C202 Human Resources
🇬🇧
In Inglés
In Inglés
Practique preguntas conocidas
Manténgase al día con sus preguntas pendientes
Completa 5 preguntas para habilitar la práctica
Exámenes
Examen: pon a prueba tus habilidades
Pon a prueba tus habilidades en el modo de examen
Aprenda nuevas preguntas
Modos dinámicos
InteligenteMezcla inteligente de todos los modos
PersonalizadoUtilice la configuración para ponderar los modos dinámicos
Modo manual [beta]
El propietario del curso no ha habilitado el modo manual
Modos específicos
Aprende con fichas
elección múltipleModo de elección múltiple
Expresión oralResponde con voz
EscrituraModo de solo escritura
C202 Human Resources - Marcador
C202 Human Resources - Detalles
Niveles:
Preguntas:
70 preguntas
🇬🇧 | 🇬🇧 |
The organizational function responsible or attracting, hiring, developing, rewarding, and retaining talent | Human resource management |
Doing something differently from the competition that leads to outperformance and success. | Competitive advantage |
The sum of all of the rewards employees receive in exchange for their time, efforts, and performance. | Total rewards |
Compensation received in the form of salary, wages, commissions, stock options, or bonuses. | Direct financial compensation |
All the tangible and financially valued rewards that are not included in direct compensation, including free meals, vacation time, and health insurance | Indirect financial compensation |
Rewards and incentives given to employees that are not financial in nature, including intrinsic rewards received from the job itself or from the work environment | Nonfinancial compensation |
Defines how the firm will compete in its marketplace. | Business strategy |
A system of beliefs about how its employees should be treated | Talent philosophy |
Links the entire human resource function with the firm’s business strategy. | Human resource strategy |
Career development activities can help ensure that an organization has people ready to assume leadership positions as soon as they become available | Succession planning |
The norms, values, and assumptions of organizational members that guide members’ attitudes and behaviors. | Organizational culture |
Culture that emphasizes creativity, innovation, and risk taking. Electronic Arts and IDEO are examples of companies with entrepreneurial cultures | Entrepreneurial Culture |
During this phase of a merger- deciding which employees will be retained and which will be separated and developing retention | Integration phase of a merger |
During this phase of a merger- stakeholder satisfaction is addressed, the new culture is strengthened, and employee development plans are developed and implemented. | Post-close phase of a merger |
Focuses on hiring, retaining, developing, motivating, and making work assignments based on performance data and results. | Performance culture |
High-involvement or high-commitment organizations. | High-performance work systems |
Businesses showing concern for the common good and valuing human dignity. | Corporate social responsibility |
Considering the interests and opinions of all people, groups, organizations, or systems that affect or could be affected by the organization’s actions. | Stakeholder perspective |
A characteristic that is essential to the successful performance of a relevant job function. | Bona fide occupational qualification (BFOQ) |
Describes in detail the actions to be taken, procedures to be followed, and standards to be met when establishing an affirmative action program. | Affirmative action plans |
Groups underrepresented in employment. | Protected classes |
Employment preference given to a member of a protected group. | Preferential treatment |
Intentional discrimination based on a person’s protected characteristic. | Disparate treatment |
An employment practice has a disproportionate effect on a protected group, regardless of its intent. | Adverse impact |
When employment decisions and actions are not job-related, objective, or merit-based. | Unfair discrimination |
When only objective, merit-based, and job-related characteristics are used to determine employment-related decisions. | Fair discrimination |
Everyone feels respected and listened to, and everyone contributes to their fullest potential. | Inclusion |
A civil wrong in which an employer violates a duty owed to its customers or employees. | Workplace tort |
A characteristic that is essential to the successful performance of a relevant job function. | Bona fide occupational qualification |
Misrepresenting the job or organization to a recruit; also known as “truth in hiring" | Fraudulent recruitment |
Prohibits retaliation against employees seeking to unionize. | National Labor Relations Act of 1935 (The Wagner Act ) |
Establishes both a national minimum wage and overtime rules. | Fair Labor Standards Act (FLSA) of 1938 |
Prohibits wage discrimination on the basis of sex. | Equal Pay Act of 1963 |
Prohibits employment discrimination based on race, color, religion, sex, or national origin | Title VII of the Civil Rights Act of 1964 |
Protects people 40 years of age or older | Age Discrimination in Employment Act (ADEA) of 1967 |
Prohibits discrimination against qualified individuals with a disability. | Rehabilitation Act of 1973 |
Prohibits discrimination against and requires affirmative action for disabled veterans as well as other categories of veterans. | Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) (Amended in 2002 by the Jobs for Veterans Act) |
Prohibits discrimination for all employment-related purposes on the basis of pregnancy, childbirth, or related medical conditions. | Pregnancy Discrimination Act of 1978 |
Employers with group health plans and 20 or more employees in the prior year must offer continued health and dental insurance coverage to terminated employees for limited periods of time. | Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986 |
Employers with at least 100 employees must give at least 60 days’ notice to workers of plant closings or mass layoffs of 50 or more people (excluding part-time workers). | Worker Adjustment and Retraining Notification Act (WARN) of 1988 |
Prohibits discrimination of a qualified individual with or perceived as having a disability; focus on fair treatment and reasonable accommodation. | Americans with Disabilities Act of 1990 (Amended in 2008) |
Requires leave and job-return for personal or family medical reasons and for the care of newborn or newly adopted children. | Family and Medical Leave Act of 1993 |
Ensures that members of the uniformed services are entitled to return to their civilian employment after their service. | The Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994 |
Prohibits employers from discriminating against individuals based on the results of genetic testing when making hiring, firing, job placement, or promotion decisions. | Genetic Information Nondiscrimination Act of 2008 |
It amended the Wagner Act to clarify what are considered unfair labor practices by unions and employees. | National Labor Relations Act of 1947 (The Taft-Hartley Act) |
Outlined a bill of rights for union members and established procedures for union elections, discipline, and financial reporting. | Labor Management Reporting and Disclosure Act of 1959 (The Landrum-Griffin Act) |
Governs employment relations for airlines and railroads. | The Railway Labor Act |