People Flashcards
ADDIE model
Instructional systems design framework
consisting of five steps that guide the design
and development of learning programs.
Applicant tracking systems
ATS
Software application that automates
organizations’ management of the recruiting
process (such as accepting application
materials, screening applicants, etc.).
Apprenticeships
Related to technical skills training; often a
partnership between employers and unions.
Assessment centers
Assessment tools that provide candidates a
wide range of leadership situations and problem
-solving exercises.
Auditory learners
People who learn best by relying on their sense
of hearing.
Balanced scorecard
Performance management tool that depicts an
organization’s overall performance, as
measured against goals, lagging indicators, and
leading indicators.
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.
Benefits
Mandatory or voluntary payments or services
provided to employees, typically covering
retirement, health care, sick pay/disability, life
insurance, and paid time off.
Blended learning
Planned approach to learning that includes a
combination of instructor-led training, selfdirected study, and/or on-the-job training
Broadbanding
Combining several salary grades or job
classifications with narrow pay ranges into one
band with a wider salary spread.
Career development
Progression through a series of employment
stages characterized by relatively unique
issues, themes, and tasks.
Career management
Preparing, implementing, and monitoring
employees’ career paths, with a primary focus
on the goals and needs of the organization.
Career planning
Actions and activities that individuals perform in
order to give direction to their work lives
Coaching
Focused, interactive communication and
guidance intended to develop and enhance on the-job performance, knowledge or behavior
Compa-ratio
Pay rate divided by the midpoint of the pay
range.
Compensation
All financial returns (beyond any tangible
benefits payments or services), including salary
and allowances.
Compensation philosophy
Short but broad statement documenting an
organization’s guiding principles and core
values about employee compensation.
Competencies
Clusters of highly interrelated attributes,
including knowledge, skills, and abilities (KSAs),
that give rise to the behaviors needed to
perform a given job effectively.
Cost-of-living adjustment
COLA
Pay adjustment given to eligible employees
regardless of performance or organizational
profitability; usually linked to inflation.
Developmental activities
Activities that focus on preparing employees for
future responsibilities while increasing their
capacity to perform their current jobs.
Distance learning
Process of delivering educational or
instructional programs to locations away from a
classroom or site.
Domestic partners
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.
Dual career ladders
Career development programs that identify
meaningful career paths for professional and
technical people outside traditional
management roles.
E-learning
Electronic media delivery of educational and
training materials, processes, and programs.
Employee engagement
Employees’ emotional commitment to an
organization, demonstrated by their willingness
to put in discretionary effort to promote the
organization’s effective functioning
Employee life cycle (ELC)
Activities associated with an employee’s tenure
in an organization.
Employee survey
Instruments that collect and assess information
on employees’ attitudes on and perceptions of
the work environment or employment
conditions.
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
Employment branding
Process of positioning an organization as an
“employer of choice” in the labor market.
Environmental scanning
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.
External equity
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.
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.
General pay increase
Pay increase given to employees based on
local competitive market requirements; awarded
regardless of employee performance.
Green-circle rates
Situations in which an employee’s pay is below
the minimum of the range.
Head count
Number of people on an organization’s payroll
at a particular moment in time
Incentive pay
Form of direct compensation where employers
pay for performance beyond normal
expectations to motivate higher performance.
Incentives
Payments in return for the achievement of
specific, time-limited, targeted objectives.
Individual development
plan (IDP)
Document that guides employees toward their
goals for professional development and growth.
Internal equity
Extent to which employees perceive that
monetary and other rewards are distributed
equitably, based on effort, skill and/or relevant
outcomes
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.
Job classification
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.
Job description
Document that describes a job and its essential
functions and requirements (including tasks,
knowledge, skills, abilities, responsibilities, and
reporting structure).
Job enlargement
Process of broadening a job’s scope by adding
different tasks to the job.
Job enrichment
Process of increasing a job’s depth by adding
responsibilities to the job.
Job evaluation
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.
Job ranking
Job evaluation method that involves
establishing a hierarchy of jobs from lowest to
highest based on each job’s overall value to the
organization
Job rotation
Movement between different jobs
Job specifications
Written statements of the minimum
qualifications for the job incumbent.
Job-content-based job
evaluation
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.
Kinesthetic learners
People who learn best through a hands-on
approach; also called tactile learners.
Lagging indicator
Type of metric describing an activity or change
in performance that has already occurred.
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.
Leadership
Ability to influence, guide, inspire, or motivate a
group or person to achieve their goals.
