SHRM - People Flashcards
1
Q
ADDIE Model
A
Five step instructional design process that governs the development of learning programs. Analysis, Design, Development, Implementation, and Evaluation
2
Q
Andragogy
A
Study of how adults learn.
3
Q
ATS - Applicant Tracking software.
A
Software that provides an automated way for organizations to manage the recruiting process.
4
Q
Apprenticeship
A
Relates to technical skills training; often a partnership between employers and unions.
5
Q
Assessment Centers
A
Assessment tools that provide candidates a wide range of leadership situations and problems solving exercises.
6
Q
Auditory Learners
A
People who learn best by relying on their sense of hearing.
7
Q
Behavioral Interview
A
Type of interview that focuses on how applicants previously handled real situation.
8
Q
Benefits
A
Payments of services provided to employees to cover issues such as retirement, health coverage, sick pay / disability schemes, life insurance, and paid time off.
9
Q
Blended Learning
A
Planned approach to learning that includes a combination of instructor led training, self-directed study, and / or on the job training.
10
Q
Brain Drain
A
Exit of educated and skilled citizens from emerging and developing countries for better paying jobs in developed countries.
11
Q
Broadbanding
A
Combing several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread.
12
Q
Career Development
A
Process by which employees progress through a series of stages in their careers, each of which is characterized by relatively unique issues, themes, and task.
13
Q
Career Management
A
Preparing, implementing, and monitoring employees career paths, with a primary focus on the goals and needs of the organization
14
Q
Career Planning
A
Actions and activities that individuals perform in order to give direction to their work lives.
15
Q
Compa-Ratio
A
Pay rate divided by the midpoint (median) of the pay range.
16
Q
Compensation
A
All financial returns beyond any benefits payments or services. Including salary and allowances.
17
Q
Competencies
A
Clusters of highly interrelated attributes including knowledge, skills, and abilities (KSA’s) that give rise to the behaviors needed to perform a given job effectively.
18
Q
Competency-based Interview
A
Type of interview in which interviewer asks questions related to competencies for the position and asks candidates to provide examples of times they demonstrated the competencies.
19
Q
Contrast Effect
A
Error that occurs when strong candidates who interview after weak appear even more qualified than they actually are because of the contrast.
20
Q
Core Competencies
A
Skills, Knowledge, and Abilities that employees must posses in order to successfully perform job functions that are essential to business operations.
21
Q
COLA - Cost of Living Adjustment
A
Periodic compensation payment given in eligible employees regardless of their performance or organizational profitability; usually linked to inflation.
22
Q
Cultural Noise
A
Failure to recognize responses of a candidate that are socially acceptable rather than factual.
23
Q
Development Activities
A
Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs.
24
Q
Differential Pay
A
Pay rates that are affected by where or when an employee works.
25
Distant Learning
Process of delivering educational or instructional programs to locations away from a classroom or site.
26
Domestic Partners
Unmarried couples of the same sex or opposite sex, who live together and seek economic and non economic benefits comparable to those granted to their married counterparts.
27
Dual Career Ladders
Career development programs that identify meaningful career paths for professional and technical people whose preferences may be outside traditional management roles.
28
E-Learning
Delivery of training and educational materials, processes, and programs via the use of electronic media.
29
EI - Emotional Intelligence
Ability of an individual to be sensitive to and understanding of the emotions of others and to manage his or her own emotions and impulses.
30
Employee Engagement
Employees commitment to an organization willingness to put in effort that promotes the effective functioning of the organization.
31
ELC - Employee Life Cycle
Activities associated with an employees tenure in an organization.
32
Employee Surveys
Instruments used to collect and assess employee perceptions about the work environment.
33
Employment Branding
Process of positioning an organization as in "employer of choice" in the labor market.
34
Essential Functions
Primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodations.
35
External Equity
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.
36
First Impression Error
Type of interviewer bias in which interviewer makes snaps judgement and lets first impressions (either positive or negative) cloud the interview.
37
Flat Rate Pay
Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also know as single-rate pay.
38
Focus Group
Small group (normally 6-12) invited to actively participate in a structure discussion with a facilitator.
39
General Pay Increase
Pay increase given to employees based on local competitive market requirements; awarded regardless of employee performance.
40
Green Circle Rates
Situations in which an employees pay is below the minimum of the range.
41
Halo Effect
Occurs when an employee is extremely competent in one area and is therefore rated highly in all categories.
42
Head Count
Number of people on an organizations payroll at a particular moment in time.
43
Horn Effect
Occurs when an employee receives an over all low rating because of one weakness.
44
Incentive Pay
Form of direct compensation where employers pay for performance beyond normal expectations to motivate higher performance.
45
Incentives
Payments in return for the achievement of specific, time-limited, targeted objectives.
46
Internal Equity
Situations in which employees feel that performance or job differences result in corresponding differences in rewards that are fair.
47
Intrinsic Motivation
Desire to do things because they matter, because we like it, because they are interesting, or because they are part of something important.
48
Job Analysis
Systematic study of jobs to determine what activities (task) and responsibilities they include, personal qualifications necessary for performance of the jobs, the conditions under which the work is performed, and the reporting structure.
49
Job Classification
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.
50
Job Description
Written description of a job and it requirements, including required tasks, knowledge, skills, abilities, responsibilities, and reporting structure.
51
Job Enlargement
Broadening the scope of the job by expanding the number of different task to be performed.
52
Job Enrichment
Increasing the depth of a job by adding responsibilities such as planning, organizing, tracking, and completing reports.
53
Job Evaluation
Process that determines the value and price of a job in order to place and compare it within an organization as well as attract and retain employees in a competitive environment.
54
Job Ranking
Job evaluation method that involves establishing a hierarchy of jobs from lowest to highest based on each jobs overall value to the organization.
55
Job Rotation
Movement between different jobs.
56
Job Specifications
Written statements of the necessary qualifications for the job incumbent.
57
Job Content Based Job Evaluation
Job evaluation method in which the relative worth and pay opportunities of different jobs are based on an assessment of their content and their relationship to other jobs within the organization.
58
Kinesthetic Learners
People who learn best through a hands on approach; also called tactile learners.
59
Knowledge Management
Process of creating, acquiring , sharing, and managing knowledge to augment individual and organizational performance.
60
Leadership
Ability of an individual to influence a group or another individual toward the achievement of goals and results.
61
Leadership Development
Training and professional development programs targeted to assist management-and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations.
62
LMS - Learning Management System
System that hold course content information and has the ability of tracking and managing employee course registration, career development, and other employee development activities.
63
Learning Organization
Organization characterized by capability to adapt to changes in environment.
64
LSI - Lump Sum Increase
One time payment made to an employee;. also called performance bonus.
65
Market Based Job Evaluation
Job evaluation method in which the relative worth and pay opportunities are different jobs are based on their market value or the going rate in the market place.
66
Maturity Curves
Correlate pay with time spent in a professional field such as teaching and research.
67
Median
Middle point above and below which 50% of scores in a set of data lie.
68
Mentoring
Developmentally oriented relationship between two individuals.
69
Merit Pay
Situation where an individual's performance is the basis for the amount and timing of pay increases; also called performance-based pay or pay per performance.
70
Mode
Value that occurs most frequently in a set of data.
71
Motivation
Factors that initiate, direct, and sustain human behavior over time.
72
Negative Empahsis
Type of interviewer bias that involves rejecting a candidate on the basis of a small amount of negative information.
73
Onboarding
Programs that help employees develop positive working relationships with co-workers; encompass orientation as well as the first months of an employees tenure in a position.
74
OJT - On the Job Training
Training provided to employees at the work site utilizing demonstration, and performance of job task.
75
Organizational Learning
Certain types of learning activities or processes that may occur at any one of several levels in an organization.
76
Orientation
Process in which a new employee becomes familiar with an organization as well as his or her department, co-workers, and the job.
77
Paired Comparison
Job evaluation method in which each job is compared with other job being evaluated; the job with the largest number of "greater than" rankings is the highest-ranked job, etc.
78
Pay Compression
It occurs when there is only a small difference in pay between employees regardless of their skills, experience, or seniority; also know as salary compression.
79
Pay Equity
Fairness of compensation and benefits paid to employees.
80
P4P, PfP - Pay for Performance
Situation where an individuals performance is the basis for the amount in timing of pay increase; also called merit pay or performance-based pay.
81
Pay Grades
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.
82
Pay Ranges
Set the upper and lower bounds of possible compensation for individuals whose jobs fall in a pay grade.
83
Pedagogy
Study of the education of children.
84
Percentiles
Specific point in a distribution of data that has a given % of cases below it.
85
Performance Bonus
One time payment made to an employee; also called a lump sum increase (LSI)
86
Performance Based Pay
Situation where an individuals performance is the basis for the amount and timing of pay increases; also called merit pay or pay for performance.
87
Perquisites - Perks
Special incidental payments, benefits, or privileges given to individual employees, over and above their regular rewards.
88
Person Based Pay
Pay system in which employee characteristics, rather than the job determine pay. (Example Hooters girl, auctioneers, and models.)
89
Pilot Programs
Learning / development programs offered initially in a controlled environment with a segment of the target audience.
90
Point-Factor System
Job evaluation method that looks at compensable factory (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.
91
Premiums
Payments in return for the achievement of specific time-limited, targeted objectives.
92
Productivity-Based pay
Pay based on the quantity of work and outputs that can be accurately measured.
93
RJP - Realistic Job Preview
Part of the selection process that provides an applicant with honest and complete information about a job and the work environment.
94
Reasonable Accommodation
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.
95
Recruitment
Process of encouraging candidates to apply for job openings
96
Red-Circle Rates
Situations in which employees pay is above the range maximum.
97
Reliability
Ability of an instrument to measure consistently.
98
Remuneration Surveys
Surveys that collect information on prevailing market compensation and benefits practices, including starting wage rates, base pay, pay ranges, other statutory and market cash payments, variable compensation, and time off.
99
Retention
Ability to keep talented employees in the organization.
100
Selection
Process of vetting the most suitable candidate for a position.
101
Selection Interviews
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.
102
Selection Screening
Analyzing candidate's application forms, curriculum vita, and resumes to locate the most qualified candidate for an open job.
103
Seniority
System that shows preference to employees with the longest service.
104
Simulations
Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises, including in-basket test, financial or business data analysis, leaderless group discussions, interview simulations, roll plays, and psychological inventories.
105
Single-Rate Pay
Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as flat rate pay.
106
SJT - Situation Judgement Test
Assessment tools that present perspective leaders with sample situations and problems they might encounter in a work environment.
107
Social Media
Variety of online Internet technology platforms and communities that people use to communicate and share information and resources.
108
Sourcing
Process of generating a pool of qualified job applicants.
109
Staffing
HR function that acts on the organizational human capital needs identified through work force planning and attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the organizations financial success.
110
Stereotyping
Type of interviewer bias that involves forming generalized opinions about how people of a given gender, religion, or race appear, think, act, feel, or respond.
111
Stress Interview
Type of interview in which interviewer assumes an aggressive posture to see how a candidate responds to stressful situations.
112
Structure Interview
Type of interview in which interviewer ask every applicant the same question; also called a repetitive interview.
113
Talent Management
Development and integration of HR processes that attract, develop, engage, and retain the knowledge, skills, and abilities of employees that will meet current and future business needs.
114
Time-Based Step-Rate Pay
System in which pay is based on longevity in the job and pay increases occurred on a predetermined schedule.
115
Total Rewards
Direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers.
116
Total Rewards Strategy
Plan or method implemented by an organization that provides monetary, benefits and kind, and developmental rewards to employees who achieved specific business goals.
117
Training
Process of providing knowledge, skills, and abilities (KSA's) specific to a task or job.
118
Transfer of Learning
Effective and continuing on the job (OTJ) application of the knowledge and skills gained through a training experience.
119
Underweighted Average
Raw average of data that gives equal weight to all factors, with no regard to individual factors such as the number of incumbents or organizations.
120
Validity
Ability of an instrument to measure what is intended to measure.
121
Visual Learners
People who learn best by relying on their sense of sight.
122
Weighted Average
Average of data that takes other factors such as the number of incumbents into account. Total / Incumbents
123
Well-Being
Physical, psychological, and social aspects of employee health.
