Perquisites
Special incidental payments, benefits,or privileges given to individual employees, over and abovetheir regular
... [Show More] rewards
Recruitment
Process of encouraging candidates to apply for job openings
Brainpower
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Seniority
System that shows preference to employees with the longest service
Stress interview
Type of interview in which interviewer assumes an aggressive posture to see how a candidate responds to stressful situations
Benefits
Payments or services provided to employees to cover issues such as retirement, health coverage, sick pay/disability schemes, life insurance, and paid time off.
Compensation
All financial returns (beyond any benefits payments or services), including salary and allowances
Differential pay
Pay rates that are affected by where or when an employee works
Employee surveys
Instruments used to collect and assess employee perceptions about the work environment
Green circle rates
Situations in which an employee's pay is below the minimum of the range.
Job analysis
Systematic study of jobs to determine what activities (tasks) and responsibilities they include, personal qualifications necessary for performance of the jobs, the conditions under which the work if performed, and the reporting structure
Job specifications
Written statement of the necessary qualifications for the job incumbent
Lump sum increase (LSI)
One-time payment made to an employee, also called performance bonus.
Negative emphasis
Type of interviewer bias that involves rejecting a candidate on the basis of a small amount of negative information
Pay for performance ( P4P, PfP)
Situation where an individual's performance is the basis for the amount and timing of pay increases; also called merit pay or performance based pay.
ADDIE model
Five step instructional design process that governs the development of learning programs
Applicant tracking software (ATS)
Software that provides an automated way for organizations to manage the recruiting process
Broadbanding
Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread
Career management
Preparing, implementing, and monitoring employees' career paths, with a primary focus on the goals and needs of the organization
Cost-of-living adjustment (COLA)
Periodic compensation payment given to eligible employees regardless of their performance or organizational profitability;usually linked to inflation
Emotional intelligence (EI)
Ability of an individual to be sensitive to and understanding of the emotions of others and to manage his or her own emotions and impulses
Flat-rate pay
Provides each incumbent of a job with the same rate of pay regardless of performance or seniority;also known as single-rate pay
Incentives
Payments in returns for the achievement of specific, time-limited, targeted objectives
Job evaluation
Process that 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
Leadership development
Training and professional development programs targeted to assist management and executive level employees in development the skills, abilities,, and flexibility required to deal with a varsity of situations.
Merit pay
Situation where an individual's performance is the basis for the amount and timing of pay increases; also called performance-based pay or pay for performance.
Paired compairison
Job evaluation method in which each job is compared with every other job being evaluated; the job with the largest number of "greater than" rankings is the highest-ranking job, etc.
Assessment. Centers
Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises.
Red circle rates
Situations in which employees' pay is above the range maximum
Simulations
Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises, including in- asker sets, financial or business data analysis, leaderless group discussions, interview simulations, role plays, and psychological inventories.
Structured interview
Type of interview in which interviewer asks every applicant the same questions; also called a repetitive interview
Valididty
Ability of an instrument to measure what it is intended to measure
Performance bonus
One time payment made to an employee; also called a limp-sum increase (LSI)
Realistic job preview (RJP)
Part of the selection process that provides an applicant with honest and complete information about a job and the work environment
Selection interviews
Interviews designed to probe areas of interest to the interviewer in order to determine how well a job candidate meets the needs of the organization
Staffing
HR function that acts on the organizational human capital needs identified through workforce planning and attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the organization's financial success
Training
Process of providing knowledge, skills, and abilities (KSA's) specific to a task or job.
Performance-based pay
Situation where an individual's performance is the basis for the amount and timing of pay increases; also called merit pay or pay for performance
Reasonable accommodation
Modifications or adjustments to a job or job application process that accommodate persons with disabilities but do not impose a disproportionate or undue burden on the employer.
Selection screening
Analyzing candidates' application forms, curriculum vitae, and resumes to locate the most-qualified candidates for an open job.
Stereotyping
Type of interviewer bias that involves forming generalized opinions about how people of a given gender, religion, or race appear,think, act, feel, or respond. [Show Less]