Opposite Deck (People)

Question 1

Activities associated with an employee’s tenure in an organization

Answer 1

Employee Life cycle

Question 2

Employee’s emotional commitment to an organization demonstrated by their willingness to put in discretionary effort to promote the organization’s effective functioning

Answer 2

Employee engagement

Question 3

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

Answer 3

Employee Survey

Question 4

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

Employee Value Proposition (EVP)

Question 5

Process of positioning an organization as an “employer of choice” in the labor market”

Answer 5

Employment Branding

Question 6

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.

Answer 6

Environmental Scanning

Question 7

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 7

External Equity

Question 8

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

Answer 8

Flat-Rate Pay

Question 9

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

Answer 9

Green circle rates

Question 10

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

Answer 10

General Pay increase

Question 11

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

Answer 11

Incentive Pay

Question 12

Number of people on an organization’s payroll at a particular moment in time.

Answer 12

Head Count

Question 13

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

Answer 13

Incentives.

Question 14

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

Answer 14

Individual Development Plan

Question 15

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

Answer 15

Internal Equity

Question 16

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.

Answer 16

Job Analysis

Question 17

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.

Answer 17

Job Classification

Question 18

Document that describes a job and its essential functions and requirements (including tasks, knowledge, skills, abilities, responsibilities, and reporting structure).

Answer 18

Job Descriptions

Question 19

Process of broadening a job’s scope by adding different tasks to the job

Answer 19

Job Enlargement

Question 20

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

Answer 20

Job Enrichment

Question 21

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 21

Job Evaluation

Question 22

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 22

Job Ranking

Question 23

Movement Between Jobs

Answer 23

Job Rotation

Question 24

Written statements of the minimum qualifications for the job incumbent.

Answer 24

Job Specifications

Question 25

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 25

Job-Content-Based Evaluation

Question 26

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

Answer 26

Performance Bonus

Question 27

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

Answer 27

Performance Management

Question 28

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

Answer 28

Performance Standards

Question 29

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 29

Performance Based Pay

Question 30

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

Answer 30

Perquisites

Question 31

Pay systems in which employee characteristics, rather than the job determine pay.

Answer 31

Person-Based Pay

Question 32

Scanning process that searches for environmental forces in political, economic, social, technological, legal, and environmental categories

Answer 32

PESTLE Analysis

Question 33

Learning/Development Programs offered initially in a controlled environment with a segment of the target audience.

Answer 33

Pilot Programs

Question 34

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

Answer 34

Compensation Philosophy

Question 35

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 35

Competencies

Question 36

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

Answer 36

Cost of Living Adjustment (COLA)

Question 37

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

Answer 37

Developmental Activities

Question 38

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

Answer 38

Distance learning

Question 39

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.

Answer 39

Domestic Partners

Question 40

Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles

Answer 40

Dual career ladders

Question 41

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

Answer 41

E-Learning

Question 42

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

Answer 42

Blended Learning

Question 43

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

Answer 43

Broadbanding

Question 44

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

Answer 44

Career Development

Question 45

Preparing, implementing, and monitoring employee’s career paths with a primary focus on the goals and needs of the organization.

Answer 45

Career Management

Question 46

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

Answer 46

Coaching

Question 47

Pay rate divided by the midpoint of the pay range.

Answer 47

Compa-ratio

Question 48

All financial returns (beyond any tangible benefits payments or service) including salary and allowances.

Answer 48

Compensation

Question 49

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

Answer 49

ADDIE Model

Question 50

Software application that automates organizations’ management of the recruiting process (such as accepting application materials, screening applicants, etc.)

Answer 50

Applicant Tracking System

Question 51

Related to technical skills training; often a partnership between employers and unions.

Answer 51

Apprenticeships

Question 52

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

Answer 52

Assessment Centers

Question 53

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

Answer 53

Auditory Learners

Question 54

Performance management tool that depicts an organization’s overall performance as measured against goals, lagging indicators, and leading indicators.

Answer 54

Balanced Scorecard

Question 55

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.

Answer 55

Benchmarking

Question 56

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

Answer 56

Benefits