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SHRM CP 2022 > People > Flashcards

People Flashcards

(77 cards)

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1
Q

Differentiation of units

A

Each part of the organization has a specific role to play, with unique strengths and challenges and subcultures that must be managed

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2
Q

Five disciplines of a Learning Organization

A

Personal Mastery
Mental Models
Shared Vision
Team Learning
Systems Thinking

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3
Q

What is a learning organization?

A

A place where groups seek out new knowledge and then apply change and project management planning to adopt new ways of doing things

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4
Q

Define Systems Thinking

A

Building processes that take care of the entire organization, not just individual parts

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5
Q

Wage bands, payroll administration, and pay increase calculations are components of what total rewards function?

A

Pay structure

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6
Q

What kind of chart would be most useful for graphically representing progress on a project?

A

Gantt chart

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7
Q

What type of interview occurs when the questions are established ahead of time and asked of each applicant?

A

Structured interview

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8
Q

Performance Management

A

The tools, activities, and processes that an organization uses to manage, maintain, and improve the job performance of employees

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9
Q

Critical Path Analysis

A

Breaking up a large project into smaller steps and identifying the estimated time to complete each task

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10
Q

HR Business Partner (HRBP)

A

HR professional who works directly with senior leadership to develop and direct an HR agenda that supports organizational goals

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11
Q

Lagging indicator

A

Measures past performance to gauge an organization’s progress toward strategic objectives

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12
Q

Leading Indicator

A

Metrics used as a predictive measure of future performance

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13
Q

Mission statement

A

Reflects the purpose to which organizational effort will be applied

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14
Q

Organizational values

A

What the company believes in

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15
Q

Benchmarking

A

Establishing a baseline from which to measure variables

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16
Q

Cost-Benefit Analysis

A

Comparison of the cost of taking action to the results

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17
Q

Vision statement

A

Description of where the company wants to be in the future

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18
Q

Value statement

A

Describes what the company believes in

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19
Q

Strategy

A

A plan of action for accomplishing an organization’s long-range goals to create value

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20
Q

Strategic planning

A

Process of setting goals and designing a path toward a competitive position

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21
Q

Strategic management

A

The actions that leaders take to move their organizations toward the goals set in strategic planning to create value

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22
Q

Employer brand

A

How the company communicates the standards and expectations an employee should have of the company

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23
Q

Job description

A

Written description of a job and its essential functions and requirements

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24
Q

Job specifications

A

The minimum qualifications necessary to perform a job, written to comply with local laws

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25
Job analysis
The process of breaking down the whole of a job into its individual and complementary parts
26
Task Inventory Analysis (definition)
Job analysis method made up of a list of all tasks associated with a job, grouped by duties and rated by frequency, importance, and difficulty.
27
Task Inventory Analysis (benefit)
Allows for prioritization of job requirements and specifications
28
Position analysis questionnaire (definition)
Questionnaire that measures a range of job elements and relates them to human characteristics
29
Position analysis questionnaire (benefit)
Conducts a quantified analysis of a job to determine appropriate duties and responsibilities
30
Critical incident technique (definition)
Using real-life situations as examples of good or bad performance to generate job descriptions and situational examples
31
Critical incident technique (benefit)
Helps identify KSAs that may have been missed in a theoretical assessment of the job
32
Sourcing
Process by which an organization generates a pool of qualified job applicants
33
Recruitment
The process of encouraging candidates to apply for job openings
34
Cost per hire (definition + formula)
Measure or the financial expenses associated with filling open positions (Internal + external costs) / (# of hires)
35
Time to fill
Time between the day a job was posted to the day of a candidate’s acceptance
36
Structured interview
Pre-written questions asked to all candidates
37
Unstructured interview
Free-flowing questions, conversational and guided by the candidate’s responses
38
Behavior-based interview
Focused on how the candidate previously handled situations (real work experiences)
39
Panel interview
Structured questions are divided amongst a group of interviewers, each asking questions on topics most relevant to them/their role
40
Peer (team) interview
Group interview including supervisors, subordinates, and peers
41
Stress interview
Role playing emotionally chaotic scenarios
42
Contingent job offer
Job offer that is conditional upon additional requirements being met
43
Orientation
First few days of a new hire’s job in which the employee becomes familiar with their department, coworkers, and roles
44
Employee engagement
The degree to which and employee feels job satisfaction and commitment to their employer and actively contributes to the achievement of organizational results
45
Performance management
The process of maintaining or improving employee job performance
46
Asynchronous learning
Learning that does not require the student and the teacher to be together at the same time (self-paced learning)
47
Blended learning
Combination of instructor led, self directed, and/or on the job training
48
Cross-functional skills
Capabilities that facilitate performance in the current role and across jobs
49
Explicit knowledge
Formal and documented information like policies or procedures
50
Synchronous learning
Live classroom setting (either in person or online) with instructor and students
51
Tacit knowledge
Information gained through experience, informal
52
Compensation philosophy
Formal statement documenting the company’s position about employee compensation
53
Distributive justice
Equitable distribution of benefits and burdens
54
Benefits
payments or services provided to employees to cover retirement, health care, sick pay, life insurance, and PTO
55
Total compensation statements
The total value of the base pay, incentives, and benefits package (salary, paid leave, retirement, etc)
56
Job evaluation
Determines the value and price of a job by comparing with internal and external markets.
57
Pay compression
Occurs when the spread between what the incumbent employee earns and what a new hire for the same position earns is small
58
Pay structure
Framework that describes the job categories and pay ranges for all positions within the organization
59
4 Strategic Planning Steps
Formulation Goal setting Implementation Evaluation
60
What is the purpose of Human Resource Capital Management Planning?
To identify what skill sets are needed for the company to successfully execute the company’s strategy
61
SWOT audit
Scanning tool used to assess internal strengths and weaknesses and external opportunities and threats
62
Lean and Six Sigma
Quality management tool used to eliminate waste and improve efficiency
63
6 phases of the negotiation process
Preparation Relationship building Information exchange Persuasion Concessions Agreement
64
Green-circled employees
Employees who are paid below the pay range minimum
65
Red-circled employees
Employees who are paid above the pay range maximum
66
Procedural justice
The perceived fairness in the process by which company decisions are made
67
Severance agreement
Risk management tool in which the employer pays the employee a flat amount in exchange for agreeing not to sue
68
Wage band
Defines the minimum and maximum pay rate for each position within the organization
69
What occurs during the A in ADDIE?
Analysis - conducting a needs analysis
70
What occurs during the first D in ADDIE?
Design - establish measurable training objectives and how to deliver the intervention
71
What occurs during the second D in ADDIE?
Development - content building + learning activities developed
72
What occurs during the I in ADDIE?
Implementation - instructor selection, pilot testing, full implementation
73
What occurs during the E in ADDIE?
Evaluation - comparing results to objectives
74
Personal mastery
Discipline focused on helping individuals clarify and deepen their personal vision for themselves
75
Employee attitude surveys
Address management, organizational, compensation, and benefits issues
76
Employee opinion surveys
Addresses specific issues such as workplace procedures and policies
77
Employee engagement survey
Focus on matters that affect employee satisfaction

SHRM CP 2022 (7 decks)

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