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Fishbone Diagram

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Is used to map out a list of factors that affect a problem or desired Outcome

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Numerical Rating

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Is a quantifiable measure of desired performance, and it serves as a target for improvement.

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Organizational Needs Assessment

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Where is the training needed in the organizational level? It defines the KSAs required as the organization prepares for the future.

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Organizational Development (OD)

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Is a complex strategy intended to change the beliefs, attitudes, values, culture and structure of organizations so that they can better adapt to new technologies, markets, and challenges. Organizational Development methods are employed to improve Organizational Effectiveness (OE).

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Scatter diagram

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Quality tool that shows possible relationships between two variables. (e.g. Trend and Ratio) (e.g. to determine if there is a relationship between years of experience and income level)

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Sample return

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A measureable outcome as a result of a developed initiative. (e.g. An average value of increased production)

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Designing an OED Intervention

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Requires determining the target audience's readiness for the upcoming change. (Managers input is a way to diagnose their readiness and obtaining commitment. )

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Interpersonal Strategies

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Deals with the work relationship between employees. Efforts aimed at clarifying work expectations and norms to prevent misunderstandings or conflicts.

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OD/ OE involves analyzing 3 areas of an organization:

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Its people, its processes, and its planning

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Process-related performance problem

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Impractical or outdated procedure are an example of process-related problem.

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Goldratt's Theory of constrains

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The greater constraints faced by organizations come from policies.

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Six Sigma

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Its a set of techniques and tools for process improvement. It was introduced by engineer Bill Smith while working at Motorola in 1986

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Six Sigma Black Belts

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Project Leaders

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Six Sigma Green Belts

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Employees

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Organizational Structure

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The Method by which work flows through an organization. It allows group to work together within their individual functions to manage tasks.

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An Ombudsperson

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Is a neutral party with limited powers and cannot therefore negotiate for one party. It can investigate, the dispute, establish facts, and refer the matter, along with the evidence, to management or to other forms of ADR.

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Open-door policy

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Form of dispute resolution that opens the lines of communication within a company

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High involvement employee

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Employee involvement strategies that allow employees to participate in managing the organization.

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Corporate Social Responsibilities

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Is a form of corporate self-regulation integrated into a business model. CSR policy functions as a self-regulatory mechanism whereby a business monitors and ensures its active compliance with the spirit of the law, ethical standards and national or international norms.

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How can training evaluations best be presented to management?

answer

Presenting a report which shows the effect training and skill development has had on productivity

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Best way for an organization to determine recruiting effectiveness

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Analyze Yield Ratios

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Yield Ratios

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Reflects the percentage of job candidates at the beginning of a step in the recruiting/selection process who move on to the next step in the process.

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Matrix Organizational Structure

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Two organizational Structures exist at the same time.

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Fair Labor Standards Act (FLSA)

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Major Federal Law broadly regulates Compensation

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Trend and Ratio Analysis

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

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Construct Validity

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Shows relationship between an abstract characteristic inferred by research and job performance

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Selection Rate

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The number hired divided by the number of applicants

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Hawthorne Studies

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Reveals that Environmental factors are less important than social interaction among co-workers and between supervisors and employees.

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Primary Research Methods examples

answer

Attitude Surveys, questionnaires, interviews and experiment.

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Broadbanding

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Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread. It's popular with some companies because it fits their flatter organizational Structure.

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Competitive advantage

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A set of unique features of a company and its products that are perceived by the target market as significant and superior to those of the competition. A complete understanding of strategic sources must include an analysis of the strength and weakness of the organization.

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Expectancy theory

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The theory that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards.

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theory x and theory y

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Douglas McGregor. Theory X: managers believe employees inherently dislike work and therefore must be directed into performing it. Theory Y: managers assume employees can view work as being as natural as play, and therefore average person can learn to accept, and even seek responsibility.

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Relationship between JOB SATISFACTION/JOB PERFORMANCE

answer

Other factors such as rewards, mediate the relationship between satisfaction and performance

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Behavioral Performance Scale

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Identifies the actions that should or should not be seen on the job, used mainly for developmental feedback.. The first step towards constructing behavioral performance scales is identifying the most important performance factors in an employee's job description.

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The use of aptitude test in the selection process best predicts

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Training Performance

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Income Statement

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Financial document lists the revenues, Expenses and profits of an organization for a designated period of time.

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Data Mining

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the process of analyzing data to extract information not offered by the raw data alone

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Which data collection method would provide HR professionals investigating reasons for job turnover among employees moving from one job or department to another.

answer

Performance Appraisal files and personnel records

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Weakest tool for predicting an applicant's job performance

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Interview

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Critical Incidents Examples

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Keeping a record of all employees and listing significant successes and failures of each

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Taft-Harley Act

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passed by congress, gave states the right to pass right-to-work laws. These right-to-work laws prohibit employers from establishing union membership as a condition of employment- (Considered Pro Management)

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Nontaxable Indirect Compensation

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Employee discounts on employer goods or services

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Matrix Structure

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An organization structure that creates dual lines of authority and combines functional and product departmentalization. (Dual Chain Of Command)

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Maturity Stage

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A company is in the process of establishing formal compensation policies and practices. The product life cycle stage in which sales peak and then increase at a slower rate or start to decline

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Growth Stage

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The second stage of the product life cycle when sales typically grow at an increasing rate, many competitors enter the market, large companies may start to acquire small pioneering firms, and profits are healthy

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Introduction Stage

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The initial stage of a product life cycle: first appearance in the marketplace when sales start at zero and profits are negative

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The first step in the job analysis process entails

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Deciding how the organization will use the information collected

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Job Analysis

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an assessment that defines jobs and the behaviors necessary to perform them What personal qualifications necessary for performance of the job.

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Balanced Scorecard

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Align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals

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Rater Pattern Error

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One supervisor interprets performance standards differently from another supervisor, a rater pattern error is most likely to occur

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Scanlon Plan

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employee receive bonus if the ratio of labor costs to the sales value of production is below a set standard. The basic premise underlying this plan is that efficiency depends on teamwork and cooperation.

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What is the most important requirement for a qualified benefit plan in order to be eligible for favorable tax status?

answer

The plan must not discriminate in favor of highly compensated executives.

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Benchmarking

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Comparing specific measures of performance gains in "best practice" organizations.

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Organizational development

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Approach to organizational change in which the employees themselves formulate the change that is required and implement it, often with the assistance of a trained consultant.

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Transformational leaders

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Inspiring people to transcend self-interest to work for a collective vision.

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The best way to deal with dangerous work situation is to...

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Focus on wok design and human Nature

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Stakeholders concept

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An organization affects and is affected by complex interests.

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Discretionary effort

answer

employee engagement, how committed employees are to their work

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Gainsharing

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An incentive plan in which employees or customers receive benefits directly as a result of cost-saving measures that they initiate or participate in

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Decentralization

answer

Best works when need for collaboration within operating units

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Environmental Scanning

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collection and interpretation of information about forces, events, and relationships in the external environment that may affect the future of the organization or the implementation of the marketing plan. -> PEST analysis

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Trend Analysis

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Involves collecting information over time, attempting to find a pattern in the data, and using this pattern to make projections of future events.

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Trend and ratio

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

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Compa-Ratio

answer

Pay level divided by the midpoint of the pay range. Shows whether organizations are leading or lagging the marketplace

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Delphi method

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a group of experts is established, but there is no interaction among them; instead, they respond by repeatedly responding to questionnaires (useful when geographically distant from one another)

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SWOT analysis

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Process for assessing an organization's strategic capabilities in comparison to threats and opportunities identified during environmental scanning.

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Needs assessment

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an assessment of which employees need training or development and what type of skills or knowledge they need to acquire

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Salary Compression

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When new hires are paid nearly the same as more experienced employees

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HR professionals scientific research

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Problem Analysis, Hypothesis formulation, data collection, data examination.

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Recruitment interface

answer

Line manager typically determines qualifications and anticipates needs.

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On the job training

answer

training that takes place in the work setting as employees perform their job tasks (Most common type of training)

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Replacement charts

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Graphically shows current jobholders possible successors, and each successor's readiness to assume the job

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affirmative action

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A policy designed to redress past discrimination against women and minority groups through measures to improve their economic and educational opportunities. It requires applicants to have the basic qualifications for the job

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Right-To-Work

answer

a measure that bans mandatory union membership

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Job Specification

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Spells out qualifications necessary for an incumbent to be able to perform a job.

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Lockout

answer

situation that occurs when management prevents workers from returning to work until they agree to a new contract

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Cross-training

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The use of a variety of exercise techniques and types to improve overall performance. HR transition strategy.

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Income statement

answer

exactly what happened during a given year what sales and expenses were as well as profits. Sales less expenses - lists profit or loss.

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Competency- based pay

answer

strategic compensation plan fosters acquisition of knowledge and skills and enhances employees' performance, satisfaction, and self-efficacy

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Pay for Performance P4P

answer

Monetary incentives tied to one's results or accomplishments. focuses attention on incentivized behavior. Employers must be able to defend performance appraisal methods and differences in salary increases

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Competitive Pay

answer

Attracts qualified job candidates

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Equitable exchange

answer

motivates willingness to contribute prescribed and voluntary performance.

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HR's strategic responsibilities

answer

1- Participating in creating the organization's business strategy 2- aligning the HR strategy with the organization's strategy 3- Supporting other functions in their strategic roles

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The Fifth Discipline on Learning Organizations

answer

Organizations that can deliberately and strategically create their markets through self-development

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HR Audit

answer

Audits that provide information to determine the effectiveness of HR programs. With this information, successful programs can be enhanced while ineffective ones can be eliminated. The importance of the audit is that while it yields information specific to the functioning of HR programs, these programs have an organization-wide effect. Therefore, the results of the audit impact more employees than only those in the HR department.

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State engagement

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Facet of employee engagement that is influenced by workplace conditions or practices (e.g., task variety, opportunities to participate in work decisions) that can be improved through organizational interventions directly under management's control.

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Behavioral engagement

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Facet of employee engagement evident in the effort employees put into their jobs, which leads to greater value, creating higher performance than from their less-engaged counterparts. It can occur when both trait and stage engagement are present.

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Transactional engagement

answer

employees appear engaged, for example, by working longer hours and even responding as such in engagement surveys, but do not actually feel or think in an engaged way.

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Trait engagement

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The inherent personality-based elements that make an individual predisposed to being engaged—a natural curiosity, a desire to be involved, an interest in problem solving.

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Cultural determinism

answer

is a perspective that basically absolves individuals of any responsibility for their actions. Global HR professionals will often hear from managers in other countries that something cannot be done because of the local culture. This may call for further discussion about the supposed obstacles.

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Cross-cultural communication

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compares the communication styles and patterns of people from very different cultural/social structures, such as nation-states

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Cultural relativism

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The practice of trying to understand a culture on its own terms and to judge a culture by its own standards. the view that no culture is superior to any other culture when comparing systems of morality, law, politics, etc. It's the philosophical notion that all cultural beliefs are equally valid and that truth itself is relative, depending on the cultural environment. Those who hold to cultural relativism hold that all religious, ethical, aesthetic, and political beliefs are completely relative to the individual within a cultural identity

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Ethnocentrism

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The belief that one's group is of central importance, tendency to judge the practices of other groups by one's own cultural standards.

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Governance

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The system of rules and processes an organization puts in place to ensure its compliance with local and international laws, accounting rules, ethical norms, and environmental and social codes of conduct. Good governance is the outcome of a thoughtful assessment of an enterprise's legal, ethical, and civic obligations to the communities it serves and the development of systems that support fulfillment of these obligations.

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Risk appetite

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The amount of risk a company is willing to accept in order to achieve its goals and objectives. This task must be accomplished before identifying and analyzing risks

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Maslow

answer

Maslow wanted to understand what motivates people. He believed that people possess a set of motivation systems unrelated to rewards or unconscious desires. 1. Biological and Physiological needs - air, food, drink, shelter, warmth, sex, sleep. 2. Safety needs - protection from elements, security, order, law, stability, freedom from fear. 3. Love and belongingness needs - friendship, intimacy, affection and love, - from work group, family, friends, romantic relationships. 4. Esteem needs - achievement, mastery, independence, status, dominance, prestige, self-respect, respect from others. 5. Self-Actualization needs - realizing personal potential, self-fulfillment, seeking personal growth and peak experiences.

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Activity based budgeting

answer

budgeting approach that focuses on the budgeted cost of the activities necessary to produce & sell products & services

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Incremental Budgeting

answer

allocates increased or decreased funds to a department by using the last budget period as a reference point; only incremental changes in the budget request are reviewed

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Zero-based budgeting

answer

a budgeting approach in which each department starts from zero every year and must justify every item in the budget, rather than simply adjusting the previous year's budget amounts

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The three spheres of sustainability

answer

Environmental, social, economic

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Perquisites

answer

Compensation provided on an individual basis in the form of goods or services. Included in this category are company automobiles, club memberships, and the like.

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Organizational Learning occurs at 3 different levels

answer

Organizational, Individual and Group

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risk assessment

answer

to give organizations the information they need to develop an efficient and effective program that manages strategic and operational risk across the organization

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Needs assessment

answer

The process of identifying and prioritizing the learning needs of employees

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HR Engagement Strategy

answer

HR creates strategies to achieve goals aligned with the organization's strategy. e.g. Total rewards, talent acquisition, CSR, diversity and inclusion, and employee engagement.

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pivotal

answer

crucial; key; vital

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Pivotal talent pool

answer

Service specialists are given a lot of discretion when dealing with customers, and those interactions have a big effect on the organization's sales. The difference in revenue generation and customer satisfaction between high performers and low performers is significant. What BEST describes the high performers?

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Job competencies

answer

Degree, training, and certifications required for a position. Knowledge, skills, and abilities (KSAs) and other personal characteristics that work together to produce outstanding performance in a given area of responsibility.

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Minimum qualification

answer

That statement "must possess a working knowledge of customer security requirements and incident investigation" included in a job description for a security specialist position BEST exemplifies a

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Job Identification

answer

Job Tittle, Department location, approvals, and reporting.

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Job description

answer

Gives an employee very clear and concise resource to guide job performance.

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Job specification

answer

A document which outlines the requirements, qualifications, expertise, physical characteristics, etc. for a specified job.

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Onboarding

answer

Provides a strategy for an employee to succeed. help improve new hires productivity and performance. Intends to: 1-Teach the new employee about his/her role in terms of task and socialization. 2-Integrate the new employee into the organizational culture and norms that are established. 3-Build relationships and create a sense of acceptance for the new employee. Acts as a form of retation.

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Retention

answer

The ability to retain talented employees in the organization. Organizations aspire to keep high performance and to exits the low performers. It involves an organization's strategic actions to keep high performers motivated and focused so they elect to stay with the organization.

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Turnover consequences on the organization:

answer

It negates the time, effort, and monetary investment it takes to fill an open position. It results in lost training time and lost knowledge skills. It impacts employee morale and productivity.

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How do you evaluate employee retention?

answer

By understanding employee turnover-the number of employees leaving the organization, why they leave, and the impact those departures have on the organization's productivity and overall business performance. What is the current turnover rate? Are high performers leaving? Reviewing absenteeism rates. Collecting exit information can also provide insights related to retention effectiveness.

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Employee Engagement

answer

Outcome-driven concept that solidifies the connection between employee, manager, and the organization's mission, vision, values and goals.Managers are one of the most important components of employee engagement.

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Global engagement Drivers

answer

-The Work itself, including opportunities for development. -Confidence and trust in leadership -Recognition and rewards -Organizational communication that is delivered in a timely and orderly way.

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Effective management and employee engagement

answer

Manager behavior is pivotal(essential) to both employee engagement and well-being. Managers facilitate engagement when they show gratitude, amplify accomplishments, and communicate well and often, with emphasis on positive feedback.

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Components of employee engagements

answer

Personality characteristic, work environment, and behaviors.

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Employee Surveys

answer

Is an Instrument used to collect and assess employee perceptions about the work environment. Employee attitude survey: Attempt to determine employee perceptions of their work environment. These may include the quality of management, the effectiveness of compensation and benefits programs, organizational communication issues, safety and health concerns. Employee opinion survey: tends to measure important data on specific issues. These surveys may seek to gain opinions on specific processes an employee performance, Safety procedures, or some some other issues employers may be evaluating. Employee engagement surveys: Focus on employee's level of job satisfaction, commitment, and morale. Survey questions or statements should explicitly link to business objectives.

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Employee Assistance

answer

Financial planning, legal assistance, and tuition assistance programs are just a few examples of what type of work/life program?

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Work/life programs

answer

Work/life programs help employees balance the demands of their work and home life. Emergency child-care programs, job sharing, and limits on overtime

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Strategic Formulation

answer

Gathers Information. The development of a set of corporate, business, and functional strategies that allow an organization to accomplish its mission and achieve its goals

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Strategic development

answer

involves translating data to develop a specific strategic plan. Once a plan has been developed, it can be implemented and evaluated.

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Content validity

answer

the extent to which a test samples the behavior that is at interest (such as a driving test that samples driving tasks)

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Construct validity

answer

Degree to which a test actually measures what it claims to measure.

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Criterion-related validity

answer

The degree to which a test correlates with a direct measure of what the test is designed to measure, such as how well a reading test correlates with a student's actual reading level.

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Reliable

answer

dependable

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HR is recruiting for a job that requires a high degree of accuracy. A mistake made by a worker could be dangerous and costly. What feature would be most important in a preemployment test for this position?

answer

High-Validity

question

Valid

answer

Accurate. For a test to be reliable it also needs to be valid

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When evaluating the effectiveness of a recruitment program, what is a long-term consideration?

answer

Performance of hires

question

Geocentric Approach

answer

seek the best people, regardless of nationality for key jobs. organization is seen as a single global business, with management talent coming from any location in the enterprise. The strategic plan is global in orientation, while the need to balance global strategy with local culture and regulations is well understood.

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Ethnocentric Approach

answer

An approach to managing international operations in which top management and other key positions are filled by people from the home country. Home staffing policies are replicated in countries. The creation of a global compensation and benefits strategy that fails to take into account important local differences in culture is most likely to occur in what approach to global management?

question

What HR metric is used to measure the efficiency of the recruiting process?

answer

Time to fill, Manpower reporting, Cost of hire/Cost per hire, yielf ratio, attrition, and recruitment cost

question

Time to fill

answer

measures the number of days from job requisition approval to new hire start date. It assesses the efficiency and productivity of the recruiting function.

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Employment Brand

answer

Process of positioning an organization as an "employer of choice" in the labor market.

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When evaluating job candidates across different countries and cultures, what assessment approach has the lowest probability of predicting job success?

answer

Standardized measures of psychological traits are the least likely to be stable across cultures because relationships between specific psychological traits and job success may differ significantly.

question

Employee Assistance

answer

A work-based intervention program designed to identify and assist employees in resolving personal problems that may be adversely affecting the employee's performance. Financial planning, legal assistance, and tuition assistance programs are just a few examples of what type of work/life program

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Progressive Discipline

answer

A formal discipline process in which the consequences become more serious if the employee repeats the offense.

question

intrinsic Motivation

answer

The desire to do things because they matter, because we like it, because they're interesting, because they are part of something important. Autonomy (the urge to direct our own lives), mastery (the desire to get better at something that matters), and purpose (the yearning to do what we do in the service of something larger than ourselves) are three elements of intrinsic motivation.

question

Stock-ownership plans based on organizational performance are an example of a(n)

answer

Stock-ownership plans based on organizational performance are an example of an incentive pay plan. Plans providing employees with a means of acquiring employer stock are designed to encourage employees to invest in the organization and thus, as shareholders, to give them a financial stake in the future success of the organization. The organization's stock may be purchased or earned.

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Aging

answer

The process of adjusting salary data to keep pace with market movement. the practice of adjusting outdated salary survey data and making it current. For example, assume that pay increases average 3% a year. If we use data that is a year old, we need to increase the salaries by 3%.

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Leveling

answer

adjusts salaries when surveyed jobs are similar but not identical to jobs in the organization.

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Productivity-based

answer

System ties pay to the volume of the work performed by the individual. works best where the emphasis is on quantity of work and outputs are accurately measured. This system may sacrifice quality without careful supervision. It may also lead to inflexibility in the workforce because employees may want to stay in the job where they can earn the most rather than move to a more-challenging job.

question

benchmark job

answer

key jobs that are well known and understood by most employers. They are generic positions that are common throughout almost all industries and therefore are used for setting wages.

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Organizations often use differential pay to

answer

By using differential pay, organizations are able to better control labor costs and tie performance and pay together. Pay may be differentiated by when the employee works and by where the employee works. ]

question

A foreign service or mobility premium is a(n)

answer

Incentive. Foreign service or mobility premiums usually take the form of one payment made before the transfer and another made upon repatriation. The purpose of mobility premiums is to provide an incentive for the employee to move to another country and encourage the assignee to return home.

question

A differential piece rate

answer

when an employee receives a piece rate up to a standard level of performance and then receives an increasingly higher piece rate for additional output?

question

In a polycentric approach,

answer

a subsidiary is generally treated as its own entity and local compensation and benefits policies, programs, and practices are more likely implemented. For a multinational enterprise subsidiary in Malaysia, which compensation and benefits strategy would embrace incentives that promote the achievement of Malaysian objectives over global ones?

question

remuneration survey

answer

To collect information on base pay, incentive plans, and the like, an HR professional would use a? Remuneration surveys are used to collect information on prevailing market compensation and benefit practices. This type of survey allows an organization to check its remuneration structures against global and local trends.

question

Market-based job evaluation

answer

job evaluation tool uses pay survey data to identify the relative value of jobs based on what other employers pay for similar jobs. the relative worth of different jobs is based on their going rate in the marketplace.

question

Job-content-based job evaluation

answer

Job evaluation method in which the relative worth and pay opportunities of different jobs are based on an assessment of their content and their relationship to other jobs within the organization.

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Pay survey

answer

Collection of data on compensation rates for workers performing similar jobs in other organizations.

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Incentive Pay

answer

paying for performance beyond normal expectations. Employees receive the incentive pay only if specific goals are met. As long as incentive pay and base pay are not commingled, employees should perceive it as a reward (and not entitlement) and the employer will benefit from a great return on investment for performance beyond normal expectations.

question

Benefit programs are most effective in attracting, motivating, and retaining employees if

answer

they are part of a complete compensation strategy targeted for the employer's workforce.

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Benefit needs assessment

answer

The purpose of a needs assessment is to decide on a benefits package that will: -Match the overall organizational strategies -Support the organization's mission an vision -meet employee needs

question

Contribution-oriented cultures

answer

cultures typically provide benefit programs that are linked to organizational performance, which may vary year to year. Contribution-oriented cultures are less likely to provide a benefit such as a defined benefit pension plan that is guaranteed no matter how the organization performs financially.

question

What is a major advantage of an organization having internal equity

answer

It allows organizations to fairly recognize unique jobs.Internal equity means that unique jobs are fairly compensated by an organization, as performance or job differences result in corresponding differences in pay rates.

question

entitlement-oriented culture

answer

Some organizations foster a caring, paternalistic feeling and want employees to feel that they are a "part of the family." These organizations usually provide employees with a variety of benefits. Typically, as benefits increase, less emphasis is put on individual employee contributions, initiative, and responsibility and more emphasis is put on the profitability/success of the organization as a whole.

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Total rewards (rewards)

answer

Encompasses direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers; "remuneration" and "compensation and benefits" have the same meaning

question

Benefits

answer

Tangible payments or services provided to broad groups of employees to cover common issues (e.g., retirement, private health coverage, sick pay/disability schemes, life insurance, and paid time off), in addition to those required by law

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Compensation

answer

Refers to all other financial returns (beyond any tangible benefits payments or services), including salary and allowances

question

Perquisites

answer

Compensation provided on an individual basis in the form of goods or services (e.g., automobiles and mobile devices)

question

Incentives or premiums

answer

Payments in return for the achievement of specific, time-limited, targeted objectives; often calculated as a percentage of base salary and paid as lump sums or as ongoing payments

question

Pay Strategies

answer

• Compares an organization to other organizations that share its industry, occupation, or location • Organizations may decide to: Lag-Match- Lead

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Employee Life Cycle (ELC)

answer

Describes all the activities associated with an employee's tenure in an organization

question

Compensation System Design

answer

Job Analysis Job Documentation Job Evaluation Pay Structure

question

Job Analysis

answer

Identifies Job tasks and qualification of incumbent- KSA

question

Job Documentation

answer

Creates job description and job specifications

question

Job Evaluation

answer

Determines the value and price of a job in order to place and compare it within an organization as well as attract and retain employees in a competitive environment

question

Pay Structure

answer

stablishes pay grades and pay ranges

question

Job Analysis Method and Outcome. How do you analyze a job

answer

-Observing -Interviewing -Diary Log -Open-ended interview -Highly Structured questionnaire The outcome is a job description

question

Role of Job Analysis in HR

answer

- Staffing -HR planning -Training -Performance Management -Safety and health -Reward -Employee relation -Legal Compliance -

question

Job ranking (non- Quantitative )

answer

Evaluation method that establishes a hierarchy of jobs from lowest to highest based on overall importance to the organization. Directly associated with Job evaluation.

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point-factor system (Quantitative)

answer

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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Market-Based (External) Job Evaluation

answer

Determines the relative worth and pay opportunities of different jobs based on their market value or the going rate in the marketplace

question

Remuneration Surveys

answer

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.

question

Data Analysis

answer

The process of systematically applying statistical and/or logical techniques to describe and illustrate, condense and recap, and evaluate data.Salary data may need to be aged, leveled, and/or factored for geography.

question

Quartiles and Percentiles

answer

• Show how groups of data relate to each other • Show if an organization leads, lags, or matches the external market

question

Productivity-Based System

answer

Pay is determined by employee's output. • Straight piece-rate − Base wage rate plus additional compensation for output • Differential piece-rate − One piece rate up to the standard and a higher rate after the standard is exceeded

question

Person-Based System

answer

An employee's characteristics determine pay. Superior knowledge or skill mastery is rewarded. - Knowledge-based (e.g., scientists whose pay is based on knowledge in a field or domain) - Skill-based (e.g., machine operators cross-trained on a variety of production equipment) - Competency-based (e.g., professionals who excel at defined competencies)

question

Totalization

answer

bilateral agreements entered into by many countries to eliminate double taxation for individuals on international assignments

question

High-Context culture

answer

They derive value from nonverbal cues. communication method is more likely to be favored by high-context cultures? Face-to-face

question

Low- Context culture

answer

a culture that uses language primarily to express thoughts, feelings, and ideas as clearly and logically as possible

question

HR measures

answer

The process of collecting and tabulating data is measuring. The products of measurement are numerical, such as head count or sales volume.

question

Base pay

answer

consists of the basic wage or salary paid employees in exchange for doing their jobs

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