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CHRP Test Prep > Total Rewards & HS > Flashcards

Total Rewards & HS Flashcards

1
Q

_______ refers to all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship

A

Compensation

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2
Q

The grouping of related jobs with broadly similar content (marketing, engineering, office support)

A

Job family

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3
Q

Group of tasks performed by one person that make up the total work assignment of that person

A

Job

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4
Q

Smallest unit of analysis, a specific statement of what a person does

A

Task

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5
Q

A step within a compensation system that defines the amount of pay an employee will receive. It is generally defined by the level of responsibility performed within the job, authority, length of time ee has performed the job

A

Pay grade

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6
Q

The span between the minimum and maximum base salary an organization will pay for a specific job or group of jobs

A

Pay range

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7
Q

Used as a border term that encompasses several pay levels, ranges or grades. Used to distinguish the level of compensation given to certain ranges of jobs

A

Pay bands

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8
Q

This involves collapsing salary grades into a few broad bands each with a sizeable range
- one minimum and one maximum
Purpose is to provide more flexibility to manage career growth and administer pay

A

Broad banding

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9
Q

3 job evaluation methods

A

Job ranking
Job classification
Point method

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10
Q

Job ranking is

A

Examining job description and arrange jobs according to their value

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11
Q

Job classification

A

Classes or grades are defined to describe a group of jobs

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12
Q

Point method is

A

Numerical values (points) are assigned to specific job components, sum of the values provides quantitative assessment of job worth

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13
Q

Universal compensable factors

A

Skill
Effort
Responsibility
Working conditions

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14
Q

Competency based pay terminology - The grouping of factors that translate core competency into observable behaviour

A

Competency sets

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15
Q

Competency based terminology - observable behaviours indicate the level of competency within the competency set

A

Competency indicators

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16
Q

Pay for performance plans short term (5)

A 
Merit pay
Lump sum bonus
Commission 
Unsocial incentive plans
Individual spot awards
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17
Q

This pay for performance system links increases in base pay to how highly employees are rated in a subjective performance evaluation.
Issues are that it is expensive and doesn’t achieve a desired goal

A

Merit pay

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18
Q

Pay for performance method that is usually found in union contracts (eg. 2% in 6 months, 2% in 12 months)

A

Merit pay

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19
Q

A pay for performance method that offers a promise of pay for some objective, pre-established level of performance.

A

Individual incentive plans

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20
Q

Pay for performance plan that is not built into base pay, viewed as less of an entitlement than merit pay, increasingly used as substitute for merit pay and is less expensive than merit pay over the long run

A

Lump sum bonus

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21
Q

Challenges with group incentive plans (5)

A 
Varieties in teams 
The level problem
Complexity 
Control
Communication
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22
Q

3 types of group incentive plans

A

Gain sharing
Profit sharing
Earnings at risk

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23
Q

This type of group incentive plan has employees share in cost savings or productivity gains (Scanlon, Rucker, Improshare)

A

Gain sharing plans

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24
Q

This group incentive plan has variable pay plans requiring a corporate profit target to be met before any payouts occur

A

Profit sharing plans

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25
Q

This group incentive plan shares profits in successful years and reducing base pay in unsuccessful years (stock options, shares,phantom stock options)

A

Earnings at risk plan

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26
Q

3 types of gainsharing plans

A

Scanlon (labour & cost)
Rucker (inventory)
Improshare (production & outputs)

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27
Q

This pension alternative provides a benefit which is easily communicated, company absorbed risks associated with changes in interest rates, more favourable to long service employees, unknown employer costs

A

Defined benefit plan

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28
Q

This pension alternative has unknown benefit level that is difficult to communicate, employees assume risks, favourable for short term employees, employer knows costs upfront

A

Defined contribution plan

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29
Q

Compensation system

A

Deals with monetary aspects of reward system. Before CS is developed, must develop RS. Big circle is rewards system, small circle is compensation circle

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30
Q

Strategic framework for compensation (4)

A

Human
Information
Physical
Financial

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31
Q

Job dissatisfaction leaded to 4 basic undesirable consequences

A

1) violation of psychological contract
2) perceived inequality
3) relative deprecation
4) lack of organizational justice

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32
Q

3 methods for setting base pay

A

Market pricing of supply and demand

Job evaluation

Pay for knowledge

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33
Q

Standard piece rate formula

A

Wage/# of units

$10.00 hour / 4 widgets = 2.50

2.50 is standard piece rate

Differential piece rate is when an employee earns less or more that straight piece rate if production is met or not (don’t make enough don’t earn as much)

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34
Q

4 types of selling

A

Maintenance selling (low incentive)

Conversion selling (moderate incentive)

Leverage selling (moderate incentive)

New market selling (high incentive)

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35
Q

Which type of selling focuses on selling an established product to existing customer

A

Maintenance selling

36
Q

What type of selling focuses on selling an established product to a new client

A

Conversion

37
Q

What type of selling focuses on selling new products to existing customers

A

Leverage selling

38
Q

What type of selling focuses on selling new products to new customers

A

New market selling

39
Q

The identification evaluation and control of hazards associated with work environment

A

Occupational Health and safety

40
Q

Any cut, fracture, sprain or amputation resulting from a workplace accident

A

Occupational injury

41
Q

Any abnormal condition or disorder caused by exposure to environmental factors associated with employment

A

Occupational illness

42
Q

Any object, action or condition that can be a source of potential adverse health effect, damage or harm to people processes or equipment within the workplace

A

Hazard

43
Q

Any activity that may occur in a day to day basis as a direct or indirect result of some human or Human related undertaking

A

Event

44
Q

An unwanted event or occurs from that might have had a negative Impact on the people, property, or process involved

A

Incident

45
Q

Any unwanted event that causes harm to people property or processes

A

Accident

46
Q

The 3 basic rights

A

Right to know
Right to participate
Right to refuse unsafe work

47
Q

Students, learners and trainers who are workers under the occupational health and safety act have the same duties and rights as paid workers

A

True

48
Q

Required by law, this provides non adversarial atmosphere in which labour and management can work to create a healthier workplace. Training and certifying atleast one management member and one worker member who are involved in inspections, work refusals, and bilateral work stoppages

A

Joint health and safety committee

49
Q

Six classes of WHMIS

A 
A- compressed gas
B- flammable and combustible materials
C- oxidizing materials 
D- poisonous and infections materials 
E- corrosive materials
F- dangerously reactive materials
50
Q

Supplier labels must contain (in both English and French )

A 
Product identifier
Supplier identifier
Statement that the MSDS is to be referred to for more information 
Hazard symbols
Risk phrases
Precautionary measures 
First air measures
51
Q

When must WHMIS programs be reviewed

A

Annually or as changes occur in products or processes in the workplace

52
Q

Four factors of hazard identification

A

Ergonomic
Human
Situational
Environmental

53
Q

What is risk and how is it calculated (OH&S)

A

Probability of an injury expressed as a percentage

Risk = probability x consequence x exposure

54
Q

3 methods in hazard control

A

Pre contact - address issues before accident or incident occurs

Contact - managing hazards at point of contact with the worker

Post contact - manages escalation of incident ensuring further harm does not occur Andy the event cannot be repeated

55
Q

What program evaluates the health and safety practices and procedures of employers who are at greater risk of experiencing workplace incidents

A

The WSIBs Work Well Program

56
Q

Which workplace violence is committed by someone with no legitimate relationship to the organization, often while committing another criminal act

A

Type I Violence (eg. Robbery) (taxi drivers, convenient store workers)

57
Q

What type of violence is committed by clients or customers of an organization

A

Type II violence (usually service providers health care workers, teachers, prison guards, police officers)

58
Q

What type of violence is committed by coworkers

A

Type III violence

59
Q

What type of violence is committed by spouse or partner of the victim

A

Type IV violence

60
Q

Term for when a worker causes an incident by commission, poor judgement or omission(failing to do something)

A

Human factor

61
Q

Unsafe act vs unsafe condition

A

Unsafe act: deviation from standard job procedure or practice that increases a workers exposure to a hazard

Unsafe condition: improper illuminations, ventilation, temperatures created by work environment

62
Q

Unsafe working conditions include (5)

A 
Improper illumination 
Poor exhaust or ventilation 
Defective equipment and materials
Adverse temperatures
Poor indoor air quality
63
Q

Positive tree vs fault tree

A

Positive tree: shows how a job should be done

Fault tree: illustrates things that can go wrong (more frequently used)

64
Q

What is the most common workplace hazard

A

Noise

65
Q

Human hearing response is conditional on 3 characteristics

A

Frequency
Duration
Loudness

66
Q

Chemicals enter body by 1/4 routes of entry

A

Respiration
Skin absorption
Indigestion
Skin penetration

67
Q

Lump sum bonuses are

A

End of year bonuses that do not build into base pay

68
Q

Injuries and other incidents can lead to indirect costs such as

A

Loss off competitiveness

69
Q

Two types of WHMIS labels are

A

Supplier and workplace

70
Q

The first undesired event that could start the accident sequence is

A

A hazard

71
Q

Accident investigations are strongly influenced by the following 3 factors

A

Timing
Severity
Legal requirements

72
Q

What are the 4 phases of emergency management in order?

A

Mitigation
Preparedness
Response
Recovery

73
Q

Three levels of metrics

A 
Strategic (corporate)
Hr operations (group/team)
Leading indicators (individual)
74
Q

An organized method for collective data that can be used to improve organizational operations through comparison with other operations

A

Benchmarking

75
Q

Balance scorecard looks at 4 things

A

Financials
Customers
Internal business process
Learning and growth

76
Q

5 C model of HRM impact

A 
Compliance 
Client satisfaction 
Culture management 
Cost control 
Contribution
77
Q

Methods of measuring client satisfaction

A

Informal feedback
Surveys
Critical incident method ( women fire fighter car from school merium - bfor)

78
Q

Metrics model

A

HR
- time to hire, cost per hire, head count ratio

People
- direct labour costs, indirect labour costs, positions infilled

Organization
- cost per unit, shrinkage, defects or scrap

79
Q

The integration of digitized data from multiple sources and in multiple formats including structured (any data that can be put into columns and rows) and unstructured data (text documents, emails, presentations)

A

Big data

80
Q

Successful Measurement levels (4)

A

1- basic data - headcounts, number of positions

2- operational data - training days, number of grievances

3- employee data - level of engagement, absenteeism, turnover

4- organizational - correlation between turnover and sales or engagement and unit performance

81
Q

What is an example of an ordinal value

A

Likert

Numbers indicate positions relative to other items - eg. Level of satisfaction

82
Q

Mean, median and mode - what are they

A

Mean = average of the data points or values

Median= the midpoint of the scores where half of the distribution is greater than, and half is less than the located data point

Mode= the data point that occurs most often

83
Q

Revenue budgeting vs expense budgeting

A

Revenue budgeting = anticipated revenues and costs (anticipated, coming in)

Expense budgeting = the expenditures associated with an accounting period project or imitative (past)

84
Q

A statement of the financial position of a business at the end of an accounting period - the fiscal year end

A

Balance sheet

85
Q

Income statement contains

A

Revenues & expenses and losses & net income

Revenue:Sales, Interest, Gains

Expenses:
Cost of goods sold, utilities, rent, salaries
admin expensees

CHRP Test Prep (5 decks)

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