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SHRM-CP Terms > People > Flashcards

People Flashcards

1
Q

ADDIE model

A

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

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2
Q

Blended learning

A

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

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3
Q

Compensation

A

All financial returns including salary and allowances

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4
Q

Applicant tracking systems (ATS)

A

Software application that automates organization management of the recruiting process

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5
Q

Bona fide occupational qualification (BFOQ)

A

Factor that is reasonably necessary, in the normal operations of an organization, to carry out a particular job function

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6
Q

Compensation philosophy

A

Short but broad statement documenting an organizations guiding principles and core values about employee compensation

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7
Q

Apprenticeship

A

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

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8
Q

Broadbanding

A

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

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9
Q

Competencies

A

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

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10
Q

Assessment centers

A

Assesment tools that provide candidates a wide range of leadership situations and problem solving exercises

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11
Q

Career development

A

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

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12
Q

Cost of living adjustment (COLA)

A

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

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13
Q

Auditory learners

A

People who learn best by relying on their sense of hearing

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14
Q

Career management

A

Preparing, implementing, and monitoring employees career paths, with a primary focus o the goals and needs of the organization

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15
Q

Developmental activities

A

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

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16
Q

Balanced scorecard

A

Performance management tool that depicts an organizations overall performance, as measured against goals, lagging indicators, and leading indicators

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17
Q

Career planning

A

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

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18
Q

Distance learning

A

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

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19
Q

Benchmarking

A

Process by which an organization identities performance gaps and sets goals for performance improvement, by comparing its data, performance levels, and/or processes against those of other organizations

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20
Q

Coaching

A

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

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21
Q

Domestic partners

A

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

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22
Q

Benefits

A

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

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23
Q

Compa-ratio

A

Pay rate divided by the midpoint of the pay range

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24
Q

Dual career ladders

A

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

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25
Q

Employee engagement

A

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

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26
Q

Flat rate pay

A

Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority (single rate pay)

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27
Q

Job analysis

A

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

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28
Q

E-learning

A

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

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29
Q

External equity

A

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

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30
Q

Internal equity

A

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

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31
Q

Employee surveys

A

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

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32
Q

Green circle rates

A

Situations in which an employees pay is below the minimum of the range

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33
Q

Job description

A

Document that describes a job and its essential functions and requirements

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34
Q

Employee life cycle (ELC)

A

Activities associated with an employee’s tenure in an organization

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35
Q

General pay increase

A

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

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36
Q

Job classificatin

A

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

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37
Q

Employment branding

A

Process of position an organization as an employer of choice in the labor market

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38
Q

Incentive pay

A

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

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39
Q

Job enrichment

A

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

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40
Q

Employee value proposition (EVP)

A

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

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41
Q

Head count

A

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

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42
Q

Job enlargement

A

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

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43
Q

Essential functions

A

Primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodation

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44
Q

Individual development plan (IDP)

A

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

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45
Q

Job ranking

A

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

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46
Q

Environmental scanning

A

Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how they are likely to affect the organization in the future

47
Q

Incentives

A

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

48
Q

Job evaluation

A

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

49
Q

Job rotation

A

Movement between different jobs

50
Q

Learning management system (LMS)

A

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

51
Q

Onboarding

A

Process of assimilating new employees into an organization, through orientation programs to help them, as well as their experiences in their first months of employment

52
Q

Job specifications

A

Written statements of the minimum qualifications for the job incumbent

53
Q

Learning organization

A

Organization characterized by a capability to adapt to changes in environment

54
Q

On the job training (OJT)

A

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

55
Q

Job content based job evaluation

A

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

56
Q

Lump sum increase (LSI)

A

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

57
Q

Organizational learning

A

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

58
Q

Kinesthetic leaners

A

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

59
Q

Market based job evaluation

A

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

60
Q

Organization values

A

Beliefs and principles defined by an organization to direct and govern its employees behavior

61
Q

Lagging indicator

A

Type of metric describing an activity or change in performance that has already occurred

62
Q

Maturity curves

A

Correlate pay with time spent in professional field such as teaching or research

63
Q

Orientation

A

Process by which new employees become familiar with the organization and with their specific department, coworkers and job

64
Q

Leader development

A

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

65
Q

Mentoring

A

Relationship in which one person helps guide another’s development

66
Q

Paired comparison

A

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

67
Q

Leadership

A

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

68
Q

Merit pay

A

Situation where an individual’s performance on the job is the bases for the amount and timing of pay increase; also called performance-based pay or pay for performance

69
Q

Pay compression

A

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

70
Q

Leading indicator

A

Type of metric describing an activity that can change future performance and predict success in the achievement of strategic goals

71
Q

Mission statement

A

Concise outline of an organization’s strategy specifying the activities it intends to pursue and the course its management has charted for the future

72
Q

Pay for performance (P4P, PfP)

A

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

73
Q

Pay grades

A

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

74
Q

Person-based pay

A

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

75
Q

Red-circle rates

A

Situations in which employees’ pay is above the range maximum

76
Q

Pay ranges

A

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

77
Q

Pilot programs

A

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

78
Q

Remuneration surveys

A

Instruments that collect information on prevailing market compensation and benefits practices

79
Q

Performance appraisal

A

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

80
Q

Point-factor system

A

Job evaluation method that looks at compensable factors 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

81
Q

Retention

A

Ability of an organization to keep its employees

82
Q

Performance bonus

A

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

83
Q

Premiums

A

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

84
Q

Selection

A

Process of evaluating the most suitable candidates for a position

85
Q

Performance management

A

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

86
Q

Productivity-based pay

A

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

87
Q

Selection interviews

A

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

88
Q

Performance standards

A

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

89
Q

Realistic job preview (RJP)

A

Toll used in the staffing/selection process to provide an applicant with honest, complete information about the job and work environment

90
Q

Selection screening

A

Analyzing candidate’s application forms, curriculum vitae, and resumes to locate the most qualified candidates for an open job

91
Q

Performance based pay

A

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

92
Q

Reasonable accommodation

A

Modifications or adjustments to a job or job application process that accommodate persons with disabilities but do not impose a disproportionate or undue burden on the employer

93
Q

Seniority

A

System that shows preference to employees with the longest service

94
Q

Perquisites

A

Special incidental payments, benefits, or privileges given to individual employees, over and above their regular rewards

95
Q

Recruitment

A

Process by which an organization seeks out candidates and encourages them to apply for job openings

96
Q

Simulations

A

Assessment tools that provide candidates a wide range of situations and problem solving exercises, including in basket tests, financial or business data analysis, group discussions, interview simulations, role plays, and psychological inventories

97
Q

Single rate pay

A

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

98
Q

Systems thinking

A

Process for understanding how seemingly independent units within a larger entity interact with and influence one another

99
Q

Situation judgement tests (SFTs)

A

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

100
Q

Time-based step rate pay

A

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

101
Q

Well-being

A

Physical, psychological, and social aspects of employee health

102
Q

Visual learners

A

People who learn best by relying on their sense of sight

103
Q

Social media

A

Internet technology platforms and communities that people and organizations use to communicate and share information, opinions, and resources

104
Q

Total rewards

A

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

105
Q

Sourcing

A

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

106
Q

Total rewards strategy

A

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

107
Q

Strategic fit

A

A state in which an organization’s strategy is consistent with its external opportunities and circumstances and its internal structure, resources, and capabilities

108
Q

Value drivers

A

Actions, processes, or results that are needed to deliver a desired value

109
Q

SWOT analysis

A

Method for assessment of an organization’s strategic capabilities through use of environmental scanning process, by which internal and external factors affecting achievement of organizational goals are identifies and considered

110
Q

Vision statement

A

Description of what an organization hopes to attain and accomplish in the future; which guides it toward that defined direction

111
Q

Staffing

A

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

112
Q

Training

A

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

113
Q

Stay interviews

A

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

114
Q

Transfer of learning

A

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

SHRM-CP Terms (4 decks)

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