HR People Flashcards

Question

What is a candidates competencies?

Answer 1

Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs), that give rise to the behaviors needed to perform a given job effectively.

Answer 2

Process of assimilating new employees into an organization through orientation programs and their experiences in their first months of employment

Answer 3

Employees' perceived value of the total rewards and tangible and intangible benefits they receive from the organization as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention and engagement.

Answer 4

Written statements of the minimum qualifications for the job incumbent.

Answer 5

Interviews designed to probe areas of interest to the interviewer in order to determine how well a job candidate meets the needs of the organization.

Answer 6

Process of positioning an organization as an "employer of choice" in the labor market.

Answer 7

HR function that acts on the organizational human capital needs identified through workforce planning and attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the organization's financial success.

Answer 8

Process of evaluating the most suitable candidates for a position.

Answer 9

Tools, activities, and processes that an organization uses to manage, maintain, and/or improve the job performance of employees

Answer 10

Physical, psychological, and social aspects of employee health.

Answer 11

Behaviors and results as defined by an organization to communicate the expectations of management.

Answer 12

Structured conversations with employees for the purpose of determining which aspects of a job encourage employee retention or may be improved to do so.

Answer 13

Employees' emotional commitment to an organization, demonstrated by their willingness to put in discretionary effort to promote the organization's effective functioning.

Answer 14

Activities associated with an employee's tenure in an organization.

Answer 15

Instruments that collect and assess information on employees' attitudes on and perceptions of the work environment or employment conditions.

Answer 16

Tool used to provide a job applicant with honest, complete information about a job and the work environment.

Answer 17

Process of measuring and evaluating an employee's adherence to performance standards and providing feedback to the employee.

Answer 18

Ability of an organization to keep its employees.

Answer 19

People who learn best by relying on their sense of sight.

Answer 20

Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.

Answer 21

Form of webconferencing where a presenter facilitates communication of material or information to an audience in real time.

Answer 22

People who learn best through a hands-on approach; also called tactile learners

Answer 23

System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.

Answer 24

Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.

Answer 25

Organization characterized by a capability to adapt to changes in environment.

Answer 26

Actions and activities that individuals perform in order to give direction to their work lives.

Answer 27

Process by which employees are provided with the knowledge, skills and abilities (KSAs) specific to a task or job.

Answer 28

Process of increasing a job's depth by adding responsibilities to the job.

Answer 29

Learning/development programs offered initially in a controlled environment with a segment of the target audience.

Answer 30

Electronic media delivery of educational and training materials, processes, and programs.

Answer 31

Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge, or behavior.

Answer 32

Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs.

Answer 33

People who learn best by relying on their sense of hearing.

Answer 34

Movement between different jobs within the same company

Answer 35

Effective and continuing on-the-job application of the knowledge and skills gained through a training experience.

Answer 36

Instructional systems design framework consisting of five steps that guide the design and development of learning programs.

Answer 37

Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises.

Answer 38

Document that guides employees toward their goals for professional development and growth.

Answer 39

People who learn best by relying on their sense of sight.

Answer 40

People who learn best by relying on their sense of sight.

Answer 41

Process of delivering educational or instructional programs to locations away from a classroom or site.

Answer 42

Relationship in which one person helps guide another's development.

Answer 43

Effective and continuing on-the-job application of the knowledge and skills gained through a training experience.

Answer 44

Acquisition and/or transfer of knowledge within an organization through activities or processes that may occur at several organizational levels; ability of an organization to learn from its mistakes and adjust its strategy accordingly.

Answer 45

Training provided to employees at the work site utilizing demonstration and performance of job tasks.

Answer 46

Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.

Answer 47

Process of increasing a job's depth by adding responsibilities to the job.

Answer 48

Ability to influence, guide, inspire, or motivate a group or person to achieve their goals.

Answer 49

Organization characterized by a capability to adapt to changes in environment.

Answer 50

Training and professional development programs targeted at assisting management- and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations.

Answer 51

Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training.

Answer 52

Short but broad statement documenting an organization's guiding principles and core values about employee compensation.

Answer 53

Extent to which employees perceive that monetary and other rewards are distributed equitably, based on effort, skill and/or relevant outcomes.

Answer 54

Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as flat-rate pay.

Answer 55

Form of direct compensation where employers pay for performance beyond normal expectations to motivate higher performance.

Answer 56

Situations in which employees' pay is above the range maximum.

Answer 57

Pay rate divided by the midpoint of the pay range

Answer 58

Job evaluation method in which each job is compared with every other job being evaluated; the job with the largest number of "greater than" rankings is the highest-ranked job, etc.

Answer 59

Compensation provided on an individual basis in the form of goods or services.

Answer 60

Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread.

Answer 61

Used to group jobs that have approximately the same relative internal or external worth and are paid at the same rate or within the same pay range.

Answer 62

Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as single-rate pay.

Answer 63

Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called performance-based pay or pay for performance.

Answer 64

Pay adjustment given to eligible employees regardless of performance or organizational profitability; usually linked to inflation.

Answer 65

Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called merit pay or performance-based pay.

Answer 66

Pay based on the quantity of work and outputs that can be accurately measured.

Answer 67

Situation in which an organization's compensation levels and benefits are similar to those of other organizations that are in the same labor market and compete for the same employees.

Answer 68

Job evaluation method that involves establishing a hierarchy of jobs from lowest to highest based on each job's overall value to the organization.

Answer 69

Job evaluation method in which the relative worth and pay structure of different jobs are based on an assessment of their content and their relationship to other jobs within the organization.

Answer 70

Pay increase given to employees based on local competitive market requirements; awarded regardless of employee performance.

Answer 71

Process of determining a job's value and price for the purpose of attracting and retaining employees by comparing the job against other jobs within the organization or against similar jobs in competing organizations.

Answer 72

Plan or method implemented by an organization that provides monetary, benefits-in-kind, and developmental rewards to employees who achieve specific business goals.

Answer 73

One-time payment made to an employee; also called a lump-sum increase (LSI).

Answer 74

Direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers.

Answer 75

System in which pay is based on longevity in the job and pay increases occur on a pre-determined schedule.

Answer 76

Situations in which an employee's pay is below the minimum of the range.

Answer 77

Set the upper and lower bounds of possible compensation for individuals whose jobs fall within a pay grade.

Answer 78

Factor that motivates performance of a desired behavior or discourages performance of an undesired behavior.

Answer 79

Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called merit pay or pay for performance.

Answer 80

Process of systematically studying a job in order to identify the activities/tasks and responsibilities it includes, the personal qualifications necessary to perform it, and the conditions under which it is performed.

Answer 81

Payments in return for the achievement of specific, time-limited, targeted objectives.

Answer 82

Job evaluation method that looks at compensable factors (such as skills and working conditions) that reflect how much a job adds value to the organization; points are assigned to each factor and then added to come up with an overall point value for the job.

Answer 83

Instruments that collect information on prevailing market compensation and benefits practices (including starting wage rates, base pay, pay ranges, statutory and market cash payments, variable compensation, and paid time off).

Answer 84

Occurs when there is only a small difference in pay between employees regardless of their experience, skills, level, or seniority; also known as salary compression.

Answer 85

Mandatory or voluntary payments or services provided to employees, typically covering retirement, health care, sick pay/disability, life insurance, and paid time off.

Answer 86

Unmarried couples, of the same or opposite sex, who live together and seek economic and noneconomic benefits comparable to those granted to their married counterparts

Answer 87

One-time payment made to an employee; also called performance bonus.

Answer 88

Job evaluation method in which the relative worth and pay structure of different jobs are based on their market value or the going rate in the marketplace.

Answer 89

Job evaluation method in which descriptions are written for each class of jobs; individual jobs are then put into the grade that best matches their class description.