People knowledge domain (18% of exam) Flashcards
people knowledge domain
describe the people knowledge domain
create and set the strategic direction of the hr function, find talent, engage and retain them through L&D and total rewards
people knowledge domain
what are the functional areas of the people knowledge domain?
1) HR Strategy
2) Talent acquisition
3) engagement and retention
4) learning & development
5) total rewards
people knowledge domain
Describe HR strategy as a functional area of the People domain
functional area
activities needed to
develop
implement
manage
evaluate
the strategic direction required to achieve org success and create stakeholder value.
people knowledge domain
what are some examples of approaches to project management?
Approaches to project management and processes
HR Strategy key concepts
- traditional
- Lean Six Sigma
- agile
- critical chain
- design thinking
- Kaizen
people knowledge domain
traditional project management (waterfall model)
Approaches to project management and processes
HR Strategy key concepts
- one of oldest/widely used methods proven successful
- structured framework for planning, execution and managing proejcts to achieve specific goals and deliverables
- follows linear/sequential process (waterfall method) where each phase is dependent on completion of the other.
- key advantage is detailed planning and documentation (scope, timeline, resource requirements, potential risks) allowing for better control and coordination throughout the project life cycle. *also clear and structured
- defines roles and responsibilities
- PM has the most important role in this approach
https://magnapro.ca/project-management/traditional-project-management/
people knowledge domain
what are the limitations in traditional project management?
Approaches to project management and processes
hr strategy key concepts
- not good/too rigid for projects with evolving requirements or uncertain environments
- lack of flexibility and adaptability can hinder responsiveness to changes or emerging risks.
people knowledge domain
key principles of traditional project management
hr strategy functional area
key concepts
1) clear objectives
2) project planning
3) project organization (roles and responsibilities, accountability)
3) risk management
4) monitoring and control
people knowledge domain
what tools are used in traditional project management?
hr strategy functional area
key concepts
**Gantt chart: **visual representation of project tasks, timelines and dependencies
easily identify critical paths, allocate resources and ensure tasks are completed on time.
PM software that allow project planning and scheduling opportunities (MS Project, Asana, Trello, Basecamp)
people knowledge domain
traditional PM lifecycle
hr strategy functional area
key concepts
1) initiation
2) planning
3) execution
4) monitoring and control
5) closure
people knowledge domain
Lean Six Sigma
hr strategy functional area
key concepts
Combines Lean and Six Sigma: Integrates steps from both methodologies.
Focuses on process improvement: Aims to enhance processes and reduce waste.
**Used in manufacturing, service, and transactional processes.
Increases efficiency: Helps organizations work more efficiently.
Reduces costs: Aims to lower operational costs.
Improves quality and customer satisfaction: Enhances product/service quality and boosts customer satisfaction.
people knowledge domain
what is six sigma?
hr strategy functional area
key concepts
method that helps to identify and fix weaknesses in processes or results in higher errors.
specifically to the goal of reducing manufacturing defects
used by many companies over the years to save money and improve efficiency
people knowledge domain
six sigma methodology (DMAIC)
hr strategy functional area
key concepts
DMAIC (used to improve an existing business process)
Define: Identify your need.
Measurement: Assess the current process and determine its effectiveness.
Analyze: Use data for evaluating current processes to identify areas where there are potential improvements or defects.
Improve: Make improvements and improve your process to help you achieve your goals.
Control: Create a system that will keep the process improved and anticipate potential roadblocks.
https://sixsigmadsi.com/lean-six-sigma-project-management/
people knowledge domain
six sigma methodology (DMADV)
best used to plan a process that doesn’t exist yet (i.e. creating new products or improving customer relations)
hr strategy functional area
key concepts
Definition: Establish the client’s/customer’s needs.
Measure: Use data to evaluate customer needs, respond to a product/service, and the product/service’s capabilities.
Analyze: Review the data to develop new goals and designs that meet client or customer needs.
Design: Use findings to create a product, process, or service that better addresses customer needs.
**Validate: **Test the design. Deliver it to the client. Create a plan to track its success in meeting customer needs.
https://sixsigmadsi.com/lean-six-sigma-project-management/
people knowledge domain
key principles of lean six sigma in PM
hr strategy functional area
key concepts
1) DMAIC
2) Customer focus (projects initiated based on customer feedback)
3) data-driven decision making: statistical analysis to find opps for improvement and drive decision making; used to determine root cause
4) continuous improvement: projects not complete until desired outcomes are sustained over time
5) Team-based approach: involves employees from all org levels
people knowledge domain
six sigma visual aid
hr strategy functional area
key concepts
people knowledge domain
agile PM approach overview
hr strategy functional area
key concepts
PM methodology that focuses on breaking the larger project lifecycle into more approachable portions of time and smaller tasks.
Prioritizes the delivery of a working product throughout the process, allowing the project team and all types of stakeholders involved to work closely together during the course of the project execution while providing feedback—not just during the project post-mortem.
people knowledge domain
characteristics of agile PM approach
hr strategy functional area
key concepts
less rigid
which gives teams the ability to pivot in new directions as needed and adapt to changing circumstances or project needs
rooted in software devlopment
https://www.forbes.com/advisor/business/what-is-agile-project-management
https://project-management.com/agile-project-management/
people knowledge domain
when to consider agile approach
hr strategy functional area
key concepts
if you are trying to hit a moving target and you need to get the most out of the time and resources at your disposal, then Agile might be the answer to your problems.
consider the team/people; they’re the most important factor in agile
people knowledge domain
what is critical chain PM and when should you use it?
hr strategy functional area
key concepts
helps you monitor essential resources and prioritize dependent tasks—so you can complete projects as efficiently as possible
If your team is looking to carefully monitor the usage of resources
https://asana.com/resources/critical-chain-project-management
people knowledge domain
How is critical chain PM useful?
hr strategy functional area
key concepts
identify key bottlenecks or limiting factors standing in the way of your project’s completion.
The idea is that every project has one main constraint and this constraint has the ability to disrupt the entire project by breaking the weakest chain.
the critical path focuses on the absolutely necessary tasks to get the project done
builds resource buffers into the project timeline
related to theory of constraints
https://asana.com/resources/critical-chain-project-management
people knowledge domain
design thinking
Approaches to project management and processes
hr strategy key concepts
user-centric process of finding solutions
observe and empathize with stakeholders’ needs.
Instead of focusing solely on the challenge itself, design thinking considers who is impacted and concentrates on resolving the issues created by the challenge
A design thinking methodology transforms HR from a process-oriented structure to a people-oriented system
https://www.aihr.com/blog/design-thinking-hr/
people knowledge domain
Kaizen
Tom Peters - Thriving on Chaos
Approaches to project management and processes
hr strategy key concepts
quest for perfection aka continuous improvement
MBWA (management by walking around; those closest to the process are the best to ID improvements)
https://www.aihr.com/blog/design-thinking-hr/
people knowledge domain
describe the HR strategy functional area
hr strategy functional area
key concepts
Activities required to design, implement, manage and evaluate activities that will create stakeholder value
people knowledge domain
what is the strategic planning process?
hr strategy functional area
key concepts
People domain
blue ocean strategy
Strategic planning analysis frameworks
HR strategy key concepts
generates new demand and market spaces with no or very low competition
pursues value innovation
no pricing pressure, allowing the company to differentiate its product/services and offer a low cost
People domain
blue ocean strategy framework
Strategic planning analysis frameworks
HR strategy key concepts
- raise
- eliminate
- reduce or
- create
to generate value and fill market gaps
People domain
industry analysis
Strategic planning analysis frameworks
HR strategy key concepts
- tool to understand positioning in the market
- id threats, opps facing the business
- develop unique capabilities that lead to competitive advantage
Industry life-cycle:
- intro
- growth
- maturity
- decline unless org continues to update core functions
People domain
location-specific analysis
Strategic planning analysis frameworks
HR strategy key concepts
Location analysis evaluates a location’s potential, namely in terms of labor market supply, labor costs, workforce demand, and competitors.
People domain
scenario planning
Strategic planning analysis frameworks
HR strategy key concepts
Scenario planning is a strategic planning methodology that helps an organization plan for the future with flexibility built in to hedge one’s bets by considering other possible outcomes. In scenario planning an organization begins with a deep understanding of their business strategy and then considers trends and uncertainties the organization is facing in order to help refine their plans for a specific issue.
One of the first well documented uses of scenario planning was conducted by Royal Dutch/Shell in the 1970s to predict oil production levels
https://www.shrm.org/executive-network/insights/people-strategy/using-sc
People domain
growth-share matrix
Strategic planning analysis frameworks
HR strategy key concepts
- aka Boston box, Boston matrix (developed by BCG)
- helps analyze product lines
- x axis = market share (% of market a company owns) and y axis = market growth (rise in market size)
People domain
real-time
Strategic planning analysis frameworks
HR strategy key concepts
strategic planning used to address rapid changes within the organization
people domain
EVP
Methods for creating and maintaining a positive employee value propositi
talent acquisition key concepts
An employee value proposition is the unique value you offer as an employer to your employees in return for their skills, experience, and commitment to your company.
This includes components like salary, benefits, rewards, career development, and work-life balance, as well as your values, mission, social purpose, and organizational culture.
people domain
Employment branding (reputation)
Methods for creating and maintaining a positive employee value propositi
talent acquisition key concepts
- process of promoting a company/organization as employer of choice to desired targeted group that company wants to recruit and retain (what do they think of you?)
- identity must be true, credible, relevant, distinctive and aspirational; done through extensive research
people domain
Employment branding best practices
Methods for creating and maintaining a positive employee value propositi
talent acquisition key concepts
- manage expectations and perceptions of job candidate target groups
- ID key words that describe company as a good place to work (recruit task force, focus group)
people domain
what is a job analysis and what are the purposes?
Job analysis and identification of job requirements
talent acquisition key concepts
- determine level of responsibility in a job and how it impacts the overall organization
- include types of physical and mental conditions in which the job operates
Purposes:
- prepare for significant growth or expansion
- needs analysis for employee training
- workforce planning
people domain
job requirements and qualifications (specifications)
Job analysis and identification of job requirements
talent acquisition key concepts
Qualifications encompass the education, skills, and experience that an individual possesses, making them apt for a particular role or job. On the other hand, requirements are set criteria or conditions that must be met for a particular job, task, or activity
https://www.askdifference.com/qualification-vs-requirement/#google_vigne
people domain
task inventory analysis
Job analysis and identification of job requirements
talent acquisition key concepts
inventory of all the tasks that a job consists of and tasks are grouped under their duties
indicate each task’s frequency, importance, and associated difficulty
people domain
critical incident technique
Job analysis and identification of job requirements
talent acquisition key concepts
relies on observed critical incidents, which are behaviors that represent either outstanding or unacceptable performance
- A description of the context and circumstances leading up to the incident.
- The behaviors of the employee(s) during the incident.
- The consequences of the behaviors and their broader impact.
people domain
position analysis questionnaire
Job analysis and identification of job requirements
talent acquisition key concepts
structured job analysis questionnaire
evaluates the skill level and basic characteristics required of workers to successfully execute the tasks, duties, and responsibilities of a job.
The PAQ was developed at Purdue University by McCormick, E.J., & Jeanneret, and Mecham in 1969.
people domain
sourcing v recruiting
Methods for external and internal sourcing and recruiting
talent acqusition key concepts
- sourcer: finds passive candidates; sourcer is a hunter; creates interest and drives talent to the org; passes to the recruiter
- recruiter: manages the relationships; guides candidates thru hiring process - a lot of admin/going back and forth until the job is filled
people domain
internal v external recruiting
Methods for external and internal sourcing and recruiting
talent acqusition key concepts
**internal: **look for ppl to fill roles internally - intranet, ERGs, teams, promotion
external: job boards, social media, website, referrals (ask new hires who else they may recommend to the company)
people domain
talent pipelines
Methods for external and internal sourcing and recruiting
talent acqusition key concepts
A talent pipeline is a cohort of passive candidates who you have previously engaged with and who are fit to fill future roles that might open up within your company.
Talent pipelines necessarily require a proactive mindset, and creating a talent pipeline is a strategic process that relies on a deep understanding of the future of a company.
https://recruitment.com/process/talent-pipeline
people domain
personality tests
methods for selection assessment
talent acquisition key concepts
Personality tests help evaluate the candidate’s character traits to better understand the person’s values, motivation, and common behaviors to understand how they’d fit in the role.
people domain
assessment centers
methods for selection assessment
talent acquisition key concepts
An assessment center or assessment day is a recruitment event that’s usually run towards the end or as the final stage of the hiring and selection process. They’re most commonly used to hire for graduate, leadership, and board membership roles.
Assessment centers are high-pressure environments where shortlisted candidates are put through a combination of tests and activities such as psychometric tests, interviews, live exercises, and more.
Most assessment days are in-person events that last from anywhere between half a day to two days. They’re usually conducted at the company’s offices or an external facility or hotel.
The purpose of an assessment center test is to evaluate candidates on several factors including their skills, competencies, traits, and so on, before making a final decision about their suitability for the role and the company
https://www.testgorilla.com/blog/assessment-center-effectiveness/
people domain
individual or panel interviews
methods for selection assessment
talent acquisition key concepts
individual: one-on-one interview; done sequentially
panel interview - questions are distributed among a group of interviewers to meet with a candidate
people domain
physical tests/evaluations
job offer contingencies
talent acquisition key concepts
measure the physical ability to perform a particular task or the strength of specific muscle groups, as well as strength and stamina in general
https://www.eeoc.gov/laws/guidance/employment-tests-and-selection-procedures#:~:text=1.%20Employers%20should%20administer
people domain
psychological test types
methods for selection assessment
talent acquisition key concepts
- personality test (Big 5 Model, MBTI)
- cognitive ability (problem solving, critical thinking, learn new skills)
- EQ (interpersonal relationships)
- Integrity & ethics assessments (finance, healthcare)
- situational judgement tests
https://neurolaunch.com/psychological-tests-for-employment/
people domain
cost per hire (CPH)
Talent acquisition metrics
talent acquisition key concepts
a metric that measures the costs related to recruiting and hiring employees
CPH = external costs + internal costs (salary, benefits and technology) / total number of hires in a period
people domain
time to fill (TTF)
- gives insight into how long it will take to hire someone so management knows how to redistribute work; gives insight into recruiting budget
Talent acquisition metrics
talent acquisition key concepts
people domain
what is recruitment yield ratio (ryr) and why is it beneficial?
talent acquisition metrics
talent acqusition key concepts
ratio of applicants that found the job posting from different advertisements
- can help a company figure out the proportion of successful candidates from a specific source
people domain
how to calcultate recruitment yield ratio (ryr)
talent acquisition metrics
talent acqusition key concepts
people domain
interview-to-offer ratio
talent acquisition metrics
talent acqusition key concepts
number of candidates interviewed for the position to the number of employees actually hired for a position
people domain
recruiting source yield (RSY)
talent acquisition metrics
talent acqusition key concepts
quality of hire and recruiting source
people domain
positive organizational culture
Approaches to developing and maintaining a positive organizational cultu
Employee Engagement & Retention
people domain
benefits of positive workplace culture
Approaches to developing and maintaining a positive organizational cultu
Employee Engagement & Retention
- enhanced health
- better employee engagement
- greater loyalty
- fewer absences
- better business performance
- increased innovation and creativity
people domain
engagement
job-attitude theories and basic principles
Employee Engagement & Retention
degree to which an employee is connected to all aspects of the cmpany and works to help the org grow and reach its goals
might volunteer or offer ideas (involved beyond just doing their job)
people domain
satisfaction
job-attitude theories and basic principles
Employee Engagement & Retention
how much satisfaction a person gets from doing their job
(can directly relate to their attitude)
how they do their job and how the company views how they do their job
- recognition
- comp
- ability to grow
- responsibility commensurate with comp
people domain
commitment
job-attitude theories and basic principles
Employee Engagement & Retention
- organization should show they care about employee and their well-being (i.e. massage chairs, meals, daycare)
- build loyalty and emotional connection
people domain
involvement
job-attitude theories and basic principles
Employee Engagement & Retention
how engaged a person is doing their job and level of enthusiasm they have for doing it
- ppl who go above and beyond or not meeting the mark
people domain
job redesign
Job-design principles and techniques
employee engagement & retention key concepts
looks specifically at ways to expand an employee’s job by:
- redesigning certain aspects relating to scope and depth of what it is that an employee does and is responsible for at the organization
give employee interest
people domain
job enrichment
Job-design principles and techniques
employee engagement & retention key concepts
- provides employee with more tasks to do as part of their jobs and
- gives the responsibility and authority to the employee to complete those additional tasks
- works when additional tasks that align with employee’s skills and interests
people domain
job enlargement
Job-design principles and techniques
employee engagement & retention key concepts
- increases only the tasks of a particular job (no additional responsibility or authority)
- reduces boredom by changing things up
people domain
job rotation
Job-design principles and techniques
employee engagement & retention key concepts
- assigns workers to an alternate job on a temporary basis
- provides employees w/something new to do
- learn and broader perspective how the org operates
- increases understanding of what coworkers do
- gives chance for employees to enhance their skills
people domain
work simplification
Job-design principles and techniques
employee engagement & retention key concepts
- removing tasks from existing roles in order to make them more focused
- develop improved work methods that maximize output while minimizing expenditure and cost.
https://www.aihr.com/blog/job-simplification-work-simplification/#:~:text=Work%20or%20job%20simplification%20is%20the%20process%20of,that%20maximize%20output%20while%20minimizing%20expenditure%20and%20cost.
people domain
recruitment
Employee lifecycle phases
Employee Engagement & Retention key concepts
attracting candidates and making sure they’re a good fit
people domain
integration
Employee lifecycle phases
Employee Engagement & Retention key concepts
onboarding experience
people domain
development
Employee lifecycle phases
Employee Engagement & Retention key concepts
learning & development
people domain
departure
Employee lifecycle phases
Employee Engagement & Retention key concepts
leaving
people domain
realistic job previews
Employee retention concepts and best practices
Employee engagement & retention key concepts
RJP - positive and negative info regarding the role to give individuals a realistic view of employment
- help candidates make informed decisions about the role
https://study.com/academy/lesson/realistic-job-previews-definition-purpose-examples.html#/lesson
people domain
suggestion mechanisms
Employee retention concepts and best practices
Employee engagement & retention key concepts
employee suggestion box, feedback surveys
people domain
identifying causes of turnover
Employee retention concepts and best practices
Employee engagement & retention key concepts
exit interviews, absenteeism, performance, management
people domain
predictive attrition analysis
Employee retention concepts and best practices
Employee engagement & retention key concepts
job satisfaction, promotion history, and work environment
people domain
dashboard
performance management
employee engagement & retention key concepts
A performance management dashboard is a centralized management tool that displays key performance indicators (KPIs), metrics, and other vital data points in a visual format12345. It helps track and improve employee achievements, monitor productivity, teamwork, and other performance indicators
KPIs
people domain
calibration
performance management
employee engagement & retention key concepts
Performance calibration meetings provide a forum for comparing employee performance and discussing individual performance reviews with the goal of making sure that managers apply similar standards across all employees. Managers meet to discuss their ratings before sharing performance reviews with employees, so they have the chance to make adjustments as needed.
advisory
people domain
user training
performance management
employee engagement & retention key concepts
make sure employees know how to use the system
people domain
goal recording
performance management
employee engagement & retention key concepts
track goals for employee training and development
people domain
vacancy rate
retention and turnover metrics
employee engagement & retention key concepts
(# vacant positions/total # postions) * 100
people domain
authoritarian
Types of organizational cultures
employee engagement and retention key concepts
The authoritarian culture gives employees little freedom and doesn’t give them much input
people domain
mechanistic
Types of organizational cultures
employee engagement and retention key concepts
the management makes decisions and creates very standard processes
straightforward and has a system that employees follow
people domain
participative
Types of organizational cultures
employee engagement and retention key concepts
involves the input of a company’s team members and, in some cases, even the consumers or users of the product or service
people domain
learning
Types of organizational cultures
employee engagement and retention key concepts
developing and increasing knowledge of staff members is highly encouraged
employees are growing in their positions and developing more skills and abilities
people domain
high performance
Types of organizational cultures
employee engagement and retention key concepts
supports and encourages excellent performance and growth (4 factors)
1) strong leaders
2) employee empowerment
3) learning and growth in current positions
4) encourages change and enthusiastic about improvements and changes at work
people domain
what is training needs assessment?
Needs analysis types and techniques
Learning & Development key concepts
people domain
how do you analyze needs?
Needs analysis types and techniques
Learning & Development key concepts
take org inventory of what should be done compared to what is being done.
- do they have KSAOs to perform?
- do we have the right technology in place?
- can employees meet customer expectations?
people domain
how do you analyze needs?
Needs analysis types and techniques
Learning & Development key concepts
take org inventory of what should be done compared to what is being done.
- do they have KSAOs to perform?
- do we have the right technology in place?
- can employees meet customer expectations?
people domain
ADDIE MODEL
Learning and development program design and implementation
Learning & Development key concepts
- Analyze: collect data to identify gaps between desired state and what’s currently being done
- Design: response to gap analysis. determine course content, delivery method, goals and objectives
- Development: create the training (i.e. learning activities, tools, etc)
- Implementation: pilot testing, content revision, instructor selection, announced/promoted
- Evaluation: particiapant evaluation
people domain
successive
approximation model
Learning and development program design and implementation
Learning & Development key concepts
(SAR) Learning development model that emphasizes rapid development over perfection
Encourages feedback and iteration (protoyping and implementation)
fail fast and early outlook
https://elmlearning.com/hub/instructional-design/sam-successive-approximation-model/#:~:text=%EE%80%80SAM%20(Successive%EE%80%81%20Approximation%20Model)%20is
people domain
action mapping
Learning and development program design and implementation
Learning & Development key concepts
streamlined process to design training in the business world
- Commit to measurably improving the performance of the business
- Identify the best solution to the performance problem
- When training is necessary, create realistic practice activities, not information presentations
Think BD training
people domain
Bloom’s taxonomy
Learning and development program design and implementation
Learning & Development key concepts
classify learning objectives w/verbs (created by Benjamin Bloom)
- 6 levels of cognitive domains
1 - remember
2 - understand (comprehension)
3 -** apply** (application to new situation)
4 - analyze (research, establish, appraise)
5 -** evaluate** (make a judgement - persuade, validate, support)
6 - create (build on what they learn; develop, compose, formulate)
https://www.bing.com/videos/riverview/relatedvideo?q=bloom%27s+taxonomy&
people domain
70-20-10 rule
Adult learning theories
L&D key concepts
70% challenging experiences and assignments
20% developmental relationships
10% coursework and training
The underlying assumption of the 70-20-10 rule is that leadership can be learned — that leaders are made, not born.
people domain
learning everywhere model
Adult learning theories
L&D key concepts
e-learning
people domain
blended learning
L&D approaches and techniques
L&D key concepts
- use of **classroom **and computer based instruction programs or
- **self-study **and **instructor-led **training
people domain
just-in-time learning
L&D approaches and techniques
L&D key concepts
- Contextual Relevance: Information is directly applicable to the task at hand.
- Immediate Application: Learners can apply the knowledge immediately.
- Self-Directed: Employees seek out information as needed.
- Various Formats: Can include quick reference guides, short videos, or searchable databases.
- Performance Support: Often integrated into work processes or tools.
Benefits of just-in-time learning:
– Reduces time spent in formal training sessions
– Enhances on-the-job performance
– Supports continuous learning culture
– Addresses real-time challenges effectively
people domain
micro-learning
L&D approaches and techniques
L&D key concepts
- Short Duration: Typically 3-5 minutes long, rarely exceeding 10 minutes.
-
Single Learning Objective: Each unit focuses on a specific concept or skill.
3.** Multimedia Format**: Often utilizes videos, infographics, or interactive elements. - Mobile-Friendly: Designed for easy access on smartphones and tablets.
- Stand-alone Units: Can be consumed independently or as part of a larger curriculum.
Benefits of microlearning:
– Improved retention due to focused content
– Flexibility in learning schedule
– Reduced cognitive load
– Easy to update and maintain
people domain
self-paced learning
L&D approaches and techniques
L&D key concepts
- learners progress through the material at their own speed and on their own schedule
- directed toward learner; learner can spend more or less time with particular lessons
people domain
experiential learning
L&D approaches and techniques
L&D key concepts
- learning by doing
- developing personal understanding, knowledge, skills and attitudes through the analysis of, and reflection on, activity”.
- In this definition ‘Activity’ can include anything from an individual explaining an idea or** completing a simple task** to highly complex group interactions involving a wide range of mental attributes and behaviours
https://www.experientiallearning.org/info/what-is-experiential-learning/
people domain
peer-to-peer training
L&D approaches and techniques
L&D key concepts
- when coworkers teach other coworkers
- enables managers to identify knowledge gaps in companies
- any meaningful peer collaboration can be considered peer learning
people domain
benefits of peer-to-peer learning
L&D approaches and techniques
L&D key concepts
- taps into existing expertise
- suited to the way ppl learn info
- covers 4 stages of learning loop:
- gaining knowledge
- applying knowledge
- receiving constructive feedback
- reflecting on skills learned
people domain
gamification
L&D approaches and techniques
L&D key concepts
makes learning more interactive and enjoyable by using games to enhance education
https://educationaltechnology.net/gamification-what-it-is-how-it-works-e
people domain
rotational programs
L&D approaches and techniques
L&D key concepts
- participating employees “rotate” through different aspects of the business for specific periods of time.
- employees to get experience in a variety of business functions by holding real, temporary positions and responsibilities in different departments.
- The programs serve as opportunities for employees to learn more about the business, develop a wider business perspective, and develop their skills by experiencing different job duties
https://eddy.com/hr-encyclopedia/rotational-program/
people domain
self-directed learning (auto didacticism)
L&D approaches and techniques
L&D key concepts
learners take charge of their own learning by:
- identifying learning goals
- choosing resources
- adopting learning strategies
- proceeding at own pace
i.e. studying for the SHRM-SCP exam
people domain
describe the design phase of ADDIE
Learning and development program design and implementation
Learning and development key concepts
- response to gap analysis
- initial info from analysis is decided on for course content, delivery methods and tactics
- Outline of what training design will be and order of presentation
think outline for interview training
people domain
describe the development phase of ADDIE
Learning and development program design and implementation
Learning and development key concepts
- development of training materials
- coursework creation
- training delivery (adult learning methods)
people domain
describe the implementation phase of ADDIE
Learning and development program design and implementation
Learning and development key concepts
(pilot testing, content revisions, instructor selection, logistics)
- - put training to use
- announce to participants
people domain
describe the evaluation phase of ADDIE
Learning and development program design and implementation
Learning and development key concepts
Kirkpatrick method:
- reaction: how did participants react to training?
- learning: measure how much the participants knowledge increased
- behavior: measure how participant behavior changed several weeks following the training
- results: measure outcomes, benefits, results of training
people domain
Compute ROI on training
Learning and development program design and implementation
Learning and development key concepts
total value of benefits achieved (training results) - total training costs**
people domain
describe the analysis phase of ADDIE
Learning and development program design and implementation
Learning and development key concepts
data is received and collected to idenitify gaps in desired performance
will point to what specific KSAs are lacking and need to be addressed in L&D goals
people domain
benchmarking
Compensation and labor market data collection, interpretation and analys
total rewards key concepts
compensation benchmarking, is a method for determining the market rate for internal positions by analyzing the rates of external positions
people domain
internal alignment
Compensation and labor market data collection, interpretation and analys
total rewards key concepts
with an internally aligned comp plan, a relative worth structure is deve
people domain
external competitiveness
Compensation and labor market data collection, interpretation and analys
total rewards key concepts
- how an org’s salary structure compares to its competitors;
- ensures that jobs in a company are valued appropriately relative to similar jobs in the company’s external labor market
https://www.youtube.com/watch?v=dwKCfpVNisU
people domain
lag
Compensation philosophies
total rewards key concepts
- pay less than competitors
- due to moderate to high turnover in market
- labor costs controlled by settin intial pay rates lower than surrounding market
i.e. janitorial, security, fast-food
people domain
match
Compensation philosophies
total rewards key concepts
- meet/stay current w/competitors’ pay levels
- wages/benefits comparable to surrounding market
- insurance, recreation, entertainment
people domain
lead
Compensation philosophies
total rewards key concepts
- pay more than competitors
- goal to attract best qualified candidates
- increase workplace productivity (thus besting the competition)(
ex: tech, select industry leaders
people domain
lead-lag
Compensation philosophies
total rewards key concepts
- treat employees differently according to value to org
- Key positions = lead approach
- Routine positions = lag approach for cost savings
people domain
merit increase
Compensation plans for common and special workforce groups
total rewards key concepts
salary increase given based on performance evaluation
people domain
domestic workers
Compensation plans for common and special workforce groups
total rewards key concepts
provides household services like childcare, cooking, cleaning, elderly services
people domain
global workers
Compensation plans for common and special workforce groups
total rewards key concepts
- ethnocentric: tight control of intl ops, little autonomy, comp & ben developed at HQ and rolled out globaly = inadequate consideration of legal and cultural differences
- polycentric: subsidiary treated as own entitiy; local comp & ben programs and policies = local/legal comp norms more understandable; consistent renumeration policies; incentivies to maximize local rather than global objectives
- regiocentric: operations managed regionally; communication high within but not between regions = perception of regional similarities when that’s not necessarily the case; regional HQ could suffer blind spots related to differences thus leading to ethnocentricity at the regional level
- **geocentric: **org seen as single intl enterprise w/strategic plan that’s global in orientation = local comp strategies likely to be consistent w/global policies; desire for global consistency can lead to inappropriate policies at local level; development of consistent and equitable renumeration policies among global mgrs will help efficient and effective transfers
people domain
expatriates
Compensation plans for common and special workforce groups
total rewards key concepts
a company worker who is temporarily assigned to work in a foreign country, essentially meaning they are living and working outside their home country for their employer
balance sheet method to ensure the employee neither gains or loses money
people domain
executives
Compensation plans for common and special workforce groups
total rewards key concepts
includes fixed and variable components with perks
people domain
sales
Compensation plans for common and special workforce groups
total rewards key concepts
base pay plus commission
people domain
shift workers
Compensation plans for common and special workforce groups
total rewards key concepts
hourly, OT, holiday pay, benefits if full time
people domain
part-time employees
Compensation plans for common and special workforce groups
total rewards key concepts
less than 30 hours a week, ineligible for all benefits of FTEs
can be hourly or salaried based on wages earned and duties
people domain
open leave
Leave plans and approaches
total rewards key concepts
unlimited PTO as long as work is done and is approved in advance
people domain
pension plan v savings plan
Retirement planning and benefits
total rewards key concepts
pension plan - requires employers to make contributions to a fund that is invested for the employee to access at retirement. amount based on tenure, los etc
401k - defined contribution plan
https://www.newyorklife.com/articles/401k-vs-pension
people domain
share purchase plans
Other benefits
total rewards key concepts
- financial offering that allows existing shareholders of a company to purchase additional shares directly from the company at a discounted price.
- It is a way for companies to raise additional capital from people who already have a position in the company, without going through the traditional process of issuing new shares to the high net worth individuals or institutional investors.
- provide existing shareholders with an opportunity to increase their ownership in the company at a discounted price.
https://nextinvestors.com/learn-to-invest/investing-in-small-caps/what-i
people domain
housing partnership
Other benefits
total rewards key concepts
helping employees put down payment on homes?
i.e. Baltimore’s live near your work program
people domain
outplacement services
Other benefits
total rewards key concepts
help separated employees find new jobs; protect employer brand
people domain
deferred compensation
Other compensation
total rewards key concepts
Deferred compensation is part of an employee’s regular compensation that is set aside to be paid at a later date, usually at retirement. In many cases, taxes on this income are deferred (postponed) until it is paid out. There are many forms of deferred compensation, including retirement plans, pension plans, and stock-option plans.
people domain
direct and indirect compensation
Other compensation
total rewards key concepts
people domain
stock options
Other compensation
total rewards key concepts
a contract between two parties that gives the buyer the right to buy or sell underlying stocks at a predetermined price and within a specified time period.
People domain
pay increases
Pay practices and issues
total rewards key concepts
merit increase
COLA
bonus
People domain
base pay
Pay practices and issues
total rewards key concepts
Base pay, also known as a base salary or hourly rate, is a fixed amount that an employer agrees to pay an employee for their work.
People domain
pay levels
Pay practices and issues
total rewards key concepts
People domain
banding
Pay practices and issues
total rewards key concepts
range of salaries that a company is willing to pay for a specific job role or level
People domain
variable pay
Pay practices and issues
total rewards key concepts
People domain
pay compression
Pay practices and issues
total rewards key concepts
- occurs when there is only a small difference in employee pay regardless of skills or experience.
- result of market rate for a given job outpacing increases historically given by org to high tenure employees
- as a result, ERs can only hire newcomers by offering as much or more than more senior professionals
People domain
pay equity
Pay practices and issues
total rewards key concepts
People domain
pay transparency
Pay practices and issues
total rewards key concepts
- sometimes transparency is required
- when not required, orgs recognize a level of privacy is needed. also if going to communicate, then it should be clear to employees.
- risks - jealously, performance issues
- for the most part, employees do not understand how they are paid
- consider total comp statements
people domain
direct and indirect compensation
Basic accounting and financial knowledge for managing payrol
total rewards key concepts
see other card with examples
people domain
total compensation statements
Basic accounting and financial knowledge for managing payrol
total rewards key concepts
how much an employer pays to an employee (i.e. benefits premiums, STD, LIfe, AD&D); comp is taxable
people domain
insurance participation rates
Total rewards metrics and benchmarks
total rewards key concepts
tells if the insurance offered is attractive
people domain
compa-ratio
Total rewards metrics and benchmarks
total rewards key concepts
indicators of how wages match, lead, or lag the midpoint - normally an indicator of market value
divide worker’s pay rate by mid-point of pay range or
pay rate / midpoint
compa ratios less than 100% mean the worker is paid less than the midpoint of the range.
compa ratios more than 100% mean that wages exceed the midpoint
people domain
career pathing
Career development techniques
Learning & Development key concepts
Career pathing (similar to career mapping) is defined as the series of jobs an individual intends to hold during their time at a company
https://www.cultureamp.com/blog/career-pathing
people domain
career mapping;
Career development techniques
Learning & Development key concepts
- career map identifies and outlines various career paths an employee can take.
- a career map as depicting the broader landscape of career paths
https://www.cultureamp.com/blog/career-pathing
people domain
mentorship
Career development techniques
Learning & Development key concepts
imparting knowledge or skills to someone else that will help them. can be informal (happen organically) or formal (defined goals usually lasting 12 months)
people domain
cross-training
Career development techniques
Learning & Development key concepts
- identifying the major tasks and skills in a specific area of your organization and then training each employee on these skills so that they can step in for support when needed.
- build the skills of everyone in the company so everyone better understands exactly what it takes to run the business
- empower employees to have an impact internally
people domain
apprenticeship
Career development techniques
Learning & Development key concepts
- structured training programs that combine on-the-job learning with classroom instruction
- Apprentices work under the guidance of experienced mentors while acquiring the necessary skills and knowledge to excel in their chosen profession.
people domain
job enlargement v job enrichment
Career development techniques
Learning & Development key concepts
**enlargment: **expanding the duties of an existing role while maintaining its level within the organization. This means that a person will handle new responsibilities that fall under their job title
enrichment: adding motivators (more automony, special projects) to make the job satisfying
people domain
knowledge maps
Knowledge-sharing techniques and facilitation
Learning & Development key concepts
knowledge management method for creating visual representations of knowledge assets within a business
i.e. SharePoint site info
https://tettra.com/article/knowledge-mapping/
people domain
knowledge cafes
Knowledge-sharing techniques and facilitation
Learning & Development key concepts
A Knowledge Café is a forum for collaborative dialogue. Hosts select the topic, identify and distribute a few easy-to-digest materials, and prepare a couple questions to kick off the conversation. Participants are encouraged to share their experiences, ideas, examples, resources, and questions. These group discussions help deepen and evolve understanding of the topics
https://transportation.org/km/events/knowledge-cafes/
people domain
growth mindset
Approaches to coaching and mentoring
Learning & Development key concepts
Individuals who believe their talents can be developed (through hard work, good strategies, and input from others) have a growth mindset. They tend to achieve more than those with a more fixed mindset (those who believe their talents are innate gifts). This is because they worry less about looking smart and put more energy into learning. When entire companies embrace a growth mindset, their employees report feeling far more empowered and committed; they also receive greater organizational support for collaboration and innovation
https://hbr.org/2016/01/what-having-a-growth-mindset-actually-means
people domain
formal and informal mentorship programs
Approaches to coaching and mentoring
Learning & Development key concepts
informal: happens organically - i.e. friends or family members
formal: established relationship with similarities of each party; meet for determined timeframe (i.e. 12 months)
people domain
executive coaching
Approaches to coaching and mentoring
Learning & Development key concepts
- work with executives on leadership skills to help drive business goals
- coaching of senior level executives by a third party
people domain
total rewards 6 components
total rewards - strategy to attract and retain talent
- compensation
- benefits
- work-life effectiveness
- recognition
- performance management
- talent development
