People notecards directly from SHRM Flashcards
Relationship in which one person helps guide another’s development
Mentoring
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
External Equity
Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training
Blended learning
Process by which an organization generates a pool of qualified job applicants
Sourcing
Plan or method implemented by an organization that provides monetary, benefits-in-kind, and developmental rewards to employees who achieve specific business goals
Total rewards strategy
Primary job duties that a qualified individual must be able to perform, either with or without reasonable accomodation
Essential functions
Pay rate divided by the midpoint of the pay range
Compa-ratio
Pay increase given to employees based on local competitive market requirements;awarded regardless of employee performance
General Pay increase
Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs), that give rise to the behaviors need to perform a given job effectively
Competencies
Organization characterized by a capability to adapt to changes in environment
Learning organization
Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment
Situation Judgement Tests (SJTS)
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
Paired Comparison
Pay adjustment given to eligible employees regardless of performance or organizational profitability; usually linked to inflation
Cost-of-Living Adjustment (COLA)
Related to technical skills training;often a partnership between employers and unions
Apprenticeship
Pay rate divided by the midpoint of the pay range
Compa-ratio
Extent to which employees perceive that monetary and other rewards are distributed equitably, based on effort, skill and/or relevant outcomes
Internal equity
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
Market-based job evaluation
Instructional systems design framework consisting of five steps that guide the design and development of learning programs
ADDIE Model
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)
Remuneration Surveys
Short but broad statement documenting an organization’s guiding principles and core values about employee compensation
Compensation philosophy
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
ONboarding
Movement between different jobs
Job rotation
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
Reasonable accommodation
Set the upper and lower bounds of possible compensation for individuals whose jobs fall within a pay grade
Pay ranges
Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles
Dual Career Ladders
Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs
Developmental activities
Process by which new employees become familiar with the organization and with their specific department, coworkers and job
Orientation
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
Environmental Scanning
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.
Employee Value Proposition (EVP)
Ability of an organization to keep its employees
Retention
People who learn best through a hands-on approach; also called tactile learners
Kinesthetic Learners
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.
Stay interviews
Type of metric describing an activity or change in performance that has already occurred
Lagging indicator
Pay systems in which employee characteristics, rather than the job, determine pay
Person-based pay
System that shows preference to employees with the longest service
Seniority
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
Benchmarking
Process by which an organization generates a pool of qualified job applicants
Sourcing
System in which pay is based on longevity in the job and pay increases occur on a pre-determined schedule
Time-based step-rate pay
Learning/development programs offered initially in a controlled environment with a segment of the target audience
Pilot programs
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 ranking
Tool used in the staffing/selection process to provide an applicant with honest, complete information about the job and work environment
Realistic job preview (RJP)
Electronic media delivery of educational and training materials, processes and programs
E-learning
Mandatory or voluntary payments or services provided to employees, typically covering retirement, health care, sick pay/disability, life insurance, and paid time off.
Benefits
Process of evaluating the most suitable candidates for a position
Selection
Payments in return for the achievement of specific, time-limited, targeted objectives
Premiums
Tools, activities, and processes that an organization uses to manage, maintain, and/or improve the job performance of employees
Performance Management
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
Pay compression
Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge or behavior
Coaching
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
Staffing
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
Simulations
Direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers
Total Rewards
Actions and activities that individuals perform in order to give direction to their work lives
Career Planning
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
Merit pay
Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also know as flat-rate pay
Single-rate pay
One-time payment made to an employee; also called a lump-sum increase (LSI)
Performance bonus
Process for understanding how seemingly independent units within a larger entity interact with an influence one another
Systems thinking
Beliefs and principles defined by an organization to direct and govern its employees’ behavior
Organizational Values
Process by which an organization seeks out candidates and encourages them to apply for job openings
Recruitment
Type of metric describing an activity that can change future performance and predict success in the achievement of strategic goals
Leading indicator
Training provided to employees at the work site utilizing demonstration and performance of job tasks
On-the-job training
Special incidental payments, benefits, or privileges given to individual employees, over and above their regular rewards
Perquisites
Form of direct compensation where employers pay for performance beyond normal expectations to motivate higher performance
Incentive pay
System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.
Learning Management System (LMS)
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
Organizational Learning
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
Point-Factor System
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
SWOT Analysis
Plan or method implemented by an organization that provides monetary, benefits-in-kind, and developmental rewards to employees who achieve specific business goals
Total Rewards Strategy
Situations in which employees’ pay is above the range maximum
Red-circle rates
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 classification
Internet technology platforms and communities that people and organizations use to communicate and share information, opinions, and resources
Social Media
Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks
Career development
Description of what an organization hopes to attain and accomplish in the future, which guides it toward that defined direction
Vision Statement
Effective and continuing on-the-job application of the knowledge and skills gained through a training experience
Transfer of learning
Concise outline of an organization’s strategy, specifying the activities it intends to pursue and the course its management has charted for the future.
Mission Statement
Instruments that collect and assess information on employees’ attitudes and perceptions (such as engagement, job satisfaction, etc.)of the work environment or employment conditions
Employee Surveys
Software application that automates organizations’ management of the recruiting process (such as accepting application materials, screening applicants, etc.)
Applicant Tracking System (ATS)
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
Pay for performance (P4P,PFP)
Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises
Assessment centers
Situations in which an employee’s pay is below the minimum of the range
Green-Circle Rates
Preparing, implementing, and monitoring employees’ career paths, with a primary focus on the goals and needs of the organizations
Career management
Relationship in which one person helps guide another’s development
mentoring
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
Selection Interviews
Process of positioning an organization as an “employer of choice” in the labor market.
Employment Branding
physical, psychological, and social aspects of employee health
Well-being
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
Bona Fide Occupational Qualification (BFOQ)
All financial returns (beyond any benefits payments or services), including salary and allowances
Compensation
Document that describes a job and its essential functions and requirements (Including tasks, knowledge, skills, abilities, responsibilities, and reporting structure
Job Description
Process of delivering educational or instructional programs to locations away from a classroom or site
Distance Learning
Process of measuring and evaluating an employee’s adherence to performance and standards and providing feedback to the employee
Performance Appraisal
People who learn best by relying on their sense of sight
Visual Learners
A state in which an organization’s strategy is consistent with its external opportunities and circumstances and its internal structure, resources, and capabilities
Strategic fit
Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as single-rate pay
Flat-rate pay
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 analysis
Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training
Blended Learning
Correlate pay with time spent in a professional field such as teaching or research
Maturity Curves
Pay increase given to employees based on local competitive market requirements;awarded regardless of employee performance
General pay increase
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 evaluation
Ability to influence, guide, inspire or motivate a group or person to achieve their goals
Leadership
Document that guides employees toward their goals for professional development and growth
Individual Development Plan (IDP)
Process of increasing a job’s depth by adding responsibilities to the job.
Job enrichment
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.
Domestic partnership
Analyzing candidates’ application forms, curriculum vitae, and resumes to locate the most-qualified candidates for an open job.
Selection screening
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
Performance- Based pay
One-time payment made to an employee; also called performance bonus
Lump-sum increase (LSI)
Performance management tool that depicts an organization’s overall performance, as measured against goals, lagging indicators, and leading indicators
Balanced scorecard
Payments in return for the achievement of specific, time-limited, targeted objectives
Incentives
Actions, processes, or results that are needed to deliver a desired value
Value drivers
Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread
Broadbanding
Activities associated with an employee’s tenure in an organization
Employee Life Cycle (ELC)
People who learn best by relying on their sense of hearing
Auditory learners
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
Job-Content-Based Job evaluation
Written statements of the minimum qualifications for the job incumbent
Job specifications
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
Leader Development
Process by which employees are provided wit the knowledge, skills, and abilities KSAs) specific to a task or job
Training
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
Pay grades
Number of people on an organization’s payroll at a particular moment in time
Head count
Process of broadening a job’s scope by adding different tasks to te job
Job enlargement
Employees’ emotional commitment to an organization, demonstrated by their willingness to put in discretionary effort to promote the organization’s effective functioning
Employee Engagement
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
External Equity
Behaviors and results as defined by an organization to communicate the expectations of management
Performance Standards
Primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodation
Essential functions
Pay based on the quantity of work and outputs that can be accurately measured
Productivity-based pay
