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SHRM - SCP > SHRM - SCP > Flashcards

SHRM - SCP Flashcards

1
Q

ADDIE Model

A

Five step instructional design process that governs the development of learning programs

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2
Q

Andragogy

A

Study of how adults learn

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3
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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4
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 tasks.

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5
Q

Career Management

A

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

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6
Q

Career Planning

A

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

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7
Q

Compa-Ratio

A

Pay rate divided by the midpoint of the pay range.

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8
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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9
Q

Differential Pay

A

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

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10
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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11
Q

Incentive Pay

A

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

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12
Q

Incentives

A

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

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13
Q

Job Analysis

A

Systematic study of jobs to determine what activities (tasks) 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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14
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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15
Q

Job Specifications

A

Written statements of the necessary qualifications for the job incumbent.

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16
Q

Job Ranking

A

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

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17
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.

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18
Q

Maturity Curves

A

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

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19
Q

Paired Comparison

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.

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20
Q

Pay Compression

A

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

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21
Q

Pay Equity

A

Fairness of compensation and benefits paid to employees.

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22
Q

Pay for Performance

A

Also called merit based increase; situation where an individiaul’s performance on the job is the basis for the amount and timing of pay increases.

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23
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.

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24
Q

Pedagogy

A

Study of the education of children

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25
Q

Perquisites (Perks)

A

Special incidental payments, benefits, or privileges given to individual employees.

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26
Q

Point-Factor System

A

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.

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27
Q

Productivity-based pay

A

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

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28
Q

Remunerations 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.

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29
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.

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30
Q

Transfer of Learning

A

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

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31
Q

Job Competencies

A

Clusters of highly interrelated attributes, including knowledge, skills, or abilities (KSA) that give rise to the behaviors needed to perform a given job effectively. These competencies should be part of a competency model.

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32
Q

Assignees

A

Employees who work outside their home countries.

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33
Q

Burlington Industries Inc. v. Ellerth

A

US court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not.

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34
Q

Civil Rights Act of 1991

A

expanded Civil Rights Act of 1964 to include possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged discrimination the right to jury trial.

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35
Q

Comparable worth

A

Concept that states that jobs requiring comparable skills, efforts, effort, responsibility, and working conditions filled primarily by women should have the same job classification and salary as similar jobs filled by men.

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36
Q

Cosourcing

A

Situation in which an enterprise outsources only one part of a function, often collocating it at the organization’s workplace.

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37
Q

Dilemma Reconciliation

A

Process of charting a course through cultural differences.

38
Q

Disparate Impact

A

Also known as adverse impact

39
Q

Diversity Council

A

Task force created to define a diversity and inclusion initiative and guide the development and implementation process.

40
Q

Diversity Dimensions

A

Framework for understanding the range and complexity of diversity; includes four layers (personality, internal dimensions, external dimensions, and organizational dimensions); also known as identity group.

41
Q

Drug Free Workplace Act

A

US law that requires federal contractors with contracts of $100,000 or more as well as recipients of grants from federal government to certify they are maintaining a drug-free workplace.

42
Q

Duty of Care

A

Principle that organization should take all steps that are reasonably possible to ensure the health, safety, and well-being of employees and protect them from foreseeable injury.

43
Q

Employee Resource Group

A

Voluntary group of employees who share a particular diversity dimension (race, religion, ethnicity, sexual orientation, ect); also known as affinity group or network group.

44
Q

Fair and Accurate Credit Transactions Act (FACT Act)

A

US act that provides some relief to employees using third parties to conduct workplace investigations.

45
Q

Contrast Effect

A

Type of measurement bias that occurs when strongly convincing individual enhances negative impression of next individual interviewed and vice versa.

46
Q

Cultural Noise

A

Type of measurement bias in which analyst fails to recognize that individual is responding with answers the analyst wants to hear and that analyst’s culture/values are determining what he or she hears.

47
Q

Ethical Universalism

A

Concept that argues that there are fundamental ethical principles that apply across cultures.

48
Q

Extraterritoriality

A

Extension of the power of a country’s laws over its citizens outside that country’s sovereign national boundaries.

49
Q

Intercultural Wisdom

A

Capacity to recognize, interpret, and behaviorally adapt to multicultural situations and contexts; also known as cultural intelligence.

50
Q

Key Performance Indicators (KPI’s)

A

Quantifiable measures of performance used to gauge progress towards strategic objectives or agreed standards of performance.

51
Q

Median

A

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

52
Q

Mode

A

Value that occurs most frequently in a set of data.

53
Q

Negative Emphasis

A

Type of measurement bias that involves weighting a small negative reaction or piece of information more than it should objectively merit.

54
Q

Regression Analysis

A

Statistical method used to determine whether a relationship exists between variables and strength of the relationship.

55
Q

Rule of Law

A

Concept that stipulates that no individual is beyond the reach of the law and that authority is exercised only in accordance with written and publicly disclosed laws.

56
Q

Transformational Leadership

A

Leadership based on vision and strategy and focused on challenging and developing organizational members in order to attain long-range results.

57
Q

Variance Analysis

A

Statistical method that identifies the degree of difference between planned and actual performance.

58
Q

Affinity Diagramming

A

Data sorting technique in which a group categorizes and subcategories data until relationship are clearly drawn.

59
Q

Central Tendency Error

A

Error that occurs when an appraiser rates all employees within a narrow range, regardless of differences in actual performance.

60
Q

Codetermination

A

Form of corporate governance that requires a typical management board and a supervisory board and that allows management and employees to participate in strategic decision making.

61
Q

Contrast Error

A

Error that occurs when an employee’s rating is based on how his or her performance compares to that of another employee rather than objective standards.

62
Q

Cost-Benefit Analysis

A

Ratio of value created to cost of creating that value; allows management to determine the financial impact particular activities and programs have on an organization’s profitability.

63
Q

Critical Path

A

Describes the shortest amount of time required to complete a project taking into account all project task relationship - for example, whether task C must be completed before task E, and whether tasks A and B can be completed at the same time.

64
Q

Dedicated HR

A

HR structural alternative that allows businesses with different strategies in multiple units to apply HR expertise to each unit’s specific strategic needs.

65
Q

Delphi Technique

A

Forecasting technique that progressively collects information from a group without physically assembling the contributors.

66
Q

Enterprise Resource Planning (ERP)

A

Business management software, usually a suite of integrated applications, that a company can use to collect, store, manage and interpret data from many business activities.

67
Q

E-Procurement

A

Use of electronic communications and transaction processing when buying (or contracting for tendering) supplies and services.

68
Q

Focus Group

A

Small group (normally six to twelve) invited to actively participate in a structured discussion with a facilitator.

69
Q

Force-field analysis

A

Type of analysis in which factors that can influence an outcome in either a negative or positive manner are listed and then assigned weights to indicate their relative strengths.

70
Q

Front-back structure

A

Organizational structure that divides an organization into “front” functions, which focus on customers or market group, and “back” functions, which design and develop products and services.

71
Q

Functional HR

A

HR structural alternative in which headquarters HR specialists craft policies and HR generalists located within divisions or other locales implement the policies, adapt them as needed, and interact with employees.

72
Q

Functional Structure

A

Organizational structure in which departments are defined by the services they contribute to the organization’s overall mission, such as marketing and sales, operations, and HR.

73
Q

Groupware

A

Umbrella term for specialized collaborative software applications.

74
Q

Hybrid Structure

A

Organizational structure that mixes elements of the functional product, and geographic structures.

75
Q

Judgemental forecasts

A

Use of information from past and present to predict future conditions.

76
Q

Leniency Errors

A

Efforts that are the result of appraiser who don’t want to give low scores.

77
Q

Mind Mapping

A

Data shorting technique in which group members add related ideas and indicate logical connections, eventually grouping similar ideas.

78
Q

Multi-Criteria Decision Analysis

A

Decision-making tool in which a team determines critical characteristics of a successful decision; a matrix is used to score each alternative and compare results.

79
Q

Nominal Group Technique

A

Group of individuals who meet face to face to forecast ideas and assumptions and prioritize issues.

80
Q

Pluralism

A

Type of labor environment in which multiple forces are at work, each with its own agenda, and conflict is overcome through negotiation.

81
Q

Primacy Error

A

Occurs when an appraiser gives more weight to an employee’s earlier performance and discounts recent occurrences.

82
Q

Regression Analysis

A

Statistical method used to predict a variable from one or more predictor variables.

83
Q

Service-Level Agreement

A

Part of a service contract where the service expectations are formally defined.

84
Q

Secondary Action

A

Attempt by a union to influence an employer by putting pressure on another employer - for example a supplier.

85
Q

Shared Services HR Model

A

HR structural alternative in which centers with specific areas of expertise develop HR policies in those areas; each unit can then select what it needs from a menu of these services.

86
Q

Social Movement Unionism

A

Type of union activity that focuses on social topics such as anti-discrimination, environmental actions, and HIV/AIDS treatment and prevention.

87
Q

Span of Control

A

Number of Individuals who report to a supervisor.

88
Q

Staff Units

A

Work groups that assist line units by providing specialized services, such as HR.

89
Q

Sympathy Strike

A

Action taken in support of another union that is striking the employer.

90
Q

Trend and Ratio Analyses

A

Use of statistics to determine whether relationship exist between two variables.

91
Q

Unitarianism

A

Belief that employees and employers can act together for their common good.

92
Q

Works Councils

A

Groups that represent employees, generally on a local or firm level; primary purpose is to receive from employers and to convey to employees information that might affect the workforce and the health of the enterprise.

SHRM - SCP (1 decks)

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