People Book Two

Question 1

What is the difference between training and developmental activities?

Answer 1

• Training is for short-term skill gaps

* Developmental activities are broader-scope, long-term focus on preparing for future responsibilities

Question 2

What is the modern research regarding the percentage of effective learning in organizations?

Answer 2

• 70% challenging assignments
• 20% developmental relationships
• 10% coursework and training

Question 3

What is HR’s role in learning and development?

Answer 3

• Align to strategic goals by gathering input from all stakeholders and use proper metrics to evaluate

Question 4

What is a learning organization and what is well-defined in it?

Answer 4

• Systems-level ability to adapt quickly; core competencies

Question 5

What is the difference between the related systems of talent management and knowledge management?

Answer 5

• Talent management allows you to get and keep people

* Knowledge management helps to share organizational learning to augment performance

Question 6

What is the primary way in which a competency model can assist an organization?

Answer 6

• It provides performance standards so managers can more easily assess strengths and developmental opportunities

Question 7

What is the primary difference between the way the West and Global focuses on learning and development

Answer 7

• The West focuses on gaps whereas Global focuses on relationships

Question 8

How do adults like to learn?

Answer 8

• Pull rather than push
• Just-in-time
• Problem-focused rather than subject-focused
• Self-directed
• Use own experience

Question 9

What are the three learning styles?

Answer 9

• Visual
• Auditory
• Kinesthetic

Question 10

What global differences may make an impact in how training is received in different cultures?

Answer 10

• Power distance
• High/low context
• Cultural differences regarding proper energy and interaction of learner

Question 11

Why is blended learning often the most effective?

Answer 11

• Lower cost than all instructor-led and more options for learning and cultural styles

Question 12

What are the five Kirkpatrick levels for learning?

Answer 12

• Reaction- survey
• Learning- change in KSAs shown through pre and post test
• Behavior- change in behavior on a job
• Results- effect on organizational goals
• ROI%- benefits divided by costs *100

Question 13

What is career development and what is its two processes?

Answer 13

• Career development is an employee’s progress through stages of their careers
• Career planning focuses on the employees’ wants
• Career management focuses on the organization’s needs

Question 14

What are the respective roles of an employee and the manager with regard to career development?

Answer 14

• The employee has primary responsibility for their own career but the manager links them to the support of the organization by being a coach, appraiser, advisor, and referral agent

Question 15

What is leadership and how does HR assist in leadership development?

Answer 15

• Leadership is the ability to influence others so HR can help identify potential leaders and assist managers in building influencing skills

Question 16

What mindset often causes leaders to fall?

Answer 16

• Not realizing that no one is irreplaceable and resting on laurels

Question 17

What is action learning?

Answer 17

• Learning while working to solve real problems

Question 18

Regardless of culture, what experiences help leaders learn

Answer 18

• Managing direct reports, self-awareness, and executing effectively

Question 19

How do you judge if a total rewards strategy is working?

Answer 19

• Is it legally compliant, and aligned with the strategy and culture?
• Is it appropriate to your workforce ?
• Is it internally and externally equitable?

Question 20

How does understanding the employee life cycle assist HR in determining appropriate pay and benefits?

Answer 20

• Employees have different needs and wants during different eras of their career

Question 21

What is the best way to conduct a job analysis on a short-cycle job and on a professional job?

Answer 21

• Observation

* Survey and/or interview

Question 22

How does HR ensure external and internal compensation equity?

Answer 22

• External through remuneration surveys

* Internal through job evaluation

Question 23

What is a job evaluation and what are the most common methods of conducting?

Answer 23

• Determining worth of jobs; ranking, classification, point factor system

(Compensable factors = skills, responsibilities, effort, working conditions and supervision

Question 24

What are pay grades, pay ranges, and compa-ratios?

Answer 24

• Pay grade= jobs of similar value grouped together
• Pay range= high to low compensation for a pay grade
• Compa-ratio= pay rate divided by the range’s midpoint

Question 25

What is broad-banding and what is the advantage and disadvantage of it?

Answer 25

* Combination of salary grades; it gives employees more flexibility to move but diminishes their opportunity for promotion

Question 26

What are the two types of pay systems?

Answer 26

* Base pay and incentive pay

Question 27

What is a single or flat-rate pay system?

Answer 27

* Same rate of pay regardless of performance or seniority, often used in public sector and union environments

Question 28

What is a time-based step-rate system?

Answer 28

* Rate based on time with company and increases on predetermined time schedule * (a) automatic step-rate * (b) step-rate with variability-based performance (could allow employees to skip steps if good performer) * (c) combination step rate and performance (step rate up to job rate and then performance increases)

Question 29

What is a performance-based/merit pay system and what is the key to its success?

Answer 29

* Employee pay based on performance; key is strong link in employee's mind between performance and reward so need accurate appraisal system

Question 30

What is productivity-based pay system and what is key to its success?

Answer 30

* Pay determined by output; must be clear connection between effort and output; Quality needs to be stressed because quantity is what is rewarded a. Straight piece rate-mini. wage+so much per item b. Differential piece rate-different piece rate after certain number of items

Question 31

What is a person-based pay system?

Answer 31

* Superior knowledge is rewarded regardless of whether they are using all skills or not(scientists,teachers,assemblers, professionals)

Question 32

What should happen to employees whose compensation are outside the range?

Answer 32

* They should be brought back into range, or the ranges should be changed, or the employee should be moved into a new job grade. This is what is called red-circle(above the range maximum) and green-circle rates (below the range maximum) are about

Question 33

What is pay compression and what can be done about it?

Answer 33

* When experienced workers are receiving less than new hires; have automatic pay increases that keep with market conditions

Question 34

What is lump-sum increase and why might it be used?

Answer 34

* Performance bonus and might be used to reward a red-circle employee whose salary should not be increased because employee already exceeds maximum pay range

Question 35

What are time-based differential pay and geographic differential pay and give examples

Answer 35

* Different rate of pay because of when(time-based) or where(geographic) work is done ``` *EXAMPLES overtime shift pay emergency shift pay premium/holiday pay hazard pay on call pay call back pay reporting pay travel pay ```

Question 36

What is incentive pay and what is the key to it being a motivator for employees?

Answer 36

* Pay for performance beyond base pay expectations; for employee it must be significant amount of his pay and he must feel he has the ability to influence production (this is called goals in line of sight). For employer, it must encourage work that attains strategic organizational goals

Question 37

What are the three kinds of incentive plans and give examples.

Answer 37

* Individual(piece rates, commissions, cash bonus, and recognition programs) * Group(gain sharing- share gains realized to the organization by group effort like Scanlon and Improshare, group performance each person gets same amount for meeting or exceeding standards * Organization-wide(profit sharing either as cash now or deferred) performance sharing (predetermined criteria and fund)

Question 38

To what four types of people might you want to provide pay plans different from the rest of the organization?

Answer 38

* Executives (usually base salary plus annual and long-term incentives, perks, and parachutes) * Direct sales (usually a combination of salary and commission/bonus * Professionals (maturity curves to reward time in career field, dual-ladder) * Directors (variety) outside directors

Question 39

What is the major reason companies often design executives' pay to have a large percentage of stock options?

Answer 39

* Tie to their own long-term profit to the corporation's profitability, which will encourage them to make decisions like an owner

Question 40

What is the purpose of benefits (indirect compensation)?

Answer 40

* To reward continued employment and loyalty

Question 41

On what does a benefit needs assessment focus?

Answer 41

* Gaps

Question 42

What makes it difficult to have standardized benefits in global companies?

Answer 42

* Variations in what the government (s) provide, mandates, tax, etc.

Question 43

What is the difference between defined benefit and defined contribution plans?

Answer 43

* Defined benefits = guaranteed amount paid out upon retirement (risk of loss on the organization) * Defined contributions = only obligation of the company is to contribute to account (risk of loss on the employee)