Opposite Deck (People) Flashcards
Activities associated with an employee’s tenure in an organization
Employee Life cycle
Employee’s emotional commitment to an organization demonstrated by their willingness to put in discretionary effort to promote the organization’s effective functioning
Employee engagement
Instruments that collect and assess information on employees’ attitudes on and perceptions of the work environment or employment conditions.
Employee Survey
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.
Employee Value Proposition (EVP)
Process of positioning an organization as an “employer of choice” in the labor market”
Employment Branding
Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how these factors affect the organization currently and how they are likely to affect the organization in the future.
Environmental Scanning
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.
External Equity
Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as single-rate pay
Flat-Rate Pay
Situations in which an employee’s pay is below the minimum of the range.
Green circle rates
Pay increase given to employees based on local competitive market requirements; awarded regardless of employee performance.
General Pay increase
Form of direct compensation where employers pay for performance beyond normal expectations to motivate higher performance.
Incentive Pay
Number of people on an organization’s payroll at a particular moment in time.
Head Count
Payments in return for the achievement of specific time-limited, targeted objectives.
Incentives.
Document that guides employees toward their goals for professional development and growth.
Individual Development Plan
Extent to which employees perceive that monetary and other rewards are distributed equally, based on effort, skill, and/or relevant information.
Internal Equity
Process of systematically studying a job in order to identify the activities/tasks and responsibilities it includes, the personal qualifications to perform it, and the conditions under which it is performed.
Job Analysis
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.
Job Classification
Document that describes a job and its essential functions and requirements (including tasks, knowledge, skills, abilities, responsibilities, and reporting structure).
Job Descriptions
Process of broadening a job’s scope by adding different tasks to the job
Job Enlargement
Process of increasing a job’s depth by adding responsibilities to the job
Job Enrichment
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.
Job Evaluation
Job Evaluation Method that involves establishing a hierarchy of jobs from lowest to highest based on each job’s overall value to the organization.
Job Ranking
Movement Between Jobs
Job Rotation
Written statements of the minimum qualifications for the job incumbent.
Job Specifications
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.
Job-Content-Based Evaluation
One-time payment made to an employee also called a lump sum increase (LSI)
Performance Bonus
Tools, activities, and processes that an organization uses to manage, maintain and/or improve the job performance of employees.
Performance Management
Behaviors and results as defined by an organization to communicate the expectations of management.
Performance Standards
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.
Performance Based Pay
Compensation provided on an individual basis in the form of goods or services.
Perquisites
Pay systems in which employee characteristics, rather than the job determine pay.
Person-Based Pay
Scanning process that searches for environmental forces in political, economic, social, technological, legal, and environmental categories
PESTLE Analysis
Learning/Development Programs offered initially in a controlled environment with a segment of the target audience.
Pilot Programs
Short but broad statement documenting an organization’s guiding principles and ore values about employee compensation.
Compensation Philosophy
Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs), that give rise to the behaviors needed to perform a given job effectively.
Competencies
Pay adjustment given to eligible employees regardless of performance or organizational profitability, usually linked to inflation
Cost of Living Adjustment (COLA)
Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs.
Developmental Activities
Process of delivering educational or instructional programs to locations away from a classroom or site.
Distance learning
Unmarried couples of the same or opposite sex, who live together and seek economic and non economic benefits comparable to those granted to their married counterparts.
Domestic Partners
Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles
Dual career ladders
Electronic media delivery of educational and training materials, processes, and programs.
E-Learning
Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training
Blended Learning
Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread.
Broadbanding
Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.
Career Development
Preparing, implementing, and monitoring employee’s career paths with a primary focus on the goals and needs of the organization.
Career Management
Focused, interactive communication and guidance intended to develop and enhance on the job performance, knowledge, or behavior.
Coaching
Pay rate divided by the midpoint of the pay range.
Compa-ratio
All financial returns (beyond any tangible benefits payments or service) including salary and allowances.
Compensation
Instructional systems design framework consisting of five steps that guide the design and development of learning programs.
ADDIE Model
Software application that automates organizations’ management of the recruiting process (such as accepting application materials, screening applicants, etc.)
Applicant Tracking System
Related to technical skills training; often a partnership between employers and unions.
Apprenticeships
Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises.
Assessment Centers
People who learn best by relying on their sense of hearing.
Auditory Learners
Performance management tool that depicts an organization’s overall performance as measured against goals, lagging indicators, and leading indicators.
Balanced Scorecard
Process by which an organization identifies performance gaps and sets goals for performance improvement by comparing its data, performance levels, and/or processes against those of other organizations.
Benchmarking
Mandatory or voluntary payments or services provided to employees, typically covering retirement, health care, sick pay/disability, life insurance, and paid time off.
Benefits
