People Definitions

Question 1

Action Mapping

Answer 1

Instructional design model based on concept that training should be tightly focused on specific performance measures that the organization has determined are important.

Question 2

ADDIE Model

Answer 2

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

Question 3

Applicant Tracking System (ATS)

Answer 3

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

Question 4

Apprenticeship

Answer 4

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

Question 5

Assessment Centers

Answer 5

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

Question 6

Auditory Learners

Answer 6

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

Question 7

Balanced Scorecard

Answer 7

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

Question 8

Benchmarking

Answer 8

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 9

Blended Learning

Answer 9

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

Question 10

Broadbanding

Answer 10

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

Question 11

Career Development

Answer 11

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

Question 12

Career Management

Answer 12

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

Question 13

Career Planning

Answer 13

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

Question 14

Coaching

Answer 14

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

Question 15

Compa-ratio

Answer 15

Pay rate divided by the midpoint of the pay range.

Question 16

Compensation Philosophy

Answer 16

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

Question 17

Compensation

Answer 17

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

Question 18

Competencies

Answer 18

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 19

Cost-of-living Adjustment (COLA)

Answer 19

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

Question 20

Developmental Activities

Answer 20

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

Question 21

Distance Learning

Answer 21

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