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SHRM > People > Flashcards

People Flashcards

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
Q

Performance management

A

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

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26
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

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27
Q

Selection screening

A

Analyzing candidates applications forms, curricula vitae, and resumes to locate the most qualified candidates for an open job

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28
Q

Remuneration surveys

A

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)

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29
Q

PESTLE analysis

A

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

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30
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

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31
Q

Learning organization

A

Organization characterized by a capability to adapt to changes in environment

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32
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

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33
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 so.

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34
Q

Lagging Indicator

A

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

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35
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

36
Q

LMS Learning Management System

A

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
Q

Leading Indicator

A

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

38
Q

Kinesthetic learners

A

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

39
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

40
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

41
Q

SWOT analysis

A

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
Q

Time-based step-rate pay

A

System in which pay is based on longevity in the job and pay increases occur on a predetermined schedule

43
Q

Transfer of Learning

A

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

44
Q

Webconferencing

A

Using the internet to conduct meetings and give presentations to an audience who has joined the meeting remotely

45
Q

Total Rewards

A

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

46
Q

Value Drivers

A

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

47
Q

Strategic management

A

System of actions that leaders take to drive an organization toward its goals and objectives

48
Q

Systems thinking

A

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

49
Q

Apprenticeships

A

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

50
Q

Benchmarking

A

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
Q

Job specifications

A

Written statements of the minimum qualifications for the job incumbent

52
Q

Job enrichment

A

Process of increasing a jobs depth by adding responsibilities to the job

53
Q

Incentive pay

A

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

54
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

55
Q

Flat rate pay

A

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

56
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 employment, which drives unique and compelling organizational strategies for talent acquisition, retention and engagement

57
Q

E-Learning

A

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

58
Q

Developmental activities

A

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

59
Q

Compensation

A

All financial returns (beyond any tangible benefits payments or services), including salary and allowances

60
Q

Career management

A

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

61
Q

Assessment centers

A

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

62
Q

Job evaluation

A

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
Q

Job classification

A

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
Q

Incentives

A

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

65
Q

General pay increase

A

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

66
Q

Career development

A

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

67
Q

Compa-ratio

A

Pay rate divided by the midpoint of the pay range

68
Q

Cost of living adjustment (COLA)

A

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

69
Q

Dual career ladders

A

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

70
Q

Employment branding

A

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

71
Q

Employee engagement

A

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

72
Q

Distance learning

A

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

73
Q

Compensation philosophy

A

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

74
Q

Career planning

A

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

75
Q

Blended learning

A

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

76
Q

ADDIE model

A

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

77
Q

Job rotation

A

Movement between different jobs

78
Q

Job enlargement

A

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

79
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

80
Q

Head count

A

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

81
Q

External equity

A

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
Q

Strategic planning and management 4 tasks

A

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
Q

SWOT

A

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
Q

Balance Scorecard

A 
Four key areas:
Finance
Customers
Internal business processes
Learning and growth
85
Q

SMARTER performance objectives

A 
Specific
Measurable 
Attainable
Relevant
Time bound
Evaluation 
Revised

SHRM (4 decks)

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