| A | B |
|---|
| Of all the resources used by a business, probably the most important to its success is its | people |
| Another name for human resources management | personnel management |
| HR provides training in an organization when | an employee is first hired |
| HR provides training in an organization when | an employee is promoted or transferred |
| HR provides training in an organization when | layoffs occur, to help employees prepare for new jobs |
| The rate at which people enter and leave employment in a business during a year | employee turnover rate |
| Job descriptions and job specifications are used in the employment process to | provide information to applicants so they can understand the job for which they are applying |
| Employees may be transferred after a clear violation of company rules or inappropriate work behavior | NOT an appropriate use for a job transfer |
| The federal law that prescribes standards for wages and overtime pay | Fair Labor Standards Act |
| Medicare provides retirees with these benefits | prescription drug coverage |
| Providing confidential personal problem-solving, counseling, and support services for employees | employee assistance |
| Employers are expected to make reasonable accommodations in work procedures, facilities, and equipment | Americans with Disabilities Act |
| Provided protection from employment discrimination by federal law | age, gender, citizenship status |
| What comes first in the employment process? | preparing a job description and job specification |
| State-managed program that provides temporary income to individuals who have been laid off from their jobs | unemployment insurance |
| Advancement of an employee within a company to a position with more authority and responsibility | promotion |
| Employer-provided insurance for the death, injury, or illness of employees that result from their work | workers' compensation |
| Temporary or permanent reduction in the number of employees because of a change in business conditions | layoff |
| Performance feedback gathered from a broad range of people with whom an employee works rather than from just the employee's manager | 360-degree feedback |
| Seeks new employees from outside of the organization | external recruitment |
| List of qualifications a worker needs to do a specific job | job specification |
| All activities involved with acquiring, developing, and compensating the people who do the company's work | human resources management |
| Supplemental health insurance for retirement-age people and others with specified disabilities | Medicare |
| Social insurance program funded through payroll contributions | Social Security |
| This act prohibits discrimination in hiring, training, and promotion on the basis of race, ethnicity, gender, religion, or national origin | The Civil Rights Act |
| This act prohibits unequal pay for men and women who are doing substantially the same work | Equal Pay Act |
| The process of looking within the organization for employees to fill open positions | internal recruitment |
| Number of replacement employees hired / Average number of employees = Turnover Rate | Replacement Method |
| Number of employees terminated / Average number of employees = Turnover Rate | Termination Method |
| Businesses that actively recruit, evaluate, and help people prepare for and locate jobs | employment agencies |
| As a final step in the employment process, the human resources department should | complete a follow-up to see if the right employee was hired |
| A list of the basic tasks that make up a job | job description |
