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People Flashcards

(85 cards)

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1
Q

Green Circle Rates

A

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

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2
Q

Employee Life Cycle (ELC)

A

Activities associated with an employee’s tenure in an organization

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3
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 these factors affect the organization currently and how they are likely to affect the organization in the future

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4
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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5
Q

Coaching

A

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

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6
Q

Broadbanding

A

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

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7
Q

Balanced scorecard

A

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

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8
Q

Pay compression

A

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

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9
Q

Realistic job preview (RJP)

A

Tool used to provide a job applicant with honest, complete information about a job and the work environment

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10
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.

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11
Q

Paired-comparison method

A

Job evaluation method in which each job is compared with every other job evaluated; the job with the largest number of “greater than” rankings is the highest-ranked job, etc.

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12
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

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13
Q

Lump-sum increase (LSI)

A

One time payment made to an employee, also called a performance bonus

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14
Q

Job-content-based job evaluation

A

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

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15
Q

Selection

A

Process of evaluating the most suitable candidates for a position

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16
Q

Situation judgment tests (SJTs)

A

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

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17
Q

Point-factor system

A

Job evaluation method that looks at compensable factors (such as skills and working conditions) 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.

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18
Q

Perquisites

A

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

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19
Q

Pay for Performance (P4P or 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

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20
Q

Sourcing

A

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

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21
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

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22
Q

Red-Circle rates

A

Situations in which employees’ pay is above the range maximum

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23
Q

Premiums

A

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

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24
Q

Person-based pay

A

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

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25
Performance management
Tools, activities and processes that an organization uses to manage, maintain and/ or improve the job performance of employees
26
Pay Grades
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
27
Selection screening
Analyzing candidates applications forms, curricula vitae, and resumes to locate the most qualified candidates for an open job
28
Remuneration surveys
Instruments that collect information on prevailing market compensation and benefits practices (including starting wage rates, base pay, pay ranges, statutory and market cash payments, variable compensation, and paid time off)
29
PESTLE analysis
Scanning process that searches for environment forces in political, economic, social, technological, legal, and environmental categories.
30
Organizational Learning
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
31
Learning organization
Organization characterized by a capability to adapt to changes in environment
32
Leader development
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
33
Stay interviews
Structured conversations with employees for the purpose of determining which aspects of a job encourage employee retention or may be improved to do so.
34
Lagging Indicator
Type of metric describing an activity or change in performance that has already occurred
35
Market based job evaluation
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
36
LMS Learning Management System
System that holds course content information and has the capability of tracking and managing employee course registrations, career development and other employee development activities
37
Leading Indicator
Type of metric describing an activity that can change future performance and predict success in the achievement of strategic goals
38
Kinesthetic learners
People who learn best through a hands on approach; also called tactile learners
39
Total Rewards Strategy
Plan or method implemented by an organization that provides monetary, benefits-in-kind and developmental rewards to employees who achieve specific business goals
40
Strategic fit
A state in which an organization’s strategy is consistent with its external opportunities and circumstances and its internal structure, resources, and capabilities
41
SWOT analysis
Method for assessment of an organization’s strategic capabilities through use of the environmental scanning process, by which internal and external factors affecting achievement of organizational goals are identified and considered
42
Time-based step-rate pay
System in which pay is based on longevity in the job and pay increases occur on a predetermined schedule
43
Transfer of Learning
Effective and continuing on the job application of the knowledge and skills gained through a training experience
44
Webconferencing
Using the internet to conduct meetings and give presentations to an audience who has joined the meeting remotely
45
Total Rewards
Direct and indirect remuneration approaches that employers use to attract, recognize and retain workers
46
Value Drivers
Actions, processes or results that are needed to deliver a desired value
47
Strategic management
System of actions that leaders take to drive an organization toward its goals and objectives
48
Systems thinking
Process for understanding how seemingly independent units within a larger entity interact with and influence one another
49
Apprenticeships
Related to technical skills training; often a partnership between employers and unions
50
Benchmarking
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
51
Job specifications
Written statements of the minimum qualifications for the job incumbent
52
Job enrichment
Process of increasing a jobs depth by adding responsibilities to the job
53
Incentive pay
Form of direct compensation where employers pay for performance beyond normal expectations to motivate higher performance
54
Job analysis
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
55
Flat rate pay
Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as single rate pay
56
Employee value proposition (EVP)
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
57
E-Learning
Electronic media delivery of educational and training materials, processes and programs
58
Developmental activities
Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs
59
Compensation
All financial returns (beyond any tangible benefits payments or services), including salary and allowances
60
Career management
Preparing, implementing and monitoring employee’s career paths, with a primary focus on the goals and needs of the organization
61
Assessment centers
Assessment tools that provide candidates a wide range of leadership situations and problem solving exercises
62
Job evaluation
Process of determining a jobs 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 organization’s
63
Job classification
Job evaluation method in which descriptions are written for each class of jobs; individual jobs are then put into the grade best matches their class description
64
Incentives
Payments in return for the achievement of specific, time-limited, targeted objectives
65
General pay increase
Pay increase give to employees based on local competitive market requirements; awarded regardless of employee performance
66
Career development
Progression through a series of employment stages characterized by relatively unique issues, themes and tasks
67
Compa-ratio
Pay rate divided by the midpoint of the pay range
68
Cost of living adjustment (COLA)
Pay adjustment given to eligible employees regardless of performance or organizational profitability; usually linked to inflation
69
Dual career ladders
Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles
70
Employment branding
Process of positioning an organization as an “employer of choice” in the labor market
71
Employee engagement
Employees emotional commitment to an organization, demonstrated by their willingness to put in discretionary effort to promote the organization’s effective functioning
72
Distance learning
Process of delivering educational or instructional programs to locations away from a classroom or site
73
Compensation philosophy
Short but broad statement documenting an organization’s guiding principles and core values about employee compensation
74
Career planning
Actions and activities that individuals perform in order to give direction to their work lives
75
Blended learning
Planned approach to learning that includes a combination of instructor-led training, self-directed study and/or on-the-job training
76
ADDIE model
Instructional systems design framework consisting of five steps that guide the design and development of learning programs
77
Job rotation
Movement between different jobs
78
Job enlargement
Process of broadening a jobs scope by adding different tasks to the job
79
Internal equity
Extent to which employees perceive that monetary and other rewards are distributed equitably, based on effort, skill and/or relevant outcomes
80
Head count
Number of people on an organization’s payroll at a particular moment in time
81
External equity
Situation in which an organization’s compensation levels and benefits are simple to those of other organizations that are in the same labor market and compete for the same employees
82
Strategic planning and management 4 tasks
Formulation- leaders gather and analyze internal/external info to determine the organization’s opportunities and constraints Development of strategic goals and tactics that will optimize success Implementation of tactics Evaluation of results
83
SWOT
S -what are the organization’s internal strengths W- what are the organization’s internal weaknesses O - what external opportunities might the organization be able to take advantage of T - what external threats must the organization accept or manage to succeed
84
Balance Scorecard
``` Four key areas: Finance Customers Internal business processes Learning and growth ```
85
SMARTER performance objectives
``` Specific Measurable Attainable Relevant Time bound Evaluation Revised ```

SHRM (4 decks)

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