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SHRM-CP Exam 2021 Questions and Answers Already Passed Assessment centers ✔✔Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises. appren... ticeship ✔✔Related to technical skills training; often a partnership between employers and unions. Applicant Tracking System (ATS) ✔✔Software application that automates organizations' management of the recruiting process (such as accepting application materials, screening applicants, etc.). ADDIE model ✔✔Instructional systems design framework consisting of five steps that guide the design and development of learning programs. Benchmarking ✔✔Process by which an organization identifies performance gaps and sets goals for performance improvement, by comparing its data, performance levels, and/or processes against those of other organizations. Balanced scorecard ✔✔Performance management tool that depicts an organization's overall performance, as measured against goals, lagging indicators, and leading indicators. career development ✔✔Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks. Broadbanding ✔✔Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread.Bona Fide Occupational Qualification (BFOQ) ✔✔Factor (such as religion, gender, national origin, etc.) that is reasonably necessary, in the normal operations of an organization, to carry out a particular job function. blended learning ✔✔Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training. Compa-ration ✔✔Pay rate divided by the midpoint of the pay range. Coaching ✔✔Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge or behavior. Career planning ✔✔Actions and activities that individuals perform in order to give direction to their work lives. 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) ✔✔Pay adjustment given to eligible employees regardless of performance or organizational profitability; usually linked to inflation. Competencies ✔✔Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs) that give rise to the behaviors needed to perform a given job effectively. Compensation philosophy ✔✔Short but broad statement documenting an organization's guiding principles and core values about employee compensation. Dual career ladders ✔✔Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles.Developmental activities ✔✔Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs. Essential functions ✔✔Primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodation. Environmental scanning ✔✔Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how these factors affect the organization currently and how they are likely to affect the organization in the future. Employment branding ✔✔Process of positioning an organization as an "employer of choice" in the labor market. Employee Value Proposition (EVP) ✔✔Employees' perceived value of the total rewards and tangible and intangible benefits they receive from the organization as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention and engagement. Green-circle rates ✔✔Situations in which an employee's pay is below the minimum of the range. General pay increase ✔✔Pay increase given to employees based on local competitive market requirements; awarded regardless of employee performance. 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. External Equity ✔✔Situation in which an organization's compensation levels and benefits are similar to those of other organizations that are in the same labor market and compete for the same employees.Individual development plan (IDP) ✔✔Document that guides employees toward their goals for professional development and growth. job description ✔✔Document that describes a job and its essential functions and requirements (including tasks, knowledge, skills, abilities, responsibilities, and reporting structure). Job classification ✔✔Job evaluation method in which descriptions are written for each class of jobs; individual jobs are then put into the grade that best matches their class description. Job Analysis ✔✔Process of systematically studying a job in order to identity the activities/tasks and responsibilities it includes, the personal qualifications necessary to perform it, and the conditions under which it is performed. internal equity ✔✔Extent to which employees perceive that monetary and other rewards are distributed equitably, based on effort, skill and/or relevant outcomes. Employee life cycle (ELC) ✔✔Activities associated with an employee's tenure in an organization. employee engagement ✔✔Employees' emotional commitment to an organization, demonstrated by their willingness to put in discretionary effort to promote the organization's effective functioning. Job ranking ✔✔Job evaluation method that involves establishing a hierarchy of jobs from lowest to highest based on each job's overall value to the organization. job evaluation ✔✔Process of determining a job's value and price for the purpose of attracting and retaining employees by comparing the job against other jobs within the organization or against similar jobs in competing organizations. Job enrichment ✔✔Process of increasing a job's depth by adding responsibilities to the job.Job enlargement ✔✔Process of broadening a job's scope by adding different tasks to the job. Kinesthetic learners ✔✔People who learn best through a hands-on approach; also called tactile learners. Job-content-based job evaluation ✔✔Job evaluation method in which the relative worth and pay structure of different jobs are based on an assessment of their content and their relationship to other jobs within the organization. Job specifications ✔✔Written statements of the minimum qualifications for the job incumbent. Leading indicator ✔✔Type of metric describing an activity that can change future performance and predict success in the achievement of strategic goals. Lagging indicator ✔✔Type of metric describing an activity or change in performance that has already occurred. Market-based job evaluation ✔✔Job evaluation method in which the relative worth and pay structure of different jobs are based on their market value or the going rate in the marketplace. Lump-sum increase (LSI) ✔✔One-time payment made to an employee; also called performance bonus. Learning organization ✔✔Organization characterized by a capability to adapt to changes in environment. Learning Management System (LMS) ✔✔System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.Onboarding ✔✔Process of assimilating new employees into an organization through orientation programs and their experiences in their first months of employment. Mission Statement ✔✔Concise outline of an organization's strategy, specifying the activities it intends to pursue and the course its management has charted for the future. Merit pay ✔✔Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called performance-based pay or pay for performance. Organizational values ✔✔Beliefs and principles defined by an organization to direct and govern its employees' behavior. Organizational learning ✔✔Acquisition and/or transfer of knowledge within an organization through activities or processes that may occur at several organizational levels. Ability of an organization to learn from its mistakes and adjust its strategy accordingly. Pay grades ✔✔Used to group jobs that have approximately the same relative internal or external worth and are paid at the same rate or within the same pay range. Pay for Performance (P4P, PfP) ✔✔Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called merit pay or performance-based pay. Pay compression ✔✔Occurs when there is only a small difference in pay between employees regardless of their experience, skills, level, or seniority; also known as salary compression. paired-comparison method ✔✔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 highestranked job.Performance Management ✔✔Tools, activities, and processes that an organization uses to manage, maintain, and/or improve the job performance of employees. Performance bonus ✔✔One-time payment made to an employee; also called a lump-sum increase (LSI). Pay ranges ✔✔Set the upper and lower bounds of possible compensation for individuals whose jobs fall within a pay grade. Person-based pay ✔✔Pay systems in which employee characteristics, rather than the job, determine pay. Performance-based pay ✔✔Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called merit pay or pay for performance. Performance standards ✔✔Behaviors and results as defined by an organization to communicate the expectations of management. Perquisites ✔✔Compensation provided on an individual basis in the form of goods or services (e.g., automobiles and mobile devices) Premiums ✔✔Payments in return for the achievement of specific, time-limited, targeted objectives. Red-circle rates ✔✔Situations in which employees' pay is above the range maximum. 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.Pilot programs ✔✔Learning/development programs offered initially in a controlled environment with a segment of the target audience. Realistic Job Preview (RJP) ✔✔Tool used to provide a job applicant with honest, complete information about the job and work environment. PESTLE analysis ✔✔Scanning process that searches for environmental forces in political, economic, social, technological, legal, and environmental categories. Point-factor system ✔✔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. Selection ✔✔Process of evaluating the most suitable candidates for a position. Productivity-based pay ✔✔Pay based on the quantity of work and outputs that can be accurately measured. Remuneration surveys ✔✔Instruments that collect information on prevailing market compensation and benefits practices (including starting wage rates, base pay, pay ranges, statutory and market cash payments, variable compensation, and paid time off). Recruitment ✔✔Process by which an organization seeks out candidates and encourages them to apply for job openings. Sourcing ✔✔Process by which an organization generates a pool of qua [Show More]

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