union to force an employee to join or take part in a union

Established to oppose oppressive business practices such as court injunctions and yellow dog contracts

Takes place between multiple employers and a single union

Involves multiple unions and a single employer

When employees report to work without actually working working or accomplishing anything

Hazard- fires and workplace accidents

Financial- negative impacts to organization’s cash flow

Operational- impact the the organization’s ability to function

Strategic- involves an organization’s plans becoming outdated due to shifts in the economy