SHRM Flashcards

Question

What is the best action HR should take to gather information on competitive total rewards packages to potentially offer employees?

Answer 1

Participate in an external remuneration survey to assess the competitveness of the offerings.

Answer 2

Services that help laid-off workers transition to new careers, including career counseling and job placement assistance.

Answer 3

A prolonged leave of absence that enables an employee to pursue personal passions or interests.

Answer 4

A term used to describe the company's current assets or short-term assets.

Answer 5

The sum of current assets minus current liabilities.

Answer 6

Assets expected to be converted into cash during the fiscal year, including inventory and accounts receivable.

Answer 7

By total profit (sales) after the expenses have been deducted.

Answer 8

○ Ask ○ Acquire ○ Appraise (make sure evidence is valid and reliable) ○ Aggregate (summarize info gathered and identify patterns/trends to prepare for analysis) ○ Apply ○ Assess

Answer 9

Increases the variety of responsibilities but requires the same skill level. Expands scope of job and allow more variety. (basically what full potential did)

Answer 10

Increases the depth of a job by adding increased responsibility for planning, organizing, controlling, and evaluation.

Answer 11

Andragogy.

Answer 12

Skills needed to think through and conceptualize complex and abstract problems.

Answer 13

A: Analysis (of needs) by collecting data to identify gaps in org performance D: Design broad goals and objectives of the learning content and strategy implementation. D: Development by creating materials, purchasing supplies, types of learning activities I: Implementation includes pilot testing E: Evaluation by Kirkpatrick's 4 levels of evaluation:

Answer 14

* Reaction * Learning * Behavior * Results | aids instructors in objectively assessing effectiveness of their courses

Answer 15

Legitimate Power - A persons position or formal authority within an org ○ Reward Power - ability to provide awards ○ Coercive Power - ability to punish or negative consequences ○ Expert Power - Specialized skill ○ Referent Power - Interpersonal attraction, desire to be liked by influential person.

Answer 16

* Formulation * Evaluation * Development * Implementation

Answer 17

* Physiological (physical) * Safety/Security * Social (need to belong) * Esteem (Training, recognition, high status) * Self-Actualization (Opportunity for growth, problem solving, creativity) ## Footnote Each level represents a different category of human needs, from basic physical requirements to the need for personal growth.

Answer 18

* Positive Reinforcement * Negative Reinforcement * Punishment * Extinction ## Footnote This theory emphasizes how behaviors can be shaped through rewards and consequences.

Answer 19

Hygiene factor levels must be acceptable in order for the motivation factors to become operative ○ Extrinsic Hygiene (Pay, working conditions, coworkers) ○ Intrinsic Motivation (Personal growth, achievement, recognition)

Answer 20

Achievement - Personal competence and excellent standards ○ Power - Need to influence and control others ○ Affiliation - Need to form relationship, be social, part of team

Answer 21

* Autonomy * Competence * Relatedness

Answer 22

People dislike work ( authoritative management style)

Answer 23

People dislike control and want to accomplish things (participative management.)

Answer 24

People will be motivated to exert effort towards a goal if they believe that there is a favorable outcome ○ Expectancy - more calls = increase sales = reward ○ Instrumentality - increase sales by 10% = reward ○ Valance - really want reward ## Footnote These components explain the relationship between effort and expected outcomes.

Answer 25

Degree to which a test measures KSA that are part of the job (job analysis). Content validity focuses on whether a test or assessment accurately represents the content domain it is supposed to measure.

Answer 26

The taxonomy is often depicted as a pyramid, with the lower levels forming the base and the higher levels representing more advanced cognitive skills. Bloom's Taxonomy is widely used by educators to design instructional objectives, assessments, and activities that promote critical thinking, problem-solving, and a deeper understanding of the material.

Answer 27

* Remember (Knowledge) * Understand (Comprehension) * Application (apply, demonstrate/illustrate) * Analysis * Evaluation (make judgement from the evaluation) * Create (Synthesis) ## Footnote These levels represent increasing complexity in cognitive skills.

Answer 28

They are persistent, well organized, cautious, and logical.Careful attention to detail, accuracy, and specificity.

Answer 29

* Identifying future organizational staffing needs * Assessing career strategies * Development programs These components help align employee growth with organizational needs.

Answer 30

Mind mapping and affinity diagramming - Group members add related ideas and indicate logical connections, eventually grouping similar ideas. Can be done on paper or whiteboard or sticky notes 2. Nominal Group Techniques - generate ideas and share them, vote to prioritize and rank ideas. 3. Delphi - Can be Anonymous. "The Delphi method is a structured communication technique used to obtain input from a group of experts with the goal of reaching a consensus or making predictions about future developments." ## Footnote Each tool serves a different purpose in generating and prioritizing ideas.

Answer 31

involved interactions driven by transactions or exchanges where individuals or parties participate for mutual benefit or specific outcome. (Employee appears engaged by working longer hours and providing positive responses to an engagement survey but does not actually feel or think in an engaged way.Interactions driven by transactions or exchanges ## Footnote In this state, individuals may appear engaged but do not genuinely feel engaged.

Answer 32

* Behavior * Results ## Footnote These elements translate management expectations into measurable outcomes.

Answer 33

involves documenting specific events or behaviors that represent significant incidents of an employees performance, both positive and negative. Keeping record of all employees and listing significant successes and failures of each.

Answer 34

Lies with the organization to prepare, implement, and monitor an employee's career path, with a primary focus on the needs of the org.

Answer 35

Coercive - Leader imposes a vision and demands team to follow this directive Authoritative - Leader proposes a vision and invites team to join the challenge

Answer 36

Leader invites followers to collaborate and commits to acting by consensus. when leaders are focused on receiving feedback, they can acquire insightful suggestions and confirmation while creating a climate of commitment, respect, and trust. This leadership style encourages decision-making and inspires team members to work hard. Democratic leadership involves shared decision-making, seeking input from team members, and valuing collaboration.

Answer 37

Different management styles based on concern for people and production, characterized by a grid.

Answer 38

Effective leadership depends on the situation A leadership theory that posits the effectiveness of a leader is contingent upon the alignment between their inherent leadership style and the specific demands of the situation, including task structure, leader-member relations, and positional power.

Answer 39

* Telling ( leader provides clear instructions and closely supervises tasks, ideal for situations where employees lack both the skills and motivation to perform tasks on their own) * Selling (like Coaching. High support + high direction. keeps employees engaged while building their skills/knowledge) * Participating (allows for collaboration. good for employees who have competence but lack confidence or commitment) * Delegating (used when employees are both competent and motivated to work independently) A leadership framework that suggests leaders should adapt their style based on the maturity and competence of their team members, using different approaches to match the team's needs.

Answer 40

The leader's role in coaching/developing team's competencies ## Footnote It helps the team stay on track towards their goals.

Answer 41

Inspiring/motivating the team by fostering a shared vision ## Footnote It encourages creativity and promotes personal growth.

Answer 42

Serving the needs of team members ## Footnote It focuses on their well-being and facilitates personal and professional development.

Answer 43

* Proactive intervention * Remedial intervention ## Footnote Proactive interventions prevent issues, while remedial interventions address existing problems.

Answer 44

Enhancing overall effectiveness and performance of an organization ## Footnote It involves planned efforts to bring about positive changes in structure, processes, culture, or systems.

Answer 45

A project management and business analysis tool used to clarify and define the roles and responsibilities of individuals or teams in relation to specific tasks or activities within a project or business process.

Answer 46

The person or team responsible for executing a specific task or activity. They are hands-on doers who perform the work.

Answer 47

The person who is ultimately answerable for the correct and thorough completion of the task or deliverable. There should be only one 'A' assigned to each task.

Answer 48

Individuals or teams who provide input and are consulted before decisions and actions are taken. They are subject matter experts or stakeholders whose opinions are sought.

Answer 49

Individuals or teams who are kept informed about progress, decisions, and outcomes but are not directly involved in the task or activity.

Answer 50

Understanding the challenges, including determining the target audience’s readiness for the upcoming change.

Answer 51

The number of individuals who report to a supervisor.

Answer 52

An organization divided according to a linear process, such as design, supplies, procurement, manufacturing, sales and marketing, distribution, and customer service.

Answer 53

Data collection from all affected parties leads to a deeper understanding of the issue, including multiple perspectives on the issue itself and its effects and possible causes.

Answer 54

Groupthink.

Answer 55

Product structure.

Answer 56

To engage the group in solving issues that have arisen.

Answer 57

The culture in each country because it affects how leaders emerge.

Answer 58

* Market * Cost * Governmental * Competitive

Answer 59

Promoting cultural awareness, examining practices for signs of cultural bias, ensuring alignment of local HR practices with global strategy, and developing the entire talent pool.

Answer 60

Eliminates the requirements that an international assignee and the employer participate in two separate social security programs.

Answer 61

* Stage 1: Assessment & Selection * Stage 2: Management & assignee decision * Stage 3: Pre-departure preparation * Stage 4: On Assignment * Stage 5: Completing the assignment * Repatriation or Redeployment

Answer 62

* Artifacts and products * Norms and values * Basic assumptions

Answer 63

The degree to which less powerful members of a society defer to more powerful members.

Answer 64

The degree to which individuals are integrated into groups.

Answer 65

The preference in society for achievement, heroism, assertiveness, and material rewards for success versus cooperation, modesty, caring for the weak, and quality of life.

Answer 66

Cultures with high uncertainty avoidance seek structured rules and formalized procedures, while low uncertainty avoidance cultures are more tolerant of ambiguity.

Answer 67

* Universal vs Particularism * Individualism vs Communitarianism * Neutral vs Emotional * Specific vs Diffuse * Achievement vs Ascription * Sequential vs Synchronous Time * Internal vs External direction

Answer 68

A consistent approach, standardization of processes, and a common corporate culture across global operations.

Answer 69

The increasing digital interconnection of people and things any time and any place.

Answer 70

Motivation for organizations to seek opportunities and growth beyond their domestic borders.

Answer 71

Attracts businesses, countries, individuals to engage in global economic activities.

Answer 72

Applying corporate principles across cultures without regard to local ethical norms.

Answer 73

Relies on nonverbal cues, body language, and facial expressions.

Answer 74

Relies on verbal cues and direct communication.

Answer 75

Technical expertise.

Answer 76

Short-term assignees go on assignment for less than a year, while international assignees are traditional expatriates on full relocation assignments lasting from one to three years.

Answer 77

* Ethnocentric * Polycentric * Regiocentric * Geocentric * Bureaucratic

Answer 78

A document that legally authorizes a person to take employment in another country.

Answer 79

The technique of offering standard products in various parts of the globe.

Answer 80

Offering custom products as per geographical preferences.

Answer 81

* International * Multidomestic * Global * Transnational

Answer 82

Decisions made at the organization's headquarter level, focusing on activities closer to the beginning of the value chain.

Answer 83

Decisions made at the local level, involving activities closer to the end of the value chain.

Answer 84

People, Organization and Workplace * further divided into 14 HR functional areas that describe the technical knowledge required to perform key HR activities. Its application is facilitated by the nine behavioral competencies. | BASK

Answer 85

Leadership & Navigation; Ethical Practice; and Inclusion & Diversity

Answer 86

⊲ Navigating the Organization ⊲ Vision ⊲ Managing HR Initiatives ⊲ Influence

Answer 87

⊲ Personal Integrity ⊲ Professional Integrity ⊲ Ethical Agent

Answer 88

Cultivates the organization’s ethical environment, and ensures that policies and practicesreflect ethical values. ⊲ Empowers all employees to report unethical behaviors and conflicts of interest without fear of reprisal. ⊲ Takes steps to mitigate the influence of bias in HR and business decisions. ⊲ Maintains appropriate levels of transparency for HR programs, practices and policies. ⊲ Identifies, evaluates and communicates to leadership potential ethical risks and conflicts of interest. ⊲ Ensures staff members have access to and understand the organization’s ethical standards and policies.

Answer 89

Privacy is an individual's right to control their personal information, while confidentiality refers to the organization's obligation to protect sensitive employee data

Answer 90

The Family and Medical Leave Act (FMLA) explicitly prohibits an employee's direct supervisor from contacting their medical provider to obtain medical certification or other health-related information. According to FMLA regulations ( 29 CFR § 825.307), only designated representatives such as HR professionals or leave administrators may communicate with healthcare providers regarding FMLA documentation, ensuring employee privacy and compliance with federal law.

Answer 91

prohibits the sharing of a patient's medical information without that person's consent but does not specifically regulate employers' activities regarding employee information.

Answer 92

federal law that mandates employers with 20 or more employees to offer continued health insurance coverage to eligible former employees and their dependents after specific qualifying events, such as job loss or reduced work hours. the coverage is only for a limited period, though they must pay the full premium cost plus an administrative fee.

Answer 93

requires group healthcare plans to offer the same dollar limits for mental health benefits as medical and surgical benefits.

Answer 94

Internal benchmarking involves comparing the performance, processes, or practices of different departments or teams within the same organization to identify areas of excellence and opportunities for improvement. It focuses on leveraging internal data to enhance overall efficiency and effectiveness.

Answer 95

WARN Act does apply: -Employers must provide notice for plant closures affecting 50 or more employees at a single site. -Mass layoff of at least 500 employees or at least 33% of the workforce at a single site. -Employers with at least 100 full-time employees (or those collectively working 4,000 hours per week) are covered by the WARN Act. All require 60 days notice. Does Not apply: When local and state governments are conducting layoffs. They are exempt.

Answer 96

involves transferring a business process or service to a foreign country, typically to reduce labor, production, or operational costs. Companies often offshore functions such as customer service, manufacturing, or IT support to leverage economic advantages in different regions.

Answer 97

the practice of bringing business processes or services back to the company's home country, often to improve quality control, enhance public relations, or comply with domestic regulations. It contrasts with offshoring, where operations are moved abroad to reduce costs.

Answer 98

occurs when a company moves its operations to a nearby country rather than a distant one, aiming to balance cost reduction with logistical and cultural similarities.

Answer 99

A business case is a formal document that outlines the justification for a proposed project, detailing the benefits, costs, risks, and requirements to support decision-making and secure stakeholder buy-in. Includes: human capital, technology infrastructure, financial allocations, and timelines.

Answer 100

a component of HR information systems that enables employees to manage their own personal data, reducing administrative workload for HR professionals. ESS platforms typically allow employees to update tax withholdings, modify direct deposit details, access pay statements, and manage benefits selections. This functionality improves efficiency, accuracy, and employee engagement by providing direct access to HR-related tasks.

Answer 101

project management tool that visually represents a project's timeline, showing task durations, dependencies, and progress, enabling effective scheduling and milestone tracking.

Answer 102

a visual tool used to manage workflow by displaying tasks in columns representing different stages of a process, helping teams optimize efficiency and limit work in progress.

Answer 103

a project management tool that clarifies roles and responsibilities by assigning team members as Responsible, Accountable, Consulted, or Informed for each task or deliverable.

Answer 104

a hierarchical decomposition of a project into smaller, manageable components, providing a structured view of deliverables and tasks but not including timelines or progress tracking.

Answer 105

is additional compensation provided to employees who work during non-standard hours, such as evenings, nights, weekends, or holidays. It serves as an incentive for employees to take on shifts that are typically harder to fill due to their timing.

Answer 106

pay adjusts an employee's salary based on the cost of living or prevailing wage rates in different locations. This ensures that employees are fairly compensated relative to the economic conditions of the area they work in.

Answer 107

additional compensation provided to employees who work in environments that pose potential risks to their health or safety. This pay acknowledges the increased danger and incentivizes employees to work in such conditions.

Answer 108

extra compensation given specifically to employees who work during nighttime hours. It is a subset of shift differential pay, focusing solely on the challenges associated with working at night.

Answer 109

a federal agency responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex, national origin, age, disability, or genetic information. The EEOC investigates discrimination complaints and can take legal action to enforce compliance. | ADA falls under here

Answer 110

primarily oversees labor laws related to wages, benefits, and workplace safety

Answer 111

enforces laws related to collective bargaining and labor disputes

Answer 112

protects original works of authorship, including written content, from unauthorized use. A content writer must understand this law to ensure their work does not infringe on others' copyrights and to protect their own original creations. This law covers various aspects, such as reproduction rights, derivative works, and distribution.

Answer 113

related to copyright but specifically addresses copyright protection in the digital age, including measures against piracy.

Answer 114

provides exceptions to copyright law but does not replace the need for general copyright knowledge.

Answer 115

governs the use of brand names, logos, and symbols, which is important in marketing, but does not directly affect written content in the same way as copyright law.

Answer 116

a style of leadership where the leader works with teams to identify needed change, creating a vision to guide the change through inspiration, and executing the change in tandem with committed members of the group. This leadership style is characterized by the ability to inspire and motivate team members to exceed their expected performance and foster an environment of trust and productivity.

Answer 117

based on the idea that certain individuals possess inherent characteristics that make them more suited for leadership. Early research on this theory identified traits such as intelligence, self-confidence, dominance, and high energy as distinguishing leaders from non-leaders. This perspective assumes leadership ability is largely innate rather than developed.

Answer 118

suggests that leadership effectiveness depends on adapting style to specific situations rather than relying on fixed traits.

Answer 119

focuses on inspiring and engaging followers to create meaningful change rather than simply possessing certain leadership traits.

Answer 120

emphasizing learned behaviors rather than inherent traits.

Answer 121

Prohibits discrimination against job applicants on the basis of national origin or citizenship and establishes penalties for hiring undocumented workers. 1st violation is subject to a fine of a minimum of $250 and max of $2000 for each unauthorized employee. 2nd violation: minimum of 2000 and max of 5000.

Answer 122

to regulate how consumer credit information is collected, disseminated, and used. In employment, the FCRA requires employers to notify job candidates in writing when a credit report may be used in hiring decisions and to obtain written consent before conducting the check. If adverse action is taken based on the report, the employer must provide the candidate with a copy of the report and a summary of their rights. Under the Fair Credit Reporting Act (FCRA), individuals who are notified of adverse action being taken against them by an organization due to a credit report are entitled to present information within ""a reasonable period of time"" that disputes the information contained in the report. If they are able to prove that the organization did not comply with the FRCA, they may sue for financial rewards and damages, but they are not automatically entitled to compensation. "

Answer 123

also known as the FACT Act, is a federal law enacted by the U.S. Congress in 2003 to amend the Fair Credit Reporting Act passed in 1970. Its purpose was to enhance consumer protections, particularly with regard to identity theft. The best-known feature of the act is that it allows consumers free access to their credit reports at least once a year. Frees employers who use 3rd parties to conduct workplace investigations from the consent and disclosure requirements of the Fair Credit Reporting Act in certain cases

Answer 124

Immigration policy in the United States that allows certain individuals who came to the country as undocumented immigrants as children to receive a renewable two-year period of deferred action from deportation and eligibility for work permits.

Answer 125

Requires contractors and subcontractors performing federally funded construction contracts to pay their laborers and mechanics at rates not less than those prevailing in the locality for similar work. It applies to contracts exceeding $2,000 for the construction, alteration, or repair of public buildings or public works financed in whole or in part by federal funds.

Answer 126

Sets minimum wage and working conditions for employees working on contracts for the manufacture or furnishing of materials, supplies, articles, or equipment to the U.S. government. It applies to contracts exceeding $15,000 and covers various labor standards, including minimum wage, maximum hours, child labor provisions, and safety and health standards.

Answer 127

"Establishes minimum wage, overtime pay, youth employment, and recordkeeping standards affecting full- and part-time workers in the private sector and in federal, state, and local governments Each individual employee must qualify for one of the specific exemptions provided by the FLSA to be excluded from the minimum wage and overtime pay requirements of the law. In general, they must meet certain tests regarding their job duties and must be paid on a salary basis at not less than $684 per week." requires employers to retain payroll-related computational records, such as time cards, piecework tickets, wage rate tables, and work schedules, for a minimum of two years from the date of the last entry.

Answer 128

Prohibits wage discrimination by requiring equal pay for equal or "substantially equal" work performed by men and women

Answer 129

"The McNamara-O'Hara Act requires contractors and subcontractors performing services on prime contracts in excess of $2,500 to pay service employees prevailing wage rates and fringe benefits. It covers a wide range of services contracted by the U.S. government, including janitorial, maintenance, security, and information technology services. The McNamara-O'Hara Service Contract Act applies to various service contracts with the federal government, including IT services, janitorial services, security services, and more. Contractors and subcontractors must adhere to the act's provisions to provide fair wages and benefits to service employees working on covered contracts. The specific wage rates are determined based on the prevailing rates in the locality for similar services."

Answer 130

sets standards for pension and health plans Protects employees covered by a pension plan from losses in benefits due to job changes, plant closings, bankruptcies, or management Minimum eligibility requirement for employer-sponsored 401k plan is 21 years of age working atleast 12 months."

Answer 131

Part of the Affordable Care Act (ACA), this provision requires employers to provide reasonable break time and a private, non-bathroom space for nursing mothers to express breast milk during the workday for up to one year after the child's birth.

Answer 132

"Creates a rolling time frame for filing wage discrimination claims and expands plaintiff field beyond employee who was discriminated against 15+ employees"

Answer 133

U.S. Supreme Court ruled that claims of sex discrimination in pay under Title VII were not timely because discrimination charges were not filed with the EEOC within the required 180-day time frame

Answer 134

"Protected and encouraged the growth of the union movement, established workers' rights to organize and bargain collectively with employers. - Employees: The NLRA primarily protects private-sector employees' rights to engage in collective bargaining, form, join, or assist labor organizations (unions), and engage in concerted activities for mutual aid or protection. - Employers: The NLRA also outlines certain rights and restrictions for employers, prohibiting unfair labor practices that interfere with employees' rights to organize and engage in collective bargaining. Prohibits employers from engaging in ULPs helps unions" In summary, the NLRA and LMRA primarily protect the rights of private-sector employees to organize, engage in collective bargaining, and participate in concerted activities for mutual aid or protection. The NLRA focuses on establishing the framework for collective bargaining and the rights of both employees and employers. The LMRA, as an amendment, provides additional provisions and modifications to address specific issues in labor relations and ensure fairness in the interactions between unions, employees, and employers. Both acts aim to create a balanced and equitable system for labor relations in the United States. ## Footnote In summary, the NLRA and LMRA primarily protect the rights of private-sector employees to organize, engage in collective bargaining, and participate in concerted activities for mutual aid or protection. The NLRA focuses on establishing the framework for collective bargaining and the rights of both employees and employers. The LMRA, as an amendment, provides additional provisions and modifications to address specific issues in labor relations and ensure fairness in the interactions between unions, employees, and employers. Both acts aim to create a balanced and equitable system for labor relations in the United States.

Answer 135

"Imposed several restrictions and requirements on unions. Addresses the relationship between labor unions and employers, introducing regulations and restrictions to maintain a balance of power. - Employees: The LMRA, as an amendment to the NLRA, further defines and modifies certain aspects of labor relations. It introduces additional protections for employees, such as the right to refrain from union activities, protection against certain unfair labor practices by unions, and the right to engage in secondary boycotts. - Employers: The LMRA places restrictions on certain union activities, such as secondary boycotts and strikes, to achieve a balance in labor relations. Prohibits Unions from enging in ULPs Helps employers" ## Footnote In summary, the NLRA and LMRA primarily protect the rights of private-sector employees to organize, engage in collective bargaining, and participate in concerted activities for mutual aid or protection. The NLRA focuses on establishing the framework for collective bargaining and the rights of both employees and employers. The LMRA, as an amendment, provides additional provisions and modifications to address specific issues in labor relations and ensure fairness in the interactions between unions, employees, and employers. Both acts aim to create a balanced and equitable system for labor relations in the United States.

Answer 136

Address issues of internal union affairs, protect the rights of union members, and promote transparency in union operations. This law governs the relationship between union and its members, grants those individuals certain rights, and safegaurds their interests by fostering democratic practices within labor unions

Answer 137

Norris-LaGuardia Act provides legal protections for organized labor and workers by limiting the circumstances under which federal courts can issue injunctions in labor disputes. It reflects a policy stance that recognizes and supports the rights of workers to organize and engage in collective action without facing immediate legal constraints. Members of labor unions should have the freedom to associate with whoever they choose, without their employers having a say. Prohibits yellow dog contracts (an agreement where employees promise employers that they would not join unions)

Answer 138

ECPA protects the privacy of electronic communications, including wire, oral, and electronic transmissions. It regulates the interception of communications and unauthorized access to stored communications.

Answer 139

Prevents private employers from requiring applicants or employees to take a polygraph test for preemployment screening or during the course of employement, with certain exemptions (Federal, state, local government employers, pharmacy workers)

Answer 140

US labor relations case that dealt with the right of a unionized employee to have another person present during certain investigatory interviews

Answer 141

This Supreme Court case addressed the rights of non-employee union organizers to access an employer's private property. The ruling favored the employer's right to exclude non-employees. The decision primarily addressed the rights of employers to control access to their private property.

Answer 142

"Standards employers must meet to gaurantee the health and safety of their employees. Employees can expect OHSA to complete investigations of employer discrimination within 90 days. Employee must file a complaint with EEOC, if they do not find a reasonable cause for the complaint, the employee will have the right to sue. "

Answer 143

A statement in the US Occupational Safety and Health Act that requires employers subject to OHSA to provide employees with a safe and healthy work environment. A company violates General Duty Clause by failing to recognize or prevent a hazard that is likely to cause injury or death

Answer 144

"Establish drug-free workplaces and implement drug-free awareness programs 15+ employees"

Answer 145

"Prohibits discrimination based on race, color, religion, sex, and national origin. Workplace harassment is prohibited by Title VII of the Civil Rights Act of 1964. 15+ employees"

Answer 146

It protects employees from discrimination based on race, color, religion, sex, or national origin when working on federal contracts.

Answer 147

"Prohibits age discrimination (40 or older) Applies to organizations with 20 or more employees, unions with 25 or more members"

Answer 148

Benefits offered to older workers must be equal to benefits offered to younger workers. Employee's waiver of the right to due for age discrimination must meet in order to be upheld by court.

Answer 149

"The act granted the EEOC the authority to file lawsuits against employers on behalf of individuals who have been victims of discrimination. Applies to organizations with 15 or more employees. "

Answer 150

Prohibits discrimination based on disability in programs and activities conducted by federal agencies, federal employment, and by federal contractors.

Answer 151

prohibits federal contractors and subcontractors from discriminating against protected veterans and requires affirmative action in their employment and advancement.

Answer 152

The guidelines provide a framework for employers to follow in developing and using employment selection procedures, ensuring fairness and preventing discriminatory practices. It protects job applicants and employees by promoting fair and non-discriminatory employment selection procedures.

Answer 153

"Prohibits discrimination against individuals on the basis of their genetic information in both employment and health insurance Applies to 15 or more employees"

Answer 154

Prohibits federal contractors and subcontractors from discriminating on the basis of sexual orientation and gender identity.

Answer 155

Griggs v. Duke Power Co. is a landmark U.S. Supreme Court case that established the principle of disparate impact discrimination. It ruled that employment practices that disproportionately affect a protected group can be considered discriminatory unless justified by business necessity. It protects individuals from discriminatory employment practices that have a disproportionate impact on certain protected groups.

Answer 156

US case that stated that employer may not refuse to hire women with preschool aged children while hiring men with such children

Answer 157

This U.S. Supreme Court case established the framework for proving claims of disparate treatment in employment discrimination cases. It protects individuals from intentional discrimination in employment based on characteristics such as race, sex, or other protected attributes.

Answer 158

"Provides individuals and dependents who may lose health-care coverage with opportunity to pay to continue coverage. Dependents are eligible for 36 months of continuation 20+ employees"

Answer 159

"Provides employees with up to 12 weeks of unpaid leave to care for family members or because of a serious health condition of the employee. The FMLA entitles a covered employee to take up to 12 weeks of unpaid leave in a 12-month period for the birth or adoption of a child or the serious health condition of the employee or the employee’s child, spouse, or parent. In most cases, employees must be returned to the same job or one with equivalent status, pay, and benefits. Applies to employers witth 50 or more employees. To be eligible, employee must work atleast 12 months, or 1,250 hours. Must work at a site within 75 miles of which 50 or more employees work. "

Answer 160

Expanded FMLA leave for employees with family members who are covered members of the military

Answer 161

USERRA protects the employment and reemployment rights of individuals who serve in the uniformed services, including the National Guard and Reserves.

Answer 162

"Requires virtually all citizens and legal residents to have minimum health coverage and requires employers with more than 50 full-time employees to provide health coverage that meets minimum benefit specifications or pay a penalty of $2k per employee Under the PPACA, employers are required to provide plan participants and beneficiaries with a summary of benefits and coverage prior to enrollment or reenrollment. The requirement to provide notices of material changes is 60 days in advance of the effective date of change, and the requirement for coverage of adult dependents is 26 years of age."

Answer 163

"Employers must provide full-time employees w/ minimum health insurance coverage (or face a fine of $2k per employee. Employers w/ fewer than 25 employees will receive a tax credit if they provide health insurance to their workers. 50+ employees"

Answer 164

Same-sex couples in states where same-sex marriage was legal gained access to federal benefits and were entitled to the same legal recognition as opposite-sex couples.

Answer 165

EEOC v. Verizon involves a settlement where Verizon agreed to pay $20 million to resolve a lawsuit alleging disability discrimination. The case highlighted the importance of reasonable accommodations for employees with disabilities. It protected individuals with disabilities from discriminatory practices in employment, emphasizing the need for reasonable accommodations.

Answer 166

NFIB v. Sebelius protected individuals by upholding the Affordable Care Act's key provisions, ensuring access to healthcare coverage and addressing constitutional questions related to the individual mandate. The individual mandate requires most non-exempt individuals without employer or government health insurance to buy private coverage. Those not complying face a penalty to the IRS, considered constitutional by the Court as a legitimate exercise of Congress's taxing power.

Answer 167

Type of liability insurance covering an organization against claims by employees, former employees, and employment candidates alleging that their legal rights in the employment relationship have been violated

Answer 168

BFOQ is a legal exception that allows employers to make employment decisions based on protected characteristics (e.g., sex, religion) if those characteristics are essential to the job. It protects employers who can demonstrate that a specific protected characteristic is a legitimate requirement for performing a particular job.

Answer 169

"""This for that"" or ""Something for something"" Harassment when employee is forced to choose between giving in to a superior's sexual demands and forfeiting a benefit"

Answer 170

SOX aims to prevent corporate fraud by establishing internal controls and procedures. It includes rules for defined contribution plans and protects whistleblowers from adverse employment actions. Whistleblower protection

Answer 171

a cognitive bias where an individual's positive trait, such as charm or eloquence, disproportionately influences the overall evaluation of their abilities, potentially overshadowing other critical competencies. This bias can lead to skewed hiring decisions if not recognized and mitigated during the interview process.

Answer 172

protects employees’ electronic communications from unauthorized interception but does not address labor rights.

Answer 173

Relationship Management, Communication and Global Mindset

Answer 174

⊲ Operating in a Culturally Diverse Workplace ⊲ Operating in a Global Environment ⊲ Advocating for a Culturally Inclusive and Diverse Workplace

Answer 175

Business Acumen, Consultation and Analytical Aptitude

Answer 176

Process improvement that are continuous and incremental

Answer 177

1. Determine aggressive estimates 2. construct a schedule based on late starts 3. determine critical chain 4. figure out where buffers are needed 4.1 Feeder - lodged before first activity 4.2 Project - Single buffer added to the whole schedule just before deadline 4.3 Resource - inserted just before critical chain event where a critical resource is required 5. determine amount of cushion 6. add the buffers to the schedule

Answer 178

Define, Measure, Analyze, Improve, Control

Answer 179

Evaluating whether the test is truly capturing concept of intelligence (Assessing whether a leadership assessment truly captures the qualities and attributes associated with effective leadership.)

Answer 180

ex. Assessing how well the test predicts job performance or success in the role (The focus is on establishing a connection between the assessment scores and on-the-job success.)

Answer 181

Assesses how well a new measurement tool compares to existing measurement tool

Answer 182

measurement tool that accurately predicts future performance or behavior (ex. College admission test)

Answer 183

High Validity. Validity indicates that there is linkage between test performance and job performance-that the test is measuring what it is intended to measure. ● Validity is the most important aspect of a selection test that successfully measures essential job related skills and abilities.

Answer 184

state of involvement during a period of change or transition, where individuals may be adapting to new circumstances or roles.

Answer 185

Leader creates strong relationship with team and encourages feedback. Team is motivated by loyalty.

Answer 186

Leader sets a model for high performance standards and challenges follows to meet these expectations

Answer 187

leaders rely on organizational rules, policies, and procedures

Answer 188

leadership theory that you are born a leader

Answer 189

Leadersship theory that leaders influence team through certain behaviors

Answer 190

prohibits contractors from requiring employees to give up a portion of their wages and works in conjunction with the Davis-Bacon Act but does not establish prevailing wage requirements.

Answer 191

Workforce planning is a strategic process that involves analyzing and forecasting an organization's current and future workforce needs to ensure it has the right talent to achieve its business goals. It encompasses identifying skill gaps, planning for future hiring, and aligning workforce capabilities with organizational objectives.

Answer 192

Supply analysis is the assessment of an organization's current workforce to determine if it meets the present and future needs of the business. It involves evaluating the skills, competencies, and numbers of employees available to fulfill organizational roles.

Answer 193

Trend and ratio analysis projection uses historical workforce data and key metrics to predict future workforce needs. This approach helps organizations anticipate changes in workforce demand by analyzing patterns and ratios, such as employee-to-output ratios, over time.

Answer 194

examines employee attrition rates to inform hiring and retention strategies.

Answer 195

The ADAAA is a 2008 amendment to the original Americans with Disabilities Act (ADA) that broadens the definition of disability, ensuring greater protection against discrimination for individuals with impairments, even if they are mitigated by measures like medication or assistive devices.

Answer 196

A structured approach used by organizations to transition individuals, teams, and the organization from a current state to a desired future state, ensuring that changes are smoothly and successfully implemented to achieve lasting benefits.

Answer 197

A matrix organizational structure is a system where employees report to multiple managers, often from different departments, creating a dual chain of command. This structure is designed to enhance cross-functional collaboration but can lead to conflicting priorities and resource allocation challenges. ## Footnote creates a dual chain of command. is commonly used in organizations requiring cross-functional collaboration but can pose challenges in aligning goals across different leadership lines.

Answer 198

That it can increase a leader's sensitivity to the needs of others. This experience can foster empathy, emotional intelligence, and a deeper understanding of employees’ personal and professional challenges. It also teaches leaders how to manage situations beyond their control, recognize limitations, and develop coping mechanisms that enhance their leadership effectiveness.

Answer 199

requires all dependent children to have a Social Security number to be claimed as dependents on income tax returns. This regulation was implemented to reduce fraudulent claims and ensure proper tax reporting. By requiring a Social Security number, the law prevents individuals from claiming non-existent or ineligible dependents, helping to maintain tax compliance and fairness.

Answer 200

is the opposite of turnover, measuring the percentage of employees who stay with the company over a given time frame.

Answer 201

the official journal of the United States government that publishes proposed and final administrative regulations of federal agencies. It serves as a critical resource for HR departments to monitor potential regulatory changes and participate in the public comment process to influence employment-related policies.

Answer 202

There is no federal law mandating holiday pay for private sector. State laws vary and many have no law requiring this at all.

Answer 203

Total rewards refer to the comprehensive strategy that organizations use to attract, retain, and motivate employees through a combination of monetary and non-monetary incentives. This includes base salary, variable pay (such as bonuses and incentives), benefits (such as health insurance and retirement plans), and work-life balance programs (such as flexible work arrangements and wellness initiatives). Total compensation, while related, focuses only on direct and indirect financial compensation, excluding elements like professional development and work-life balance.

Answer 204

Political, Economic, Social, Technological, Legal, and Environmental—analysis is a strategic tool used to evaluate external factors that can impact an organization’s goals and decision-making. It allows organizations to anticipate risks, identify opportunities, and align their strategy with external trends, ensuring long-term sustainability and competitiveness.

Answer 205

enables employers to offer up to $5,250 annually in educational assistance as a tax-free benefit.

Answer 206

prioritizes the customer experience by embedding core values into everyday operations, including hiring, training, and performance management. Organizations that successfully build this culture ensure employees understand and consistently uphold service excellence.

Answer 207

focuses on internal workforce policies, compliance, and employee relations

Answer 208

decentralized decision-making, allowing subsidiaries to operate independently and tailor their strategies to meet the unique cultural, regulatory, and economic needs of local markets.

Answer 209

mphasizes centralized control, where a company standardizes its products and business practices across all international markets to achieve economies of scale and consistency.

Answer 210

blends elements of global and multidomestic strategies, balancing efficiency with local responsiveness.

Answer 211

involves exporting products or services with minimal customization for different markets, relying on the home country's business model and maintaining limited local decision-making.

Answer 212

Specific, Measurable, Achievable, Relevant, Time-bound, Evaluated, Revised SMARTER is an extension of the original SMART goal framework that incorporates two additional elements: Evaluated and Revised. These components emphasize continuous assessment and adaptation, ensuring that goals remain aligned with the company's mission and strategic priorities.

Answer 213

Collaborative, Limited, Emotional, Appreciable, Refineable emphasizes emotional engagement and flexibility

Answer 214

Frequent, Ambitious, Specific, Transparent

Answer 215

Career mapping is the strategic process of identifying an individual's long-term career goals and creating a structured plan to achieve them. It involves assessing skills, interests, and opportunities to align personal aspirations with organizational objectives. Career pathing outlines the specific roles and steps an employee must take to advance within an organization. It provides a clear trajectory for career progression, detailing the necessary skills and experiences required for each stage of advancement.

Answer 216

offers prospective employees an honest and comprehensive depiction of a job's responsibilities, challenges, and work environment before they accept a role. This helps candidates make informed decisions and sets accurate expectations.

Answer 217

aka hierarchical corporate culture or traditional corporate culture, is characterized by a strong chain of command, formal dress codes, and a focus on structure, efficiency, and performance metrics. Organizations with this type of culture often emphasize stability, risk mitigation, and clear procedures to achieve business goals.

Answer 218

A dynamic and flexible culture that encourages innovation, creativity, and risk-taking, often with less emphasis on formal structures and procedures.

Answer 219

emphasizes collaboration, employee well-being, and a family-like atmosphere, prioritizing open communication and teamwork over hierarchy.

Answer 220

An organizational structure with few or no levels of middle management, promoting decentralized decision-making and flexibility.

Answer 221

developed by Malcolm Knowles, describes how adults learn differently from children. It emphasizes that adult learners are typically self-directed, motivated by real-world outcomes, and learn best when their personal experiences are acknowledged and used in the training. This theory helps HR leaders tailor development programs that are more engaging and effective for working professionals.

Answer 222

A learning technique focused on repetition and memorization without understanding the underlying concepts, often less effective for adult learners.

Answer 223

refer to the nonwage compensations provided by employers to employees, which supplement their base salary. These benefits often include health insurance, retirement plans, paid time off, and educational assistance, aimed at enhancing employee satisfaction and retention.

Answer 224

appraisal bias where the evaluator gives more weight to an employee's initial performance, potentially overlooking improvements or declines that occur later in the evaluation period. This can result in a skewed perception of the employee's capabilities.

Answer 225

A tendency for an evaluator to consistently give lower performance ratings than warranted, regardless of the actual performance. This can demoralize employees and fail to recognize their true contributions.

Answer 226

A cognitive bias in performance evaluations where a single negative trait or event disproportionately influences the overall assessment, leading to an unfairly low rating that does not accurately reflect the employee's overall performance.

Answer 227

governs immigration policies in the U.S., including naturalization and visa categories

Answer 228

refers to a cautious and selective approach to globalization, where governments impose restrictions on foreign businesses to protect local industries and maintain national interests. This is often seen in developing nations that are wary of overreliance on multinational corporations and seek to balance economic growth with local enterprise protection.

Answer 229

is the belief that one’s own culture or nation is superior to others

Answer 230

efers to a broader ideology supporting cross-border business and investment

Answer 231

describes an approach where nations adopt specific aspects of globalization while rejecting others

Answer 232

Classify the area/situation as imminent danger

Answer 233

A willingness to make decisions and ensuring decision quality

Answer 234

a metric that compares an employee's current salary to the midpoint of their designated pay range, expressed as a percentage. It helps determine whether an employee's pay aligns with the company's compensation strategy. A comp-ratio of 100% means the employee is paid exactly at the midpoint, while ratios below or above 100% indicate whether an employee’s pay is below or above the target range, respectively.

Answer 235

a flexible work arrangement where two employees share the responsibilities of a single full-time position, each working part-time hours to collectively fulfill the role's duties.

Answer 236

involves dividing a single full-time role into two distinct part-time positions, each with separate responsibilities. Unlike job sharing, job splitting assigns different tasks to each employee, creating two unique roles from one original position.

SHRM Flashcards

(266 cards)