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Applying knowledge > People notecards directly from SHRM > Flashcards

People notecards directly from SHRM Flashcards

1
Q

Relationship in which one person helps guide another’s development

A

Mentoring

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2
Q

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

A

External Equity

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3
Q

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

A

Blended learning

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4
Q

Process by which an organization generates a pool of qualified job applicants

A

Sourcing

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5
Q

Plan or method implemented by an organization that provides monetary, benefits-in-kind, and developmental rewards to employees who achieve specific business goals

A

Total rewards strategy

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6
Q

Primary job duties that a qualified individual must be able to perform, either with or without reasonable accomodation

A

Essential functions

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7
Q

Pay rate divided by the midpoint of the pay range

A

Compa-ratio

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8
Q

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

A

General Pay increase

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9
Q

Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs), that give rise to the behaviors need to perform a given job effectively

A

Competencies

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10
Q

Organization characterized by a capability to adapt to changes in environment

A

Learning organization

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11
Q

Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment

A

Situation Judgement Tests (SJTS)

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12
Q

Job evaluation method in which each job is compared with every other job being evaluated;the job with the largest number o f”greater than” rankings is the highest-ranked job, Ect

A

Paired Comparison

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13
Q

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

A

Cost-of-Living Adjustment (COLA)

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14
Q

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

A

Apprenticeship

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15
Q

Pay rate divided by the midpoint of the pay range

A

Compa-ratio

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16
Q

Extent to which employees perceive that monetary and other rewards are distributed equitably, based on effort, skill and/or relevant outcomes

A

Internal equity

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17
Q

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

A

Market-based job evaluation

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18
Q

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

A

ADDIE Model

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19
Q

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)

A

Remuneration Surveys

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20
Q

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

A

Compensation philosophy

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21
Q

Process of assimilating new employees into an organization, through orientation programs to help them, as well as their experiences in their first months of employment

A

ONboarding

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22
Q

Movement between different jobs

A

Job rotation

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23
Q

Modifications or adjustments to a job or job application process that accommodate persons with disabilities but do not impose a disproportionate or undue burden on the employer

A

Reasonable accommodation

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24
Q

Set the upper and lower bounds of possible compensation for individuals whose jobs fall within a pay grade

A

Pay ranges

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25
Q

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

A

Dual Career Ladders

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26
Q

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

A

Developmental activities

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27
Q

Process by which new employees become familiar with the organization and with their specific department, coworkers and job

A

Orientation

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28
Q

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

A

Environmental Scanning

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29
Q

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.

A

Employee Value Proposition (EVP)

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30
Q

Ability of an organization to keep its employees

A

Retention

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31
Q

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

A

Kinesthetic Learners

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32
Q

Structured conversations with employees for the purpose of determining which aspects of a job (satisfaction, engagement, culture, organization, leadership, etc.) encourage employee retention, or may be improved to do so.

A

Stay interviews

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33
Q

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

A

Lagging indicator

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34
Q

Pay systems in which employee characteristics, rather than the job, determine pay

A

Person-based pay

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35
Q

System that shows preference to employees with the longest service

A

Seniority

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36
Q

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

A

Benchmarking

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37
Q

Process by which an organization generates a pool of qualified job applicants

A

Sourcing

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38
Q

System in which pay is based on longevity in the job and pay increases occur on a pre-determined schedule

A

Time-based step-rate pay

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39
Q

Learning/development programs offered initially in a controlled environment with a segment of the target audience

A

Pilot programs

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40
Q

Job evaluation method that involves establishing a hierarchy of jobs from lowest to highest based on each job’s overall value to the organization

A

Job ranking

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41
Q

Tool used in the staffing/selection process to provide an applicant with honest, complete information about the job and work environment

A

Realistic job preview (RJP)

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42
Q

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

A

E-learning

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43
Q

Mandatory or voluntary payments or services provided to employees, typically covering retirement, health care, sick pay/disability, life insurance, and paid time off.

A

Benefits

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44
Q

Process of evaluating the most suitable candidates for a position

A

Selection

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45
Q

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

A

Premiums

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46
Q

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

A

Performance Management

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47
Q

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

A

Pay compression

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48
Q

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

A

Coaching

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49
Q

HR function that acts on the organizational human capital needs identified through workforce planning and attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the organization’s financial success

A

Staffing

50
Q

Assessment tools that provide candidates a wide range of situations and problem-solving exercises, including in-basket tests, financial or business data analysis, group discussions, interview simulations, role plays, and psychological inventories

A

Simulations

51
Q

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

A

Total Rewards

52
Q

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

A

Career Planning

53
Q

Situation where an individual’s performance on the job is the basis for the amount and timing of pay increases; also called performance-based pay or pay for performance

A

Merit pay

54
Q

Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also know as flat-rate pay

A

Single-rate pay

55
Q

One-time payment made to an employee; also called a lump-sum increase (LSI)

A

Performance bonus

56
Q

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

A

Systems thinking

57
Q

Beliefs and principles defined by an organization to direct and govern its employees’ behavior

A

Organizational Values

58
Q

Process by which an organization seeks out candidates and encourages them to apply for job openings

A

Recruitment

59
Q

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

A

Leading indicator

60
Q

Training provided to employees at the work site utilizing demonstration and performance of job tasks

A

On-the-job training

61
Q

Special incidental payments, benefits, or privileges given to individual employees, over and above their regular rewards

A

Perquisites

62
Q

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

A

Incentive pay

63
Q

System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.

A

Learning Management System (LMS)

64
Q

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

A

Organizational Learning

65
Q

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

A

Point-Factor System

66
Q

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

A

SWOT Analysis

67
Q

Plan or method implemented by an organization that provides monetary, benefits-in-kind, and developmental rewards to employees who achieve specific business goals

A

Total Rewards Strategy

68
Q

Situations in which employees’ pay is above the range maximum

A

Red-circle rates

69
Q

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

A

Job classification

70
Q

Internet technology platforms and communities that people and organizations use to communicate and share information, opinions, and resources

A

Social Media

71
Q

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

A

Career development

72
Q

Description of what an organization hopes to attain and accomplish in the future, which guides it toward that defined direction

A

Vision Statement

73
Q

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

A

Transfer of learning

74
Q

Concise outline of an organization’s strategy, specifying the activities it intends to pursue and the course its management has charted for the future.

A

Mission Statement

75
Q

Instruments that collect and assess information on employees’ attitudes and perceptions (such as engagement, job satisfaction, etc.)of the work environment or employment conditions

A

Employee Surveys

76
Q

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

A

Applicant Tracking System (ATS)

77
Q

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

A

Pay for performance (P4P,PFP)

78
Q

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

A

Assessment centers

79
Q

Situations in which an employee’s pay is below the minimum of the range

A

Green-Circle Rates

80
Q

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

A

Career management

81
Q

Relationship in which one person helps guide another’s development

A

mentoring

82
Q

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

A

Selection Interviews

83
Q

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

A

Employment Branding

84
Q

physical, psychological, and social aspects of employee health

A

Well-being

85
Q

Factor (such as religion, gender, national origin, etc.) That is reasonably necessary, in the normal operations of an organization, to carry out a particular job function

A

Bona Fide Occupational Qualification (BFOQ)

86
Q

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

A

Compensation

87
Q

Document that describes a job and its essential functions and requirements (Including tasks, knowledge, skills, abilities, responsibilities, and reporting structure

A

Job Description

88
Q

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

A

Distance Learning

89
Q

Process of measuring and evaluating an employee’s adherence to performance and standards and providing feedback to the employee

A

Performance Appraisal

90
Q

People who learn best by relying on their sense of sight

A

Visual Learners

91
Q

A state in which an organization’s strategy is consistent with its external opportunities and circumstances and its internal structure, resources, and capabilities

A

Strategic fit

92
Q

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

A

Flat-rate pay

93
Q

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

A

Job analysis

94
Q

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

A

Blended Learning

95
Q

Correlate pay with time spent in a professional field such as teaching or research

A

Maturity Curves

96
Q

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

A

General pay increase

97
Q

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

A

Job evaluation

98
Q

Ability to influence, guide, inspire or motivate a group or person to achieve their goals

A

Leadership

99
Q

Document that guides employees toward their goals for professional development and growth

A

Individual Development Plan (IDP)

100
Q

Process of increasing a job’s depth by adding responsibilities to the job.

A

Job enrichment

101
Q

Unmarried couples, of the same or opposite sex, who live together and seek economic and noneconomic benefits comparable to those granted to their married counterparts.

A

Domestic partnership

102
Q

Analyzing candidates’ application forms, curriculum vitae, and resumes to locate the most-qualified candidates for an open job.

A

Selection screening

103
Q

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 pay for performance

A

Performance- Based pay

104
Q

One-time payment made to an employee; also called performance bonus

A

Lump-sum increase (LSI)

105
Q

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

A

Balanced scorecard

106
Q

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

A

Incentives

107
Q

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

A

Value drivers

108
Q

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

A

Broadbanding

109
Q

Activities associated with an employee’s tenure in an organization

A

Employee Life Cycle (ELC)

110
Q

People who learn best by relying on their sense of hearing

A

Auditory learners

111
Q

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

A

Job-Content-Based Job evaluation

112
Q

Written statements of the minimum qualifications for the job incumbent

A

Job specifications

113
Q

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

A

Leader Development

114
Q

Process by which employees are provided wit the knowledge, skills, and abilities KSAs) specific to a task or job

A

Training

115
Q

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

A

Pay grades

116
Q

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

A

Head count

117
Q

Process of broadening a job’s scope by adding different tasks to te job

A

Job enlargement

118
Q

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

A

Employee Engagement

119
Q

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

A

External Equity

120
Q

Behaviors and results as defined by an organization to communicate the expectations of management

A

Performance Standards

121
Q

Primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodation

A

Essential functions

122
Q

Pay based on the quantity of work and outputs that can be accurately measured

A

Productivity-based pay

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