NAB Exam- Human Resources
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1. Adverse Impact under the Civil Rights Act of 1964 and its ammend-
ments, adverse impact occurs whenever the selection
rate for any protected group is less than 80% of the rate
for the group with the highest rate. The focus in on the
hiring standard used by the employer as a method of
screening applicants. "The burden of proof is on the
employer to show that a hiring standard is job related"
(allen, 2008, p.420).
2. Affirmative Action Review of a facility's hiring practices (recruiting, ad-
vertising, and data on the applicants) by the feder-
al government to ensure conformity to the 1964 Civil
Rights Act and its amendments. Legal violations can be
processed it if is determined at the facility has discrim-
inated based on age, sex, marital status, race, religion,
handicap or national origin.
3. Arbitration utilization of a third party to resolve disputes
4. Bargaining Unit determination by the National Labor Relations Board of
which workers will be grouped together for the pur-
poses of forming or taking steps towards forming a
union.
5. Benefits (Fringe Benefits) Compensation other than cash wages paid to workers,
such as paid vacation/leave, paid health insurance and
retirement plans.
6. Career Ladder paths or promotion routes established by the organiza-
tion along which employees can seek to progress, such
as financial assistance and release time to CNAs who
seek to become a licensed nurse, or an lpn who seeks
to become a registered nurse
, NAB Exam- Human Resources
Study online at https://quizlet.com/_g08au8
7. Career Paths defined avenues for upward mobility available to em-
ployees within an organization
8. Clinical approach to Hiring Deci- a hiring technique in which the employer makes the
sion decision after reviewing all the information in hand
about the match of the applicant and the job
9. Coaching either help given by a superior to a subordinate, or
personal assistance from a person who is not the em-
ployee's supervisor, but may be a manager of another
division, or from outside the company.
10. Collective Bargaining bargaining by groups of workers recognized and con-
stituted through supervised election procedures under
the National Labor Relations Board.
11. Compensation Management determining and administering wage, incentive, and
benefit programs for a facility
12. Compensation Theory ideas or approaches to the functions of wages and
benefits in motivating employees to meet the require-
ments of the employer, see, e.g. equity theory
13. Controlling as a managerial behavior determination by adminis-
tration of how well jobs have been done and what
progress is being made to achieve the organiza-
tion goals, then taking necessary corrective actions to
achieve these goals.
14. Cost of Living Allowance upward adjustments in wages during times of inflation
to assist workers to maintain their purchasing power.
15. Cultural Competency
, NAB Exam- Human Resources
Study online at https://quizlet.com/_g08au8
the ability of service agencies to understand the world
view of clients of different cultures, and adapt practices
to ensure their effectiveness
16. Cultural Diversity the mosaic of individuals and groups with varying back-
grounds, experiences, styles, perceptions, values and
beliefs
17. Discrimination the use of any selection procedure which has an ad-
verse impact on the hiring, promotion or other employ-
ment or membership opportunities of members of any
race, age, religion, marital status, sex or national origin
18. Employee Assistance Program 24-hour, seven-day-a-week confidential telephone ser-
(EAP) vice providing assistance to employees on matters such
as child and elder care, substance abuse, financial
counseling, etc.
19. Employee Handbook a compilation of the facility policies that directly relate to
work conditions. It is often treated as a binding contract
by the courts.
20. Empowerment the concept of encouraging and authorizing workers to
take the initiative to improve operations., reduce costs,
and improve quality of services.
21. Equal Employment Opportunities the organization was created by the Civil Rights Act of
1964 to carry out the provision fo that act. Also admin-
isters ADA, ADEA, Equal Pay Act, Pregnancy Discrimina-
tion, GINA, and other acts.
22. Equity Theory concept that employees seek an exchange in which
their wages and benefits are equal to their work effort,
Study online at https://quizlet.com/_g08au8
1. Adverse Impact under the Civil Rights Act of 1964 and its ammend-
ments, adverse impact occurs whenever the selection
rate for any protected group is less than 80% of the rate
for the group with the highest rate. The focus in on the
hiring standard used by the employer as a method of
screening applicants. "The burden of proof is on the
employer to show that a hiring standard is job related"
(allen, 2008, p.420).
2. Affirmative Action Review of a facility's hiring practices (recruiting, ad-
vertising, and data on the applicants) by the feder-
al government to ensure conformity to the 1964 Civil
Rights Act and its amendments. Legal violations can be
processed it if is determined at the facility has discrim-
inated based on age, sex, marital status, race, religion,
handicap or national origin.
3. Arbitration utilization of a third party to resolve disputes
4. Bargaining Unit determination by the National Labor Relations Board of
which workers will be grouped together for the pur-
poses of forming or taking steps towards forming a
union.
5. Benefits (Fringe Benefits) Compensation other than cash wages paid to workers,
such as paid vacation/leave, paid health insurance and
retirement plans.
6. Career Ladder paths or promotion routes established by the organiza-
tion along which employees can seek to progress, such
as financial assistance and release time to CNAs who
seek to become a licensed nurse, or an lpn who seeks
to become a registered nurse
, NAB Exam- Human Resources
Study online at https://quizlet.com/_g08au8
7. Career Paths defined avenues for upward mobility available to em-
ployees within an organization
8. Clinical approach to Hiring Deci- a hiring technique in which the employer makes the
sion decision after reviewing all the information in hand
about the match of the applicant and the job
9. Coaching either help given by a superior to a subordinate, or
personal assistance from a person who is not the em-
ployee's supervisor, but may be a manager of another
division, or from outside the company.
10. Collective Bargaining bargaining by groups of workers recognized and con-
stituted through supervised election procedures under
the National Labor Relations Board.
11. Compensation Management determining and administering wage, incentive, and
benefit programs for a facility
12. Compensation Theory ideas or approaches to the functions of wages and
benefits in motivating employees to meet the require-
ments of the employer, see, e.g. equity theory
13. Controlling as a managerial behavior determination by adminis-
tration of how well jobs have been done and what
progress is being made to achieve the organiza-
tion goals, then taking necessary corrective actions to
achieve these goals.
14. Cost of Living Allowance upward adjustments in wages during times of inflation
to assist workers to maintain their purchasing power.
15. Cultural Competency
, NAB Exam- Human Resources
Study online at https://quizlet.com/_g08au8
the ability of service agencies to understand the world
view of clients of different cultures, and adapt practices
to ensure their effectiveness
16. Cultural Diversity the mosaic of individuals and groups with varying back-
grounds, experiences, styles, perceptions, values and
beliefs
17. Discrimination the use of any selection procedure which has an ad-
verse impact on the hiring, promotion or other employ-
ment or membership opportunities of members of any
race, age, religion, marital status, sex or national origin
18. Employee Assistance Program 24-hour, seven-day-a-week confidential telephone ser-
(EAP) vice providing assistance to employees on matters such
as child and elder care, substance abuse, financial
counseling, etc.
19. Employee Handbook a compilation of the facility policies that directly relate to
work conditions. It is often treated as a binding contract
by the courts.
20. Empowerment the concept of encouraging and authorizing workers to
take the initiative to improve operations., reduce costs,
and improve quality of services.
21. Equal Employment Opportunities the organization was created by the Civil Rights Act of
1964 to carry out the provision fo that act. Also admin-
isters ADA, ADEA, Equal Pay Act, Pregnancy Discrimina-
tion, GINA, and other acts.
22. Equity Theory concept that employees seek an exchange in which
their wages and benefits are equal to their work effort,
