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SHRM People Flashcards

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People You Should Know flashcards
1
Q

ADDIE Model

A

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

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2
Q

Applicant tracking system (ATS)

A

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

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3
Q

Apprenticeship

A

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

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4
Q

Assessment centers

A

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

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5
Q

Auditory Leaners

A

People who learn best by relying on their sense of hearing

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6
Q

Balanced Scorecard

A

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

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7
Q

Benchmarking

A

Process by which an organization identifies performance gaps and sets goals for performance improvement by comparing its date, performance levels, and/or processes against those of other organizations.

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8
Q

Benefits

A

Mandatory or voluntary payments or services provided to employees, typically covering retirement, health care, sick pay/disability, 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

Bona fide occupational qualification (BFOQ)

A

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.

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11
Q

Broadbanding

A

Combining 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

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

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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

Coaching

A

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

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16
Q

Compa-ratio

A

Pay rate divided by the midpoint of the pay range

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17
Q

Compensation

A

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

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18
Q

Compensation philosophy

A

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

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19
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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20
Q

Cost-of-living adjustment

A

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

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21
Q

Developmental activities

A

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

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22
Q

Distance learning

A

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

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23
Q

Domestic partners

A

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

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24
Q

Dual career ladders

A

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

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25
Q

E-Learning

A

Electronic media delivery of educational and training materials, processes, and process.

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26
Q

Employee engagement

A

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

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27
Q

Employee life cycle (ELC)

A

Activities associated with an employee’s tenure in an organization.

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28
Q

Employee surveys

A

Instruments that collect and assess information on employees’ attitudes on and perceptions of the work environment or employment conditions

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29
Q

Employee value proposition (EVP)

A

Employees’ perceived value of the total rewards and tangible benefits they receive from the organizations as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention and engagement.

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30
Q

Employment branding

A

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

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31
Q

Environmental scanning

A

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.

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32
Q

Essential functions

A

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

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33
Q

External equity

A

Situation in which an organization’s compensation levels and benefits are simian to those of other organization that are in the same labor market are compete for the same employees.

34
Q

Flat-rate pay

A

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

35
Q

General pay increase

A

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

36
Q

Green-circle rates

A

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

37
Q

Head count

A

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

38
Q

Incentive

A

Factor that motivates performance of a desired behavior or discourages performance of an underused behavior.

39
Q

Incentive Pay

A

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

40
Q

Individuals development plan (IDP)

A

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

41
Q

Internal equity

A

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

42
Q

Job analysis

A

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.

43
Q

Job classification

A

Job evaluation method in which description are written for each class of jobs; individual jobs are then put into the grade that best matches their class descriptions.

44
Q

Job description

A

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

45
Q

Job enlargement

A

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

46
Q

Job enrichment

A

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

47
Q

Job evaluation

A

Process of determining a job’s value and price for the purpose of attracting and retaining employees by capturing to the job against other jobs within the organization or against similar jobs in competing organizations.

48
Q

Job ranking

A

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

49
Q

Job rotation

A

Movement between different jobs.

50
Q

Job specifications

A

Written statements of the minimum qualifications for the job incumbent

51
Q

Job-content-based job evaluation

A

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

52
Q

Kinesthetic learners

A

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

53
Q

Lagging indicator

A

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

54
Q

Leader development

A

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

55
Q

Leadership

A

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

56
Q

Leading indicator

A

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

57
Q

Learning management system (LMS)

A

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

58
Q

Learning organization

A

Organization characterized by a capability to adapt to changes in environment

59
Q

Lump-sum increase (LSI)

A

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

60
Q

Market-based job evaluation

A

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

61
Q

Mentoring

A

Relationship in which one person helps guide another’s development

62
Q

Merit pay

A

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 pr pay for performance

63
Q

Mission statement

A

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

64
Q

Onboarding

A

Process of assimilating new employees into an organization through orientation programs and their experiences in their first month of employment

65
Q

On-the-job training (OJT)

A

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

66
Q

Organizational learning

A

Acquisition and/or transfer of knowledge within an organization through activities or processes that may occur at several organizational levels; ability of an organization learn from its mistakes and adjust its strategy accordingly

67
Q

Organizational Values

A

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

68
Q

Orientation

A

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

69
Q

Paired-comparison method

A

Job evaluation method in which each job is compared with every other job being evaluated; the job with the largest number of “greater than” rankings is the highest ranked job, etc.

70
Q

Pay compression

A

Occurs when there is only a small difference in pay between employees regardless of their experience, skills, levels, or seniority; also known as salary compression

71
Q

Pay for performance (P4P, PfP)

A

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

72
Q

Pay grades

A

Used to group jobs that have approximately the same relative internal and external worth and are paid the same rate or within the same pay range.

73
Q

Pay ranges

A

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

74
Q

Performance appraisal

A

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

75
Q

Performance bonus

A

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

76
Q

Performance management

A

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

77
Q

Performance standards

A

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

78
Q

Performance-based pay

A

Situations where an individual’s performance on the job is the basis for the amount of and timing of pay increases; also called merit pay or pay for performance.

79
Q

Perquisites

A

Compensation provided on an individuals basis in the form of goods or services.

80
Q

Person-based pay

A

Pay system in which employee characteristics, rather than job, determine pay

81
Q

PESTLE analysis

A

Scanning process that searched for environmental forces in political, economic, social, technological, legal, and environmental categories.

82
Q

Pilot program

A

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

SHRM People (2 decks)

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