Human Resources Flashcards
(124 cards)
1
Q
What is Adverse Impact?
A
Under the Civil Rights Act of 1964 and its amendments, _______ _______ occurs whenever the selection rate for any protected group is less than 80% of the rate for the group with the highest rate.
2
Q
What is the focus of Adverse Impact?
A
The focus is on the hiring standard used by the employer as a method of screening applicants. “The burden of proof is on the employer to show that hiring standard is job related.”
2
Q
What is Affirmative Action?
A
Review of a facility’s hiring practices (recruiting, advertising, and data on the applicants) by the federal gvt to ensure conformity to the 1964 Civil Rights Act and its amendments.
3
Q
What types of things are not allowed to be discriminated against because of the Civil Rights Act of 1964.
A
Age
Sex
Marital Status
Race
Religion
Handicap
National Origin
4
Q
Can legal violations be processed if it is determined the facility has discriminated?
A
Yes
5
Q
Arbitration
A
Utilization of a third party to resolve disputes. As used here, this concept is related to facilities that have unions. The third-party hears the argument on both sides and then makes a decision that is binding on both parties.
6
Q
Bargaining Unit
A
Determination by the National Labor Relations Board of which workers will be grouped together for the purposes of forming or taking steps towards forming a union.
7
Q
Benefits (Fringe Benefits)
A
Compensation other than cash wages paid to workers, such as paid vacation/leave, paid health insurance, and retirement plans.
8
Q
Career Ladder
A
Paths or promotion routes established by the organization along which employees can seek to progress.
Such as financial assistance and release time to CNAs who seek to become a licensed nurse, or a LPN who wants to become a RN.
I am a prime example of using the ladder.
9
Q
Career Paths
A
Defined avenues for upward mobility available to employees within an organization
(similar to career ladder)
10
Q
Clinical Approach to Hiring Decision
A
A hiring technique in which the employer makes the decision after reviewing all the info in hand about the match of the applicant and the job.
11
Q
Coaching
A
Either help given by a superior to a subordinate, or personal assistance from a person who is not the employee’s superior, but may be a manager of another division, or from outside the company.
12
Q
Collective Bargaining
A
Bargaining by groups of workers recognized and constituted through supervised election procedures under the National Labor Relations Board.
13
Q
Compensation Management
A
Determining and administering wage, incentive, and benefit programs for a facility.
14
Q
Compensation Theory
A
Ideas or approaches to the functions of wages and benefits in motivating employees to meet the requirements of the employer
(Related to Equity Theory)
15
Q
Controlling (Managerial Behavior)
A
Determination by administration of how well jobs have been done and what progress is being made to achieve the organization goals, then taking necessary corrective actions to achieve these goals.
16
Q
Cost of Living Allowance
(COLA)
A
Upward adjustment in wages during times of inflation to assist workers to maintain their purchasing power.
17
Q
Cultural Competency
A
The ability of service agencies to understand the world view of clients of different cultures, and adapt practices to ensure their effectiveness.
18
Q
Cultural Diversity
A
The mosaic of individuals and groups with varying backgrounds, experiences, styles, perceptions, values, and beliefs.
19
Q
Discrimination
A
The use of any selection procedure which has an adverse impact on the hiring, promotion or other employment or membership opportunities of members of any race, age, religion, marital status, sex, or national origin
20
Q
Employee Assistance Program
(EAP)
A
24-hour, 7-day-a-week confidential telephone service providing assistance to employees on matters such as child and elder care, substance abuse, financial counseling, etc.
21
Q
Employee Handbook
A
A compilation of the facility policies that directly relate to work conditions. It is often treated as a binding contract by the courts.
22
Q
Empowerment
A
The concept of encouraging and authorizing workers to take initiative to improve operations, reduce costs, and improve quality of life.
23
Q
Equal Employment Opportunities Commission
(EEOC)
A
The organization was created by the Civil Rights Act of 1964 to carry out the provisions of that act. Also administers ADA, ADEA, Equal Pay Act, Pregnancy discrimination, GINA, and other acts.
24
Equity Theory
Concept that employees seek an exchange in which their wages and benefits are equal to their work effort, especially when compared to wages and benefits being paid to similarly situated co-workers.
25
Error of Central Tendency
Error by supervisors using rating scales in employee evaluations when consistently giving only moderate scores to employees on performance appraisals, regardless of whether the employee is a poor or an outstanding performer.
26
Federal Mediation and Conciliation Service
(FMCS)
A federal agency making government facilities available for conciliation, mediation, and voluntary arbitration of labor disputes.
27
Expectancy Theory
Belief that the level of motivation to perform (make an effort at work) is a mathematical function of the expectations individuals have about future outcomes multiplied by the value the employee places on these outcomes.
28
Flex Time
A program allowing employees to choose the hours they work, so long as they put in the expected number of hours per time period.
29
Flexible Spending Account
(FSA)
An optional benefit in which employees can set aside a designated amount of funds for future medical services. As medical services are incurred, the charge is made against the account. The funds are usually a pre-tax withdrawal from their check.
This benefit must be a careful calculation and is usually for persons that have consistent or relatively high medical expenses.
Funds not used cannot be carried over to the next year.
30
Global Rating
A summary score based on the components of a performance appraisal.
31
Goal Setting
Setting of objectives to be achieved by an employee before the next performance appraisal.
32
Grievance Procedure
The established method, and outlined in the employee handbook, by which an employee can have any decision of a supervisor reviewed by higher level managment with the organization.
33
Halo Effect
Error made by supervisors using rating scales in an employee evaluation where they value one particular type of job behavior and permit the presence or absence of that one trait to color several or most other trait ratings.
34
Health Insurance
A fringe benefit available to many nursing facility employees. Typically the employee is covered free or shares in the cost, and can obtain family coverage for an additional periodic payment.
35
Health Insurance Portability Accountability Act
(HIPPA)
Established principles of patient privacy and confidentiality regarding use and misuse of their personal medical information and records, as well as standards for communication, storage and transmission of information.
36
In Migration--Out Migration
Movement of laborers into or out of geographic area within which a facility is recruiting for specific positions.
37
Individual Bargaining
Individuals with skills especially needed by a facility may be able to negotiate a higher wage than other employers in similar positions.
38
In-Service Training
Seminars, online programs, DVDs, workshops, etc., offered during the work career of the employee.
39
Job
A collection of tasks assigned to an employee.
40
Job Analysis
The process of defining a position in term of tasks or behaviors required, specifying the qualifications of the employee to be assigned those duties.
41
Job Bidding
The practice of posting available jobs on bulletin boards and encouraging employees to apply or bid for openings.
42
Job Description
A statement of the tasks to be done based on the job analysis, usually including a list of duties and responsibilities of the position in order of importance.
43
Job Evaluation
The process of assessing and rating all jobs in an organization as a basis for the wage and salary system.
44
Job Posting
Same as job bidding; a form of internal recruitment in which the job opening is literally posted on the bulletin boards, inviting employees to bid.
45
Job Title
Naming of the job to distinguish that job from all other jobs, often indicating level e.g., supervisor
46
Job Worth
Establishing the value of a job by comparing it to all other jobs to be accomplished by an organization.
47
Key Job Comparison
A method of establishing wage rates for jobs, based on comparing all jobs in the organization to a touchstone job in the facility, such as nursing.
48
Labor Market
The geographic area from which applicants for positions are to be recruited.
49
What is a Layoff?
Temporary dismissal of workers from their jobs due to lack of work, not "for cause"
50
What is Leniency Error?
Consistently giving high ratings to all employees when evaluating employees in an attempt to avoid conflict.
51
Life Insurance
Some facilities offer free or shares fees for ____ ______ (a specific payment amount upon the death of the insured), usually term type _____ _______, as a benefit. Term insurance features low premiums for high-dollar coverage, but has no cash, loan or other value.
52
What is a Line Manager?
Person responsible for performing most of the personnel functions who is delegated authority by the administrator to make decisions on his/her behalf and authority to commit facility resources.
53
Manpower Inventory
A projection of the present and future availability of qualified personnel in a number sufficient to meet facility needs.
54
What is Mediation?
Another concept that is related to facilities that are unionized. In this case, the third party seeks to reach a settlement between the union and facility on an issue.
55
What is a Mentor?
An individual who agrees to advise a person over a set period of time.
56
National Labor Relations Board
(NLRB)
An organized panel set up to administer the process under the _______ ________ ________ ______, under which unions become certified as the bargaining agents for groups of workers.
57
Nepotism
Favoring one's family members in hiring practices.
58
What is On-The-Job Training?
Assignment of employee to one staff member who assists the employee to acquire the capabilities required in a position in the facility.
59
What is Organizing in relation to managerial behavior?
The grouping of activities and people who will carry them out, assigning roles, and delegating authority.
60
What does it mean to give someone Ownership?
Term coined to suggest giving employees a proprietary sense of participation in the facility and its goals through treating employees as members of a team.
61
What are Performance-Centered Objectives?
Stating training goals in terms of behaviors that can be learned and observed by supervisors or others, e.g., ability to demonstrate proper procedures for turning a resident suffering from a pressure ulcer.
62
Performance Evaluation
Usually an annual evaluation of employees in which the performance of the employee is formalized into written appraisals or rating scales by the administrator an given to the employee prior to a face-to-face meeting to review the evaluation and allow the employee to respond to the comments or rating.
63
What is a Performance Evaluation based on?
Clear measures and goals set the previous year. Setting work goals for the next evaluation period is also a part of this evaluation process.
64
What is Performance Feedack?
It is the same as performance evaluation; comments by the employee on the evaluation by the administrator.
65
Personnel Manager
A staff function. Assists line managers in record keeping, recruitment, selection, training and retaining employees as well as compensation management and performance evaluation. This person is most responsible for the human resource functions.
66
What is Planning as a managerial behavior?
Deciding what is to be done, setting short- and long-term objectives, then identifying the means for achieving them. Requires forecasting the economic, social, and political environment anticipated for the organization and the resources that will be available to it.
67
Position
The responsibilities and duties performed by one individual. There are as many _________ as there are employees.
68
Prevailing Wage Rate
The wages paid by the predominated number of facilities in a community. Most businesses indicate they pay the __________ ____ ____ or a competitive rate.
68
What is a Preliminary Interview?
A short questionnaire and interview are used by some facilities to help screen out unsuitable applicants for a position.
69
Preventative Labor Relations
Maximizing the communication and facility acceptance by non-unionized employees in hope that they will feel no need to form a union to achieve their work goals.
70
What is Progressive Discipline?
Use of a specified number of verbal, then more stern written warnings for each offense of the same rule before suspending or firing an employee.
71
What is Rate Range?
The pay variation permitted within a class or grade of jobs.
72
What is a Rating Scale?
Listing a number of characteristics, traits and/or requirements of an employee's, position on a line or scale which is checked off by the rater as the degree to which the employee does or does not possess a specific characteristic or trait, or fulfill a stated requirement.
73
Ratio Hiring
Requirements by a government agency that an employer increases the proportion of women or minority persons in the employer's workforce.
74
What are Referrals?
Recommendation by others of a person for a position at a facility.
Sometimes, ________ bonuses can be given to an employee who refers someone.
75
What is a Search Firm?
An employment agency that usually focuses its efforts on middle and upper-level positions, often conducting national searches, and charging the employer for the services.
76
Staffing
Involves such activities as recruiting, orienting, training, rating, disciplining, scheduling, and terminating employees.
77
Statistical Approach to Hiring
Identifying the most valid predictors of job success, then using weights in a formula to choose among applicants for a position.
78
Task Analysis
Review of job descriptions and activities essential for performing each job.
Step two of establishing training needs.
79
Uniform Guidelines on Employee Selection Procedures
A publication of four federal agencies in 1987 setting standards by which federal agencies determine the acceptability of validation procedures used for written tests and other selection devices.
80
Wage Class
Establishment of pay grades and rates by employers to both achieve equity and offer some flexibility to supervisors in setting an employee's wage.
81
Wage Mix
Determination of wage rates by considering the labor market, prevailing wage rates, cost of living, ability to pay, collective bargaining agreements, individual bargaining agreements, and value of the job.
82
Wage Policy
Decisions by management on the rate of pay for the facility staff, the amount of discretion supervisors may use in setting individual salaries, the spread between pay rates for long-time and new employees, and the periods between pay raises together.
83
What are the essential responsibilities of an HR person?
Recordkeeping, employee recruitment and selection, training and development, compensation management, performance evaluations, labor relations, and health and safety.
84
Human resources plays a key role in?
The creation and retention of stable, qualified staff, and consequently, quality care for the residents.
85
What are the key functions of human resource management?
Planning
Organizing
Staffing
Leading
Evaluating
Controlling
86
What is the central function of management?
Planning
87
What is controlling?
Involves setting and communicating quality standards, evaluating and making sure that work performance meets these standards, and correcting any problems in performance.
88
What is the purpose of correcting errors?
To help the person/employee become a better employee.
89
What is effective communication?
The transmission and reception of information between all parties to ensure a mutual understanding of the message.
It is a two-way process that requires an ongoing exchange of thoughts & messages.
90
What are the 5 steps in the chain of communication?
1) The sender has an idea.
2) The idea becomes a message.
3) The message is transmitted.
4) The receiver gets the message.
5) The receiver interprets the message and gives feedback to the sender.
91
What are the two separate channels of Formal Communication?
Downward & Upward
92
What are the 3 directions of communication?
Downward
Upward
Horizontal
93
Downward Communication
Occurs when supervisors communicate to their staff, or administrator communicates with department heads or all employees of the facility.
Includes departmental meetings, company publications, in-services, bulletin boards, posters and mail.
94
Upward Communication
Occurs when first-line employees communicate back to a supervisor.
Includes department meetings, surveys, suggestion boxes, and grievance procedures.
95
Horizontal Communication
May occur between peers or persons of equal rank or status.
96
What is Leads by Walking Around?
(LBWA)
This technique involves rounds throughout the facility to see some of what is actually going on.
The administrator is interviewing, informally in the actual work setting when talking to employees, residents, and visitors.
The administrator is personally observing the facility's functioning and may be able to uncover problems before they occur.
97
What is a SMART goal?
A goal that is Specific, Measurable, Attainable, Relevant, and Time-Specific.
98
During a negotiation, an administrator must create what kind of situation?
Win-win
99
What three important functions do exit interviews serve?
1) Allows the administrator to possibly salvage the working relationship, if desired.
2) Permits the administrator to understand a problem that may exist within the facility, and even hear a solution from the employee.
3) Serves to maintain a positive relationship with the employee.
100
Job Specifications
Degree, license, certification, or other types of training, are the qualifications necessary to perform the job requirements.
101
The HR professional must be aware of the Uniform Guidelines on Employee Selection Procedures which are?
The guidelines require the employee to be able to demonstrate that the selection procedures used are valid in predicting or measuring employee performance in a specific job.
Criteria used must not have an adverse impact in hiring.
102
What are the four dimensions for evaluating training?
1) Participants likes and dislikes about the training experience
2) Increase of knowledge and skills
3) Actual job performance and behavior
4) "Outcome" measures
103
What is the strictness error?
Occurs when a manager tends to rate everyone low.
104
What can high rates of absenteeism be related to?
The morale level of the fellow employees or may be an indication of personal problems in the employee's life.
105
In setting its wage scale, the administrator must determine?
1) The rate of pay (whether at, below or above prevailing wages in the community)
2) How much discretion department heads may exercise in setting wages
3) The spread between employees with seniority and new employees
4) Length of time between pay raises
5) The formulas and weights for seniority and merit in determining pay raises
106
What does HPPD stand for?
Hours per patient day
107
Techniques for managing cultural diversity issues include?
1) Having facilities conduct organizational self-assessments in cultural competence
2) Providing targeted training programs for the staff of the facility once the strengths and weaknesses of the organization are known.
108
What are the three key elements comprising the total rewards of any employee?
1) Compensation--monetary payments or rewards
2) Benefits--programs used by the employer to supplement the cash compensation an employee receives
3) Returns from Work ( Personal Benefits)--elements of the work experience that are important to employees, such as acknowledgment and recognition in the work place & opportunities for promotion
109
What is base pay?
Reflects the value of the work or skills of the employee, and generally ignores differences attributable to individual employees.
110
What is merit pay?
Increases are given as increments to base pay (typically on an annual basis) in recognition of recent past work performance, and will likely vary among employees.
111
What are incentives?
Both short and long term, tie pay increases to certain types of performance that are known to employees in advance and viewed by the employees as significant.
112
What are the four key classes of employee benefits?
1) Health and Welfare Programs
2) Retirement Benefits
3) Non-wage Benefits
4) Returns from work
113
What is MSD?
Musculoskeletal Disorders-
Common injuries in nursing homes
114
What is a Lock Out/Tag Out system?
Employers must identify sources of electrical hazards, have procedures in place for safety issues, and ensure all employees are trained on the program, policies, and procedures.
Example: A heating/air condition unit begins smoking, a lock should be applied to the plug of the unit indicating the equipment is not to be used.
115
What is "occupational illness"?
Any abnormal condition or disorder caused by exposure to environmental factors associated with employment.
116
Employers must report occupational injuries and illnesses on OSHA's Form 300 if it has more than how many employees?
11 or more
117
An abnormal condition or disorder caused by exposure (inhalation, absorption, ingestion, or direct contact) to environmental factors associated with employment is?
An occupational illness
118
To establish job descriptions, the work the facility seeks to accomplish must be broken down into sets of activities that can be?
Performed by one person
119
The age discrimination act as amended?
Prohibited mandatory retirement in most lines of work
120
Within the spirit of OBRA and culture change, which one of the following is most descriptive of the movement?
Resident rights and resident centered care
-afford more dignity to residents, create a resident centered care that allows the resident to determine when they want to do things
121
For interviewing an employee, a good technique is to?
Let the interviewee do most of the talking in order to gain as much information as possible.
122
Which Act is directly related to questions that the administrator or HR representative can ask in an interview with a client?
Civil Rights Act
