PHCLE Flashcards Quizzes with 100%
Correct Solutions
PESTLE analysis - ANSWER An analysis tool or protocol for analyzing Political,
Economical, Sociocultural, Technical, Legal, and Environmental factors. Reviewing
these external factors enables organizations to assess their influence on processes,
projects, or initiatives.
Strategic HR - ANSWER HR/human capital functions that concern the overall strategic
direction of the organization. Decisions are focused on long-term goals and are aligned
with organizational priorities.
Strategic planning - ANSWER A process by which organizations identify their goals, the
actions needed to achieve those goals, and how success will be measured. As part of
effective strategic planning, human capital leaders are included in both planning and
implementation.
Strategy - ANSWER A plan or method that enables an organization to achieve its long-
term goals.
SWOT analysis - ANSWER An analysis tool or protocol for analyzing Strengths,
Weaknesses, Opportunities, and Threats for a process, project, or initiative. It
supports planning, development, and decision-making efforts. It is important to
remember that Strengths and Weakness are meant to be about the organization
internally while Opportunities and Threats examine factors (e.g., peoples, practices,
environment) external to the organization.
Transactional HR - ANSWER Day-to-day functions or operations needed to support
the organization's general function.
,Values (or code of ethics) - 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 (or disparate impact) - ANSWER 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 is unintentional discrimination, compared to disparate treatment,
which is intentional.
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 (e.g., hiring,
promotions).
Break-even analysis - ANSWER Find the number of units needed for zero loss or profit.
(Formula: Break-even point = fixed costs / (price per unit - variable cost per unit; Format
of result: # of units)
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.
Collective bargaining agreement (CBA) - ANSWER A labor contract between a
unionized group of employees and their employer.
,Compliance risk - ANSWER An organization's potential exposure to material, financial,
and other losses due to violations of laws, policies, and organizational processes.
Cost-benefit analysis - ANSWER Allows an organization to decide if the benefits a
program or project brings outweighs the expenses or costs. (Formula: Benefits - costs;
Format of result: dollar value)
Data governance - ANSWER 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 a protected class. Compared to adverse impact,
which is unintentional discrimination, disparate treatment is intentional.
Employment law - ANSWER Federal employment laws, case law, rules, guidelines,
and enforcement agencies, as well as their implications for practice in human capital
management such as:
o Department of Labor Employment Laws
§ Wages and Hours Worked
• Minimum Wage and Overtime Pay - Fair Labor Standards Act• Wage Garnishment
- Consumer Credit Protection Act
• Child Labor Protections (Nonagricultural Work) - Fair Labor Standards Act -Child Labor
Provisions
• Workers with Disabilities for the Work Being Performed - Fair Labor Standards Act -
Section 14(c) Safety & Health Standards
Equal Employment Opportunity Commission (EEOC) - 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. Also referred to as integrative bargaining and
win-win bargaining.
National Labor Relations Board (NLRB) - ANSWER Quasi-judicial body established by
the National Labor Relations Act
Negotiation (or bargaining) - 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 (e.g.,
moderate, minor, none) and likelihood of occurrence (likely, possible, unlikely). This
then allows the organization to assign an overall risk rating and (e.g., high, medium,
low), and manage each risk in the appropriate way.
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. Methods include consulting with subject-matter experts and using a risk
matrix
Correct Solutions
PESTLE analysis - ANSWER An analysis tool or protocol for analyzing Political,
Economical, Sociocultural, Technical, Legal, and Environmental factors. Reviewing
these external factors enables organizations to assess their influence on processes,
projects, or initiatives.
Strategic HR - ANSWER HR/human capital functions that concern the overall strategic
direction of the organization. Decisions are focused on long-term goals and are aligned
with organizational priorities.
Strategic planning - ANSWER A process by which organizations identify their goals, the
actions needed to achieve those goals, and how success will be measured. As part of
effective strategic planning, human capital leaders are included in both planning and
implementation.
Strategy - ANSWER A plan or method that enables an organization to achieve its long-
term goals.
SWOT analysis - ANSWER An analysis tool or protocol for analyzing Strengths,
Weaknesses, Opportunities, and Threats for a process, project, or initiative. It
supports planning, development, and decision-making efforts. It is important to
remember that Strengths and Weakness are meant to be about the organization
internally while Opportunities and Threats examine factors (e.g., peoples, practices,
environment) external to the organization.
Transactional HR - ANSWER Day-to-day functions or operations needed to support
the organization's general function.
,Values (or code of ethics) - 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 (or disparate impact) - ANSWER 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 is unintentional discrimination, compared to disparate treatment,
which is intentional.
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 (e.g., hiring,
promotions).
Break-even analysis - ANSWER Find the number of units needed for zero loss or profit.
(Formula: Break-even point = fixed costs / (price per unit - variable cost per unit; Format
of result: # of units)
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.
Collective bargaining agreement (CBA) - ANSWER A labor contract between a
unionized group of employees and their employer.
,Compliance risk - ANSWER An organization's potential exposure to material, financial,
and other losses due to violations of laws, policies, and organizational processes.
Cost-benefit analysis - ANSWER Allows an organization to decide if the benefits a
program or project brings outweighs the expenses or costs. (Formula: Benefits - costs;
Format of result: dollar value)
Data governance - ANSWER 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 a protected class. Compared to adverse impact,
which is unintentional discrimination, disparate treatment is intentional.
Employment law - ANSWER Federal employment laws, case law, rules, guidelines,
and enforcement agencies, as well as their implications for practice in human capital
management such as:
o Department of Labor Employment Laws
§ Wages and Hours Worked
• Minimum Wage and Overtime Pay - Fair Labor Standards Act• Wage Garnishment
- Consumer Credit Protection Act
• Child Labor Protections (Nonagricultural Work) - Fair Labor Standards Act -Child Labor
Provisions
• Workers with Disabilities for the Work Being Performed - Fair Labor Standards Act -
Section 14(c) Safety & Health Standards
Equal Employment Opportunity Commission (EEOC) - 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. Also referred to as integrative bargaining and
win-win bargaining.
National Labor Relations Board (NLRB) - ANSWER Quasi-judicial body established by
the National Labor Relations Act
Negotiation (or bargaining) - 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 (e.g.,
moderate, minor, none) and likelihood of occurrence (likely, possible, unlikely). This
then allows the organization to assign an overall risk rating and (e.g., high, medium,
low), and manage each risk in the appropriate way.
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. Methods include consulting with subject-matter experts and using a risk
matrix
