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SCHRM CP Vocab > SHRM - People > Flashcards

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

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2
Q

Andragogy

A

Study of how adults learn.

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3
Q

ATS - Applicant Tracking software.

A

Software that provides an automated way for organizations to manage the recruiting process.

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4
Q

Apprenticeship

A

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

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5
Q

Assessment Centers

A

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

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6
Q

Auditory Learners

A

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

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7
Q

Behavioral Interview

A

Type of interview that focuses on how applicants previously handled real situation.

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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.

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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.

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10
Q

Brain Drain

A

Exit of educated and skilled citizens from emerging and developing countries for better paying jobs in developed countries.

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11
Q

Broadbanding

A

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

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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.

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13
Q

Career Management

A

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

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14
Q

Career Planning

A

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

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15
Q

Compa-Ratio

A

Pay rate divided by the midpoint (median) of the pay range.

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16
Q

Compensation

A

All financial returns beyond any benefits payments or services. Including salary and allowances.

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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.

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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.

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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.

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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.

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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.

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22
Q

Cultural Noise

A

Failure to recognize responses of a candidate that are socially acceptable rather than factual.

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23
Q

Development Activities

A

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

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24
Q

Differential Pay

A

Pay rates that are affected by where or when an employee works.

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25
Q

Distant Learning

A

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

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26
Q

Domestic Partners

A

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.

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27
Q

Dual Career Ladders

A

Career development programs that identify meaningful career paths for professional and technical people whose preferences may be outside traditional management roles.

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28
Q

E-Learning

A

Delivery of training and educational materials, processes, and programs via the use of electronic media.

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29
Q

EI - Emotional Intelligence

A

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.

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30
Q

Employee Engagement

A

Employees commitment to an organization willingness to put in effort that promotes the effective functioning of the organization.

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31
Q

ELC - Employee Life Cycle

A

Activities associated with an employees tenure in an organization.

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32
Q

Employee Surveys

A

Instruments used to collect and assess employee perceptions about the work environment.

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33
Q

Employment Branding

A

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

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34
Q

Essential Functions

A

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

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35
Q

External Equity

A

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.

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36
Q

First Impression Error

A

Type of interviewer bias in which interviewer makes snaps judgement and lets first impressions (either positive or negative) cloud the interview.

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37
Q

Flat Rate Pay

A

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

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38
Q

Focus Group

A

Small group (normally 6-12) invited to actively participate in a structure discussion with a facilitator.

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39
Q

General Pay Increase

A

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

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40
Q

Green Circle Rates

A

Situations in which an employees pay is below the minimum of the range.

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41
Q

Halo Effect

A

Occurs when an employee is extremely competent in one area and is therefore rated highly in all categories.

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42
Q

Head Count

A

Number of people on an organizations payroll at a particular moment in time.

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43
Q

Horn Effect

A

Occurs when an employee receives an over all low rating because of one weakness.

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44
Q

Incentive Pay

A

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

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45
Q

Incentives

A

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

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46
Q

Internal Equity

A

Situations in which employees feel that performance or job differences result in corresponding differences in rewards that are fair.

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47
Q

Intrinsic Motivation

A

Desire to do things because they matter, because we like it, because they are interesting, or because they are part of something important.

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48
Q

Job Analysis

A

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.

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49
Q

Job Classification

A

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.

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50
Q

Job Description

A

Written description of a job and it requirements, including required tasks, knowledge, skills, abilities, responsibilities, and reporting structure.

51
Q

Job Enlargement

A

Broadening the scope of the job by expanding the number of different task to be performed.

52
Q

Job Enrichment

A

Increasing the depth of a job by adding responsibilities such as planning, organizing, tracking, and completing reports.

53
Q

Job Evaluation

A

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
Q

Job Ranking

A

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

55
Q

Job Rotation

A

Movement between different jobs.

56
Q

Job Specifications

A

Written statements of the necessary qualifications for the job incumbent.

57
Q

Job Content Based Job Evaluation

A

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
Q

Kinesthetic Learners

A

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

59
Q

Knowledge Management

A

Process of creating, acquiring , sharing, and managing knowledge to augment individual and organizational performance.

60
Q

Leadership

A

Ability of an individual to influence a group or another individual toward the achievement of goals and results.

61
Q

Leadership Development

A

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
Q

LMS - Learning Management System

A

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
Q

Learning Organization

A

Organization characterized by capability to adapt to changes in environment.

64
Q

LSI - Lump Sum Increase

A

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

65
Q

Market Based Job Evaluation

A

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
Q

Maturity Curves

A

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

67
Q

Median

A

Middle point above and below which 50% of scores in a set of data lie.

68
Q

Mentoring

A

Developmentally oriented relationship between two individuals.

69
Q

Merit Pay

A

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
Q

Mode

A

Value that occurs most frequently in a set of data.

71
Q

Motivation

A

Factors that initiate, direct, and sustain human behavior over time.

72
Q

Negative Empahsis

A

Type of interviewer bias that involves rejecting a candidate on the basis of a small amount of negative information.

73
Q

Onboarding

A

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
Q

OJT - On the Job Training

A

Training provided to employees at the work site utilizing demonstration, and performance of job task.

75
Q

Organizational Learning

A

Certain types of learning activities or processes that may occur at any one of several levels in an organization.

76
Q

Orientation

A

Process in which a new employee becomes familiar with an organization as well as his or her department, co-workers, and the job.

77
Q

Paired Comparison

A

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
Q

Pay Compression

A

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
Q

Pay Equity

A

Fairness of compensation and benefits paid to employees.

80
Q

P4P, PfP - Pay for Performance

A

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
Q

Pay Grades

A

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
Q

Pay Ranges

A

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

83
Q

Pedagogy

A

Study of the education of children.

84
Q

Percentiles

A

Specific point in a distribution of data that has a given % of cases below it.

85
Q

Performance Bonus

A

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

86
Q

Performance Based Pay

A

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
Q

Perquisites - Perks

A

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

88
Q

Person Based Pay

A

Pay system in which employee characteristics, rather than the job determine pay. (Example Hooters girl, auctioneers, and models.)

89
Q

Pilot Programs

A

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

90
Q

Point-Factor System

A

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
Q

Premiums

A

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

92
Q

Productivity-Based pay

A

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

93
Q

RJP - Realistic Job Preview

A

Part of the selection process that provides an applicant with honest and complete information about a job and the work environment.

94
Q

Reasonable Accommodation

A

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
Q

Recruitment

A

Process of encouraging candidates to apply for job openings

96
Q

Red-Circle Rates

A

Situations in which employees pay is above the range maximum.

97
Q

Reliability

A

Ability of an instrument to measure consistently.

98
Q

Remuneration Surveys

A

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
Q

Retention

A

Ability to keep talented employees in the organization.

100
Q

Selection

A

Process of vetting the most suitable candidate for a position.

101
Q

Selection Interviews

A

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
Q

Selection Screening

A

Analyzing candidate’s application forms, curriculum vita, and resumes to locate the most qualified candidate for an open job.

103
Q

Seniority

A

System that shows preference to employees with the longest service.

104
Q

Simulations

A

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
Q

Single-Rate Pay

A

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

106
Q

SJT - Situation Judgement Test

A

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

107
Q

Social Media

A

Variety of online Internet technology platforms and communities that people use to communicate and share information and resources.

108
Q

Sourcing

A

Process of generating a pool of qualified job applicants.

109
Q

Staffing

A

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
Q

Stereotyping

A

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
Q

Stress Interview

A

Type of interview in which interviewer assumes an aggressive posture to see how a candidate responds to stressful situations.

112
Q

Structure Interview

A

Type of interview in which interviewer ask every applicant the same question; also called a repetitive interview.

113
Q

Talent Management

A

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
Q

Time-Based Step-Rate Pay

A

System in which pay is based on longevity in the job and pay increases occurred on a predetermined schedule.

115
Q

Total Rewards

A

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

116
Q

Total Rewards Strategy

A

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

117
Q

Training

A

Process of providing knowledge, skills, and abilities (KSA’s) specific to a task or job.

118
Q

Transfer of Learning

A

Effective and continuing on the job (OTJ) application of the knowledge and skills gained through a training experience.

119
Q

Underweighted Average

A

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
Q

Validity

A

Ability of an instrument to measure what is intended to measure.

121
Q

Visual Learners

A

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

122
Q

Weighted Average

A

Average of data that takes other factors such as the number of incumbents into account. Total / Incumbents

123
Q

Well-Being

A

Physical, psychological, and social aspects of employee health.

SCHRM CP Vocab (5 decks)

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