Flashcards in People Book Two Deck (43):
What is the difference between training and developmental activities?
* Training is for short-term skill gaps
* Developmental activities are broader-scope, long-term focus on preparing for future responsibilities
What is the modern research regarding the percentage of effective learning in organizations?
* 70% challenging assignments
* 20% developmental relationships
* 10% coursework and training
What is HR's role in learning and development?
* Align to strategic goals by gathering input from all stakeholders and use proper metrics to evaluate
What is a learning organization and what is well-defined in it?
* Systems-level ability to adapt quickly; core competencies
What is the difference between the related systems of talent management and knowledge management?
* Talent management allows you to get and keep people
* Knowledge management helps to share organizational learning to augment performance
What is the primary way in which a competency model can assist an organization?
* It provides performance standards so managers can more easily assess strengths and developmental opportunities
What is the primary difference between the way the West and Global focuses on learning and development
* The West focuses on gaps whereas Global focuses on relationships
How do adults like to learn?
* Pull rather than push
* Problem-focused rather than subject-focused
* Use own experience
What are the three learning styles?
What global differences may make an impact in how training is received in different cultures?
* Power distance
* High/low context
* Cultural differences regarding proper energy and interaction of learner
Why is blended learning often the most effective?
* Lower cost than all instructor-led and more options for learning and cultural styles
What are the five Kirkpatrick levels for learning?
* Reaction- survey
* Learning- change in KSAs shown through pre and post test
* Behavior- change in behavior on a job
* Results- effect on organizational goals
* ROI%- benefits divided by costs *100
What is career development and what is its two processes?
* Career development is an employee's progress through stages of their careers
* Career planning focuses on the employees' wants
* Career management focuses on the organization's needs
What are the respective roles of an employee and the manager with regard to career development?
* The employee has primary responsibility for their own career but the manager links them to the support of the organization by being a coach, appraiser, advisor, and referral agent
What is leadership and how does HR assist in leadership development?
* Leadership is the ability to influence others so HR can help identify potential leaders and assist managers in building influencing skills
What mindset often causes leaders to fall?
* Not realizing that no one is irreplaceable and resting on laurels
What is action learning?
* Learning while working to solve real problems
Regardless of culture, what experiences help leaders learn
* Managing direct reports, self-awareness, and executing effectively
How do you judge if a total rewards strategy is working?
* Is it legally compliant, and aligned with the strategy and culture?
* Is it appropriate to your workforce ?
* Is it internally and externally equitable?
How does understanding the employee life cycle assist HR in determining appropriate pay and benefits?
* Employees have different needs and wants during different eras of their career
What is the best way to conduct a job analysis on a short-cycle job and on a professional job?
* Survey and/or interview
How does HR ensure external and internal compensation equity?
* External through remuneration surveys
* Internal through job evaluation
What is a job evaluation and what are the most common methods of conducting?
* Determining worth of jobs; ranking, classification, point factor system
(Compensable factors = skills, responsibilities, effort, working conditions and supervision
What are pay grades, pay ranges, and compa-ratios?
* Pay grade= jobs of similar value grouped together
* Pay range= high to low compensation for a pay grade
* Compa-ratio= pay rate divided by the range's midpoint
What is broad-banding and what is the advantage and disadvantage of it?
* Combination of salary grades; it gives employees more flexibility to move but diminishes their opportunity for promotion
What are the two types of pay systems?
* Base pay and incentive pay
What is a single or flat-rate pay system?
* Same rate of pay regardless of performance or seniority, often used in public sector and union environments
What is a time-based step-rate system?
* Rate based on time with company and increases on predetermined time schedule
*(a) automatic step-rate
*(b) step-rate with variability-based performance (could allow employees to skip steps if good performer)
*(c) combination step rate and performance (step rate up to job rate and then performance increases)
What is a performance-based/merit pay system and what is the key to its success?
* Employee pay based on performance; key is strong link in employee's mind between performance and reward so need accurate appraisal system
What is productivity-based pay system and what is key to its success?
* Pay determined by output; must be clear connection between effort and output; Quality needs to be stressed because quantity is what is rewarded
a. Straight piece rate-mini. wage+so much per item
b. Differential piece rate-different piece rate after certain number of items
What is a person-based pay system?
* Superior knowledge is rewarded regardless of whether they are using all skills or not(scientists,teachers,assemblers,
What should happen to employees whose compensation are outside the range?
* They should be brought back into range, or the ranges should be changed, or the employee should be moved into a new job grade. This is what is called red-circle(above the range maximum) and green-circle rates (below the range maximum) are about
What is pay compression and what can be done about it?
* When experienced workers are receiving less than new hires; have automatic pay increases that keep with market conditions
What is lump-sum increase and why might it be used?
* Performance bonus and might be used to reward a red-circle employee whose salary should not be increased because employee already exceeds maximum pay range
What are time-based differential pay and geographic differential pay and give examples
* Different rate of pay because of when(time-based) or where(geographic) work is done
emergency shift pay
on call pay
call back pay
What is incentive pay and what is the key to it being a motivator for employees?
* Pay for performance beyond base pay expectations; for employee it must be significant amount of his pay and he must feel he has the ability to influence production (this is called goals in line of sight). For employer, it must encourage work that attains strategic organizational goals
What are the three kinds of incentive plans and give examples.
* Individual(piece rates, commissions, cash bonus, and recognition programs)
* Group(gain sharing- share gains realized to the organization by group effort like Scanlon and Improshare, group performance each person gets same amount for meeting or exceeding standards
* Organization-wide(profit sharing either as cash now or deferred) performance sharing (predetermined criteria and fund)
To what four types of people might you want to provide pay plans different from the rest of the organization?
* Executives (usually base salary plus annual and long-term incentives, perks, and parachutes)
* Direct sales (usually a combination of salary and commission/bonus
* Professionals (maturity curves to reward time in career field, dual-ladder)
* Directors (variety) outside directors
What is the major reason companies often design executives' pay to have a large percentage of stock options?
* Tie to their own long-term profit to the corporation's profitability, which will encourage them to make decisions like an owner
What is the purpose of benefits (indirect compensation)?
* To reward continued employment and loyalty
On what does a benefit needs assessment focus?
What makes it difficult to have standardized benefits in global companies?
* Variations in what the government (s) provide, mandates, tax, etc.