PHCLE Study Guide with 100% Correct Solutions
SWOT analysis - ANSWER an analysis tool or protocol for analyzing Strengths,
Weaknesses, Opportunities, and Threats for a process, project or initiative
transactional HR - ANSWER day to day functions or operations needed to support the
organizations general function
values - ANSWER behaviors, beliefs, actions, knowledge, skills, or abilities the
organization values above all others
vision - ANSWER a statement regarding what the organization wishes to achieve
or become
adverse impact - ANSWER a significantly different rate of selection in hiring,
promotion, or other employment decisions that negatively and disproportionately
impacts members of a specific race, gender or ethnic group
adverse impact analysis - ANSWER also known as the 4/5ths or 80 percent rule,
this analysis is used to assess disparate impact in employment practices
break even analysis - ANSWER find the number of units needed for zero loss or
profit (fixed costs/ (price per unit - variable cost per unit)
bullying - ANSWER repeated, aggressive behaviors that intentionally cause harm
to another person
,collective bargaining - ANSWER the negotiation of contracts between a representatives
of workers and employers
CBA - ANSWER a labor contract between a unionized group of employees and
their employer
compliance risk - ANSWER an organizations potential exposure to material, financial,
and other losses due to violations of law, policies, and organizational processes
cost benefit analysis - ANSWER allows and organization to decide if the benefits
a program or project brings outweighs the expense or costs
data goverance - ANSWER the process of setting and implementing internal
standards around the use, flow, accessibility and management of data
disparate treatment - ANSWER an employment decision, practice or policy
that intentionally disadvantages members of protected class
employment law - ANSWER federal employment laws, case law, rules, guidelines,
and enforcement agencies as well as their implications for practice in human capital
management
equal employment opportunity comission - ANSWER body that oversees the federal
laws that protect employees and job applicants against discrimination
feasibility analysis - ANSWER the following are four primary techniques for
conducting feasibility analyses 1) total cost calculation 2) cost benefit analysis 3)
return on investment and 4) break even analysis
, harassment - ANSWER harmful unwanted or bullying behavior that is based on
protected class status such as race or gender
interest based bargaining - ANSWER negotiation strategy in which parties collaborate
to develop mutually beneficial agreements
national labor relations board - ANSWER quasi judicial body established by the
national labor relations act
negotiation - ANSWER the deliberative process two or more parties entering into
an agreement or seeking a solution or resolution to an issue or situation
overall risk - ANSWER place incidents on a matrix based on level of impact and
likelihood of occurrence
positional bargaining - ANSWER negotiation strategy that involves holding to a fixed
idea or position
qualitative risk assessment - ANSWER risk analysis approaches that involve
intangible assessments
quantitative risk assessment - ANSWER involves using math and data to understand risl
relative risk - ANSWER identify potential risks/threats to the organization and
prioritize them based on their impact and likelihood of occurrence
return on investment - ANSWER calculates the benefits/earnings from the investment
as a percentage or ratio of the original amount invested
(benefits-costs)/costs
SWOT analysis - ANSWER an analysis tool or protocol for analyzing Strengths,
Weaknesses, Opportunities, and Threats for a process, project or initiative
transactional HR - ANSWER day to day functions or operations needed to support the
organizations general function
values - ANSWER behaviors, beliefs, actions, knowledge, skills, or abilities the
organization values above all others
vision - ANSWER a statement regarding what the organization wishes to achieve
or become
adverse impact - ANSWER a significantly different rate of selection in hiring,
promotion, or other employment decisions that negatively and disproportionately
impacts members of a specific race, gender or ethnic group
adverse impact analysis - ANSWER also known as the 4/5ths or 80 percent rule,
this analysis is used to assess disparate impact in employment practices
break even analysis - ANSWER find the number of units needed for zero loss or
profit (fixed costs/ (price per unit - variable cost per unit)
bullying - ANSWER repeated, aggressive behaviors that intentionally cause harm
to another person
,collective bargaining - ANSWER the negotiation of contracts between a representatives
of workers and employers
CBA - ANSWER a labor contract between a unionized group of employees and
their employer
compliance risk - ANSWER an organizations potential exposure to material, financial,
and other losses due to violations of law, policies, and organizational processes
cost benefit analysis - ANSWER allows and organization to decide if the benefits
a program or project brings outweighs the expense or costs
data goverance - ANSWER the process of setting and implementing internal
standards around the use, flow, accessibility and management of data
disparate treatment - ANSWER an employment decision, practice or policy
that intentionally disadvantages members of protected class
employment law - ANSWER federal employment laws, case law, rules, guidelines,
and enforcement agencies as well as their implications for practice in human capital
management
equal employment opportunity comission - ANSWER body that oversees the federal
laws that protect employees and job applicants against discrimination
feasibility analysis - ANSWER the following are four primary techniques for
conducting feasibility analyses 1) total cost calculation 2) cost benefit analysis 3)
return on investment and 4) break even analysis
, harassment - ANSWER harmful unwanted or bullying behavior that is based on
protected class status such as race or gender
interest based bargaining - ANSWER negotiation strategy in which parties collaborate
to develop mutually beneficial agreements
national labor relations board - ANSWER quasi judicial body established by the
national labor relations act
negotiation - ANSWER the deliberative process two or more parties entering into
an agreement or seeking a solution or resolution to an issue or situation
overall risk - ANSWER place incidents on a matrix based on level of impact and
likelihood of occurrence
positional bargaining - ANSWER negotiation strategy that involves holding to a fixed
idea or position
qualitative risk assessment - ANSWER risk analysis approaches that involve
intangible assessments
quantitative risk assessment - ANSWER involves using math and data to understand risl
relative risk - ANSWER identify potential risks/threats to the organization and
prioritize them based on their impact and likelihood of occurrence
return on investment - ANSWER calculates the benefits/earnings from the investment
as a percentage or ratio of the original amount invested
(benefits-costs)/costs
