PHR Prep

Adjunto:

• HRCI Glossary of Terms O-Z
• HRCI Glossary of Terms A-N

1. LMER

   Nota:

   • 20% Communication and Relationship Labor relations is the study and practice of managing unionized employment situations. In academia, labour relations is frequently a sub-area within industrial relations, though scholars from many disciplines--including economics, sociology, history, law, and political science--also study labor unions and labor movements. In practice, labor relations is frequently a subarea within human resource management. Courses in labor relations typically cover labor history, labor law, union organizing, bargaining, contract administration, and important contemporary topics.[
   1. Labor Union

      Adjunto:

      • PHR SPHR Labor Union Terminology
   2. EEO

      Adjunto:

      • EEO Terms
      1. Rehabilitation Act of 1973

         Nota:

         • The Rehabilitation Act of 1973, as amended, is a civil rights law that protects individuals with disabilities from discrimination. The Rehabilitation Act also provides for direct services to people with disabilities that help them to become qualified for employment.
         1. Section 501

            Nota:

            • prohibits discrimination on the basis of disability in Federal employment and requires the Federal Government to engage in affirmative action for people with disabilities Federal employers should ensure that their policies do not unnecessarily exclude or limit persons with disabilities because of a job's structure or because of architectural, transportation, communication, procedural, or attitudinal barriers.
            1. Affirmative action - repairing past discrimination
            2. Reasonable accommodations - restructuring, modified schedules, modified examinations, interpretation, facility/equipment mods, even reassignment
            3. No unnecessary exclusion through policy or by job structure, architectural, transportation, communication, procedural, or attitudinal
      2. Americans with Disabilities Act

         Nota:

         • The ADA of 1990, as amended, and the ADA Amendments Act of 2008, recognizes and protects the civil rights of people with disabilities and is modeled after earlier landmark laws prohibiting discrimination on the basis of race and gender. The ADA prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental activities.
         1. Disability - physical or mental impairment limits 1+ major life activity, the record of such, or regarded as such
         2. Targeted disabilities - including deafness, blindness, missing extremities, partial paralysis, complete paralysis, epilepsy, severe intellectual disabilities, psychiatric disabilities, and dwarfism.
2. Workforce Planning

   Nota:

   • 24% Right-sizing, succession planning, current and future strengthsWorkforce Planning is a continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives. Workforce Planning enables evidence based workforce development strategies.
   1. Succession Planning
   2. Human Capital
3. Compensation and Benefits

   Nota:

   • 19% Money, incentive, bottom line
4. Human Resource Development

   Nota:

   • 18% Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.
   1. Employee Engagement

      Nota:

      • Fully involved and enthusiasticMSPB uses six  components1. pride in work or workplace 2. satisfaction with leadership 3. Opportunity to perform well at work 4. Satisfaction with recognition received 5. Prospect for personal/professional growth 6. Positive work environmentLong-term organizational success requires engaged employeesContributing factors: Feeling of competence, trust, sense of worth, hopeEVS - Employee Viewpoint SurveyIndex: How employees perceive their leadership, supervisors, and intrinsic work experiences Foster Job Autonomy
      1. Needs

         Nota:

         • http://www.simplypsychology.org/maslow.html
5. Risk Management

   Nota:

   • 8% Safety, security, liabilityhttp://www.hrcouncil.ca/hr-toolkit/planning-risk-assessment.cfm#_secA1
6. Business Management and Strategy

   Nota:

   • 11% Big picture, institutional movement, growth, and organizationThe definition of business strategy is a long term plan of action designed to achieve a particular goal or set of goals or objectives. Strategy is management's game plan for strengthening the performance of the enterprise. It states how business should be conduct to achieve the desired goals. Without a strategy management has no roadmap to guide them. Creating a business strategy is a core management function.