People

Question 1

Employee Engagement

Answer 1

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

Question 2

Employee Life Cycle

Answer 2

Activities associated with an employee’s tenure in an organization

Question 3

Employee Surrvey

Answer 3

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

Question 4

Employee Value Proposition

Answer 4

Employee’s 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.

Question 5

Employment Branding

Answer 5

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

Question 6

Environmental Scanning

Answer 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.

Question 7

External Equity

Answer 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.

Question 8

Flat-rate Pay

Answer 8

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

Question 9

General Pay Increase

Answer 9

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

Question 10

Green circle rates

Answer 10

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

Question 11

Head Count

Answer 11

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

Question 12

Incentive Pay

Answer 12

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

Question 13

Incentives

Answer 13

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

Question 14

Individual Development Plan

Answer 14

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

Question 15

Internal Equity

Answer 15

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

Question 16

Job Analysis

Answer 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.

Question 17

Job Classification

Answer 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.

Question 18

Job Description

Answer 18

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

Question 19

Job Enlargement

Answer 19

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

Question 20

Job Enrichment

Answer 20

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

Question 21

Job Evaluation

Answer 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.

Question 22

Job Ranking

Answer 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.

Question 23

Job Rotation

Answer 23

Movement Between Jobs

Question 24

Job Specifications

Answer 24

Written statements of the minimum qualifications for the job incumbent.

Question 25

Job-Content-Based Evaluation

Answer 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.

Question 26

Performance Bonus

Answer 26

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

Question 27

Performance Management

Answer 27

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

Question 28

Performance Standards

Answer 28

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

Question 29

Performance based pay

Answer 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.

Question 30

Perquisites

Answer 30

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

Question 31

Person-based pay

Answer 31

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

Question 32

PESTLE Analysis

Answer 32

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

Question 33

Pilot Programs

Answer 33

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

Question 34

Compensation Philosophy

Answer 34

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

Question 35

Competencies

Answer 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.

Question 36

Cost of Living Adjustment (COLA)

Answer 36

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

Question 37

Developmental Activities

Answer 37

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

Question 38

Distance Learning

Answer 38

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

Question 39

Domestic Partners

Answer 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.

Question 40

Dual Career Ladders

Answer 40

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

Question 41

E-learning

Answer 41

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

Question 42

Blended Learning

Answer 42

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

Question 43

Broadbanding

Answer 43

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

Question 44

Career Development

Answer 44

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

Question 45

Career Management

Answer 45

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

Question 46

Coaching

Answer 46

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

Question 47

Compa-Ratio

Answer 47

Pay rate divided by the midpoint of the pay range.

Question 48

Compensation

Answer 48

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

Question 49

ADDIE Model

Answer 49

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

Question 50

Applicant Tracking System (ATS)

Answer 50

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

Question 51

Apprenticeships

Answer 51

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

Question 52

Assessment Centers

Answer 52

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

Question 53

Auditory Learners

Answer 53

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

Question 54

Balanced Scorecard

Answer 54

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

Question 55

Benchmarking

Answer 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.

Question 56

Benefits

Answer 56

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