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SHRM CP 2022 > People > Flashcards

People Flashcards

1
Q

Differentiation of units

A

Each part of the organization has a specific role to play, with unique strengths and challenges and subcultures that must be managed

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2
Q

Five disciplines of a Learning Organization

A

Personal Mastery
Mental Models
Shared Vision
Team Learning
Systems Thinking

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3
Q

What is a learning organization?

A

A place where groups seek out new knowledge and then apply change and project management planning to adopt new ways of doing things

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4
Q

Define Systems Thinking

A

Building processes that take care of the entire organization, not just individual parts

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5
Q

Wage bands, payroll administration, and pay increase calculations are components of what total rewards function?

A

Pay structure

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6
Q

What kind of chart would be most useful for graphically representing progress on a project?

A

Gantt chart

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7
Q

What type of interview occurs when the questions are established ahead of time and asked of each applicant?

A

Structured interview

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8
Q

Performance Management

A

The tools, activities, and processes that an organization uses to manage, maintain, and improve the job performance of employees

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9
Q

Critical Path Analysis

A

Breaking up a large project into smaller steps and identifying the estimated time to complete each task

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10
Q

HR Business Partner (HRBP)

A

HR professional who works directly with senior leadership to develop and direct an HR agenda that supports organizational goals

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11
Q

Lagging indicator

A

Measures past performance to gauge an organization’s progress toward strategic objectives

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12
Q

Leading Indicator

A

Metrics used as a predictive measure of future performance

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13
Q

Mission statement

A

Reflects the purpose to which organizational effort will be applied

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14
Q

Organizational values

A

What the company believes in

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15
Q

Benchmarking

A

Establishing a baseline from which to measure variables

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16
Q

Cost-Benefit Analysis

A

Comparison of the cost of taking action to the results

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17
Q

Vision statement

A

Description of where the company wants to be in the future

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18
Q

Value statement

A

Describes what the company believes in

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19
Q

Strategy

A

A plan of action for accomplishing an organization’s long-range goals to create value

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20
Q

Strategic planning

A

Process of setting goals and designing a path toward a competitive position

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21
Q

Strategic management

A

The actions that leaders take to move their organizations toward the goals set in strategic planning to create value

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22
Q

Employer brand

A

How the company communicates the standards and expectations an employee should have of the company

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23
Q

Job description

A

Written description of a job and its essential functions and requirements

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24
Q

Job specifications

A

The minimum qualifications necessary to perform a job, written to comply with local laws

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25
Q

Job analysis

A

The process of breaking down the whole of a job into its individual and complementary parts

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26
Q

Task Inventory Analysis (definition)

A

Job analysis method made up of a list of all tasks associated with a job, grouped by duties and rated by frequency, importance, and difficulty.

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27
Q

Task Inventory Analysis (benefit)

A

Allows for prioritization of job requirements and specifications

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28
Q

Position analysis questionnaire (definition)

A

Questionnaire that measures a range of job elements and relates them to human characteristics

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29
Q

Position analysis questionnaire (benefit)

A

Conducts a quantified analysis of a job to determine appropriate duties and responsibilities

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30
Q

Critical incident technique (definition)

A

Using real-life situations as examples of good or bad performance to generate job descriptions and situational examples

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31
Q

Critical incident technique (benefit)

A

Helps identify KSAs that may have been missed in a theoretical assessment of the job

32
Q

Sourcing

A

Process by which an organization generates a pool of qualified job applicants

33
Q

Recruitment

A

The process of encouraging candidates to apply for job openings

34
Q

Cost per hire (definition + formula)

A

Measure or the financial expenses associated with filling open positions
(Internal + external costs) / (# of hires)

35
Q

Time to fill

A

Time between the day a job was posted to the day of a candidate’s acceptance

36
Q

Structured interview

A

Pre-written questions asked to all candidates

37
Q

Unstructured interview

A

Free-flowing questions, conversational and guided by the candidate’s responses

38
Q

Behavior-based interview

A

Focused on how the candidate previously handled situations (real work experiences)

39
Q

Panel interview

A

Structured questions are divided amongst a group of interviewers, each asking questions on topics most relevant to them/their role

40
Q

Peer (team) interview

A

Group interview including supervisors, subordinates, and peers

41
Q

Stress interview

A

Role playing emotionally chaotic scenarios

42
Q

Contingent job offer

A

Job offer that is conditional upon additional requirements being met

43
Q

Orientation

A

First few days of a new hire’s job in which the employee becomes familiar with their department, coworkers, and roles

44
Q

Employee engagement

A

The degree to which and employee feels job satisfaction and commitment to their employer and actively contributes to the achievement of organizational results

45
Q

Performance management

A

The process of maintaining or improving employee job performance

46
Q

Asynchronous learning

A

Learning that does not require the student and the teacher to be together at the same time (self-paced learning)

47
Q

Blended learning

A

Combination of instructor led, self directed, and/or on the job training

48
Q

Cross-functional skills

A

Capabilities that facilitate performance in the current role and across jobs

49
Q

Explicit knowledge

A

Formal and documented information like policies or procedures

50
Q

Synchronous learning

A

Live classroom setting (either in person or online) with instructor and students

51
Q

Tacit knowledge

A

Information gained through experience, informal

52
Q

Compensation philosophy

A

Formal statement documenting the company’s position about employee compensation

53
Q

Distributive justice

A

Equitable distribution of benefits and burdens

54
Q

Benefits

A

payments or services provided to employees to cover retirement, health care, sick pay, life insurance, and PTO

55
Q

Total compensation statements

A

The total value of the base pay, incentives, and benefits package (salary, paid leave, retirement, etc)

56
Q

Job evaluation

A

Determines the value and price of a job by comparing with internal and external markets.

57
Q

Pay compression

A

Occurs when the spread between what the incumbent employee earns and what a new hire for the same position earns is small

58
Q

Pay structure

A

Framework that describes the job categories and pay ranges for all positions within the organization

59
Q

4 Strategic Planning Steps

A

Formulation
Goal setting
Implementation
Evaluation

60
Q

What is the purpose of Human Resource Capital Management Planning?

A

To identify what skill sets are needed for the company to successfully execute the company’s strategy

61
Q

SWOT audit

A

Scanning tool used to assess internal strengths and weaknesses and external opportunities and threats

62
Q

Lean and Six Sigma

A

Quality management tool used to eliminate waste and improve efficiency

63
Q

6 phases of the negotiation process

A

Preparation
Relationship building
Information exchange
Persuasion
Concessions
Agreement

64
Q

Green-circled employees

A

Employees who are paid below the pay range minimum

65
Q

Red-circled employees

A

Employees who are paid above the pay range maximum

66
Q

Procedural justice

A

The perceived fairness in the process by which company decisions are made

67
Q

Severance agreement

A

Risk management tool in which the employer pays the employee a flat amount in exchange for agreeing not to sue

68
Q

Wage band

A

Defines the minimum and maximum pay rate for each position within the organization

69
Q

What occurs during the A in ADDIE?

A

Analysis - conducting a needs analysis

70
Q

What occurs during the first D in ADDIE?

A

Design - establish measurable training objectives and how to deliver the intervention

71
Q

What occurs during the second D in ADDIE?

A

Development - content building + learning activities developed

72
Q

What occurs during the I in ADDIE?

A

Implementation - instructor selection, pilot testing, full implementation

73
Q

What occurs during the E in ADDIE?

A

Evaluation - comparing results to objectives

74
Q

Personal mastery

A

Discipline focused on helping individuals clarify and deepen their personal vision for themselves

75
Q

Employee attitude surveys

A

Address management, organizational, compensation, and benefits issues

76
Q

Employee opinion surveys

A

Addresses specific issues such as workplace procedures and policies

77
Q

Employee engagement survey

A

Focus on matters that affect employee satisfaction

SHRM CP 2022 (7 decks)

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