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1
Q

What are the key components of Adams’ Equity Theory?

A

Focuses on perceived fairness of rewards impacting performance.

Involves comparisons of contributions and compensation with others.

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2
Q

What are the three types of equity in Adams’ Equity Theory?

A

Internal Equity: Comparing pay within the same organization.

External Equity: Comparing pay to similar jobs outside the organization.

Individual Equity: Comparing pay for the same job within the organization.

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3
Q

What are the key components of Vroom’s Expectancy Theory?

A

Expectancy: Belief that effort leads to successful performance.

Instrumentality: Belief that performance leads to desired rewards.

Valence: The attractiveness of the anticipated reward.

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4
Q

What are the key differences between Adams’ Equity Theory, Vroom’s Expectancy Theory, and Reward/Reinforcement Theory?

A

Adams - focuses on fairness and comparisons to others.

Vroom - focuses on effort leading to performance and rewards.

Reward/Reinforcement - focuses on reinforcing behavior through rewards or punishment

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5
Q

What is the main idea behind Locke’s Goal-Setting Theory?

A

Motivation is driven by rewards that employees value.

Setting specific goals can enhance employee performance and motivation.

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6
Q

What is another name for Locke’s theory

A

Management by Objective (MOB)

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7
Q

What are the motivators decribed in Herzberg Theory?

A

Hygiene factor - extrinsic motivators

Motivators - intrinsic motivators

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8
Q

What are the key principles of Reactance Theory?

A

Psychological Reactance: Emotional response when freedom is limited.

Restoring Freedom: Motivation to regain lost freedom through defiance.

Magnitude of Reactance: Stronger when the freedom is important and the restrictor is seen as unjust.

Boomerang Effect: Forceful control can increase resistance and drive individuals to defy rules.

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9
Q

What are the three core needs identified in ERG Theory?

A

Existence Needs: Basic survival needs like food, shelter, and safety.

Relatedness Needs: Desire for social connections and relationships.

Growth Needs: Personal development, self-improvement, and achievement.

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10
Q

How does ERG Theory differ from Maslow’s Hierarchy of Needs?

A

Frustration-Regression: Individuals may revert to lower-level needs if higher-level needs are unmet.

Simultaneous Needs: Multiple needs can be active and overlap, allowing for more complex motivation.

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11
Q

What are the 3 needs of McClelland’s Theory?

A

Achievement

Affiliation

Power

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12
Q

What do demographic factors refer to in total rewards strategies?

BRUIE

A

Changes in:

birthrates

retirements

unemployment rates

Immigration patterns

educational disparities

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13
Q

How do economic conditions affect reward packages for employees?

A

When the economy is bad, rewards packages are often less

When the economy is good, rewards packages are often good, but longer work hours could reduce the perceived value of benefits.

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14
Q

What does the Portal-to-Portal Act clarify?

A

what activities constitute compensable working time; ex. time spent driving to a client’s site, not commuting into an office

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15
Q

What is the difference between ‘Engaged to Wait’ and ‘Waiting to Engage’?

A

‘Engaged to Wait’ means employees must stay on-site while they wait to be needed (security guard)

‘Waiting to Engage’ is when EEs are on call and allows employees to engage in personal activities

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16
Q

What are the three primary goals of the Affordable Care Act (ACA)?

A

Make affordable health insurance available to more people

Expand Medicaid to cover adults with income below 138% of the FPL

Support innovative medical care delivery methods to lower healthcare costs

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17
Q

What are the retirement plan compliance tests?

A

ADP Test (Actual Deferral Percentage Test)

ACP Test (Actual Contribution Percentage Test)

Top-Heavy Test

Coverage Test

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18
Q

What is the purpose of ERISA?

A

Protect the rights and interests of employees using retirement plans.

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19
Q

What is job crafting?

A

Employees modify their job tasks or interactions for greater ownership, requiring autonomy and trust. Creative roles have more flexibility for job crafting.

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20
Q

What is job loading?

A

Assigning additional tasks to increase work ownership

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21
Q

What is job evaluation or job pricing?

A

Assigning a monetary value to a job based on the difficulty and rarity of skills required (compensable factors)

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22
Q

What are the two main job evaluation methods?

A

Nonquantitative (Whole Job) - Assign value based on job comparisons within the company (e.g., IT job vs. customer service)

Quantitative (Factor-Based) - Assign specific values to compensable factors (e.g., bachelor’s degree = 5, master’s degree = 8), with higher values leading to higher pay

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23
Q

What are the nonquantitative methods used in compensation analysis? Hint (PCR)

A

Pricing

Classification

Ranking

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24
Q

What are the quantitative methods used in compensation analysis?

A

Factor Comparison

Point-Factor

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25
What do pay structures ensure?
Frameworks that ensure: competitive labor costs compliance internal/external pay equity fair pay practices.
26
What is internal pay equity?
Comparing employee wages within the company based on job requirements
27
What is external pay equity?
Comparing wages and job requirements with other similar organizations
28
What are the steps involved in creating a pay structure?
Job Analysis: Identifies job requirements (e.g., skills, education, physical effort) Job Evaluation: Assigns value to a job based on internal comparison within the company
29
What are job families?
Groupings of jobs with similar responsibilities or skill levels
30
What are pay grades?
Groupings of jobs by compensation, authority, and experience
31
What is the difference between pay grades and job families?
Pay grades dictate internal value based on compensation Job families categorize jobs by responsibilities and tasks
32
What is broadband salary structure and what are the benefits?
combines several pay grades with small pay range differences into a single, larger pay grade Benefits: reduces hierarchy and complexity offers higher pay potential for skilled individual contributors
33
What is a market-based pay structure?
combines elements of traditional and broadband structures, using local market data to set pay ranges or bands
34
What is wage compression?
Inequities when lower and higher skill workers are paid similarly, or when new hires earn more than tenured employees
35
Who is a red-circle employee?
A worker whose salary exceeds or is close to the maximum of their paygrade
36
Who is a green-circle employee?
A worker whose salary is below the minimum of their paygrade
37
What is a compa-ratio?
A measure comparing an employee’s salary to the pay grade midpoint (e.g., 80,000 salary in a 50,000-150,000 range has a compa-ratio of 0.80).
38
What does a Clawback Provision allow?
companies to recover compensation from executives if financial restatements or misconduct occur
39
What does a Golden Parachute do?
guarantee executives significant financial payouts if the company undergoes a merger or acquisition
40
What is another term for cafeteria plans?
Section 125 plans
41
Describe the 3 main types of health insurance plans under Cafeteria plans?
HMO: Requires a primary care physician and referrals for specialists; has lower costs but strict about staying in network PPO: Referrals and PCP AREN'T required; can see in and out of network (lower costs in network) POS: Combines features of HMO and PPO; Requires PCP and referrals but can use out of network
42
What are the different parts of Medicare and what do they cover?
Medicare A: Hospital Insurance Medicare B: Medical Insurance Medicare C: All coverage Medicare D: Prescription drugs
43
What distinguishes a Defined Benefit Plan from a Defined Contribution Plan?
Defined Benefit Plan: Fixed distribution amount at retirement, primarily employer-funded. (social security) Defined Contribution Plan: Amount depends on plan value at retirement, funded by employee, employer, or both. (401k)
44
What organizations can offer 403(b) plans? What the the specifications of them?
Governments, universities, and nonprofits Limited to annuities and mutual funds, with no rollover option when changing employers
45
What is Organizational Development
A planned, systematic effort to improve an organization's overall effectiveness, adaptability, and capacity for growth through interventions that focus on people, processes, and structures
46
What is Lewin's Model
Unfreeze, Change, Refreeze
47
What are Kotter's 8 Steps
Create urgency. Build a coalition. Create vision. Communicate the vision for buy-in. Empower others to act on the vision. Create short-term wins. Consolidate gains and produce more change. Anchor the new approaches in the organization's future.
48
What is Availability Heuristic
the tendency to overestimate the importance of information readily available in memory when making decisions
49
What is Sunk Cost Fallacy
when individuals continue to invest resources (time, money, effort) based on the cumulative investment they've already made, even if it's clear that continuing is not the best course of action
50
What is Groupthink
A phenomenon where the desire for consensus leads to poor decision-making.
51
What is Hindsight Bias
The tendency to believe one could have predicted an event after it has occurred.
52
What is the Delphi technique
forecasts future job needs by experts that DON'T meet
53
What is a Nominal forecast
experts meet to forecast job needs
54
What is a Business Continuity Plan
Same as response plan; Planned response to unforeseen events/disasters.
55
What is Strategic risk
occurs when organizational leadership fails to follow agreed upon strategy, or there is no solid strategy to follow
56
What is Business intelligence (BI)
Software that processes business data into user-friendly views.
57
What does RFQ stand for?
Request for quotation.
58
Benefits of Horizontal structures
reduce boundaries and encourage cross functional teams
59
What does Sarbanes Oxley Act (SOX) do?
mandates strict financial reporting and auditing standards for publicly traded companies to prevent accounting fraud
60
How is an Income statement structured
Sales - expenses = net profit
61
What is Positive Cash Flow
incoming cash exceeds outgoing cash.
62
What is Negative Cash Flow
outgoing cash exceeds incoming cash.
63
What are Richard Beckhard's Categories of OD
Planned Organizational Intervention: Map out efforts like strategic planning, gather data, analyze current vs. future states, execute plans, and measure results. Organization-wide OD Techniques: Applied across the company, impacting people, processes, and structures at all levels, sometimes focusing on specific divisions or departments. Senior Level Support and Approval: Leadership buy-in is crucial for successful change, with top-down approaches common in smaller organizations and more distributed influence in larger ones. Increase Organizational Effectiveness and Health: Define measurable outcomes early to assess the impact of OD efforts and ensure long-term maintenance. Planned Interventions Using Behavioral Science: Apply behavioral science research through interventions to predict and influence outcomes.
64
What are the Types of data analysis and what do they show?
Descriptive - what Diagnostic - why Predictive - will it happen again Prescriptive - advice
65
How is the Offer Acceptance Rate calculated?
Offers Accepted / Offers Extended * 100
66
How do you calculate Selection Ratio?
Number of job offers made / Number of qualified applicants
67
what does the four-fifths rule state?
states that a hiring practice may be considered discriminatory if the hiring rate for a specific group is less than 80% of the rate for the most hired group
68
What is the point of the ADDIE model?
develop effective learning experiences
69
What are the phases of the ADDIE Model?
Analysis Design Development Implementation Evaluation
70
What are the phases of the SAM model?
Research Design Prototype Demonstrate Implementation Maintenance
71
What are the differences between ADDIE, SAM, Kemp, and Dick and Carey models?
ADDIE: Structured, linear process. SAM: Agile, iterative, feedback-driven. Kemp: Non-linear, flexible, holistic approach. Dick and Carey: Systematic, goal-oriented, detailed.
72
What are the generational considerations for training delivery modalities?
Traditionalists appreciate clearly outlined expectations, prompts for note taking, and repetition reinforcing key points paired with handouts for later reference. Baby Boomers value opportunities to contribute perspective through discussion and share years of accumulated practical wisdom via storytelling. Gen Xers thrive when given autonomy over pace and learning path through self-study resources, self-assessments, and optional advanced modules. Millennials gravitate toward visual, interactive content through videos, games, chat features, and pop culture analogies matched to short attention spans. Gen Z demands hyper-visual edutainment" fusing education with entertainment often through mobile-friendly platforms
73
How is types of learning divided percentage wise
70% hands-on experience. 20% learning from others 10% formal education.
74
What are the 4 levels of KirkPatrick's framework? (Hint: RLBR)
Reaction (satisfaction) Learning Behavior (how do participants apply what they learned) Results
75
What is Cascading Aligned Strategic Objectives
A goal-setting process ensuring alignment and engagement across all organizational levels.
76
What does environmental scanning include?
Assess organizational competencies staffing patterns labor market trends regulations competitive practices
77
Define stay interviews
proactive conversations with current employees to understand their reasons for staying with the organization, their levels of engagement, and any areas where improvements can be made
78
What are labor relations dependent on understanding? | HLAE
a deep understanding of: the history laws actors economics
79
What factors influence strategic labor relations? (hint: WIPR)
workforce demographics industry forces public perception regulatory shifts
80
What is Interest-Based Bargaining (IBB)?
a negotiation approach that seeks to collaboratively satisfy the fundamental needs and desires of both parties
81
What are recency errors?
false conclusions due to recent actions being weighed more than overall performance
82
What is vestibule training?
job education in a manufacturing site
83
What is 9 box
A talent management tool that compares performance and potential.
84
What is PESTLE
A framework that helps HR understand the external environment's impact on talent pool availability, including Political, Economic, Social, Technological, Legal, and Environmental factors.
85
What are Work Samples
Specific tasks or projects that a candidate completes resembling actual work tasks.
86
What is a Cognitive Assessment
An evaluation of an individual's intellectual potential, critical thinking, problem-solving, and decision-making abilities.
87
What is UGESP
Uniform Guidelines on Employee Selection Procedures, which provide standards for employee selection.
88
What is Alternate Forms Reliability
Measures the consistency of test results when different forms of the same test are administered.
89
What is Inter-Rater Reliability
Assesses the degree of agreement between different evaluators or raters who assess the same candidate.
90
What does Test-Retest Reliability measure
the stability of test results over time when the same test is administered to the same individuals at different occasions.
91
What is Split-Halves Reliability
Assesses the internal consistency of a test by comparing the results of two halves of the same test.
92
What does Content Validity evaluate
whether the test's content is representative of the job requirements or competencies being measured.
93
What is Predictive Validity
the ability of the test to predict future job performance.
94
What does Concurrent Validity examine
the relationship between test scores and current job performance.
95
What does Construct Validity look at
the extent to which a test measures the intended theoretical construct or concept.
96
What are Groups Interviews
Same as focus groups.
97
What is Contrast Bias
Comparing a candidate's performance relative to others can skew perception of their abilities.
98
Divestiture Steps Hint: ASMNPC
Identifying assets Defining the scope Marketing the asset Deal negotiations Preparing for separation Closing the deal
99
What is a Divestiture
The process of selling off a subsidiary or business unit.
100
What is Targeted Reduction in Force (RIF)
A strategy to eliminate specific positions to reduce costs and streamline operations.
101
What is OWBPA
An amendment to the Age Discrimination in Employment Act that protects older employees from discrimination.
102
How does an S Corporation work?
Pass profits/losses to shareholders, reported on personal taxes which avoids double taxation.
103
How do LLCs work?
State-recognized hybrid of corporation and partnership; profits/losses pass through to members, often subject to self-employment tax.
104
What are Joint Ventures?
Two companies collaborate on a project or business to share resources and goals.
105
What are Equity Partnerships?
Individuals or groups invest in startups in exchange for ownership (e.g., Shark Tank style).
106
What are Subsidiaries?
Companies owned 50% or more by a parent company.
107
What are Divestitures?
When a parent company sells or disposes of a business unit or investment.
108
What is Off-shoring?
Moving business operations outside the U.S.
109
What is Outsourcing?
Hiring external companies to perform specific tasks.
110
What are Centers of Excellence?
Internal expert teams that consult and support HR using best practices.
111
How do Hollow Org Structures work?
Focuses on core functions in-house; outsources non-core tasks.
112
How do Modular structures work?
Uses strategic business units (SBUs) to manage parts of a product; may outsource for cost or quality.
113
What are Virtual structures?
Employees are scattered across geographies.
114
What does a Mission Statement do/say?
Describes the purpose of an organization, focused on the primary reason that a company exists.
115
What does a Vision Statement say?
Forward-thinking, describing what the future looks like.
116
What are the 4 steps of a Strategic Planning Process?
1) Analyze data 2) Develop Goals 3) Implement Solutions 4) Evaluate efficacy and monitor progress.
117
What are B Corps?
Businesses that obtain a designation for their significant contributions to society by adhering to very strict criteria. Only 1300 in the world.
118
What are Porter's 5 Forces?
threat of new entrants bargaining power of suppliers bargaining power of customers industry rivalry threat of substitutes.
119
What does Mintzberg believe?
He believes that both managing and leading are important, and that HR professionals need to be worldly, combining sophistication with practicality.
120
What are Schein's 3 Levels of Culture? (hint: AVA)
Artifacts: Visible elements like dress codes, conduct policies, and management behavior shaped by HR. Values: Stated beliefs shown in mission, goals, and actions (e.g., safety rules and enforcement). Assumed Values: Unspoken beliefs revealed through rewards, discipline, teamwork, and relationships.
121
List Hofstede's dimensions of culture (6 of them)
power distance uncertainty avoidance (high is risk, low is safe) individualism vs collectivism long-term vs short-term orientation indulgence vs restraint masculinity vs femininity.
122
What does power distance measure?
inequality

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