IPMA-SCP Study Guide With Correct Answers.
Broadbanding - The practice of using fewer pay grades with much broader ranges than in traditional compensation systems. Main advantage is more consistent with flattening of organizational levels and growing jobs that are multidimensional. Problem is e...
IPMA -SCP Study Guide With Correct Answers. Broadbanding - The practice of using fewer pay grades with muc h broader ranges than in traditional compensation systems. Main advantage is more consistent with flattening of organizational levels and growing jobs that are multidimensional. Problem is employees expect a promotion to come with a pay raise and movement to a new pay. By not having this employees will feel there is no room for promotion opportunities. Most companies use traditional pay grades. Coaches - Observe and feedback is given to immediate supervisors. It is the continual process of learning by doin g. Group coaching on leadership can help create high -
performance teams. Outside help can come in for executive coaching. Observation with suggestions. Counseling - Heighten employee awareness of organizational policies and rules. Being made aware of rules , and knowledge of possible disciplinary actions may prevent violations. Adverse Selection - Certain employees select and use certain benefits. Example: employees with younger children are more likely to enroll in orthodontic coverage. Assessment Center - Assessment exercise composed of a series of evaluative tests used for selection and development. Tests and exercises must reflect the content of the job for which individuals are being screened, the types of problems faced on that job. Bargaining Unit - Employees eligible to select a single union to represent and bargain collectively for them. NLRA excludes supervisors from voting or joining. Cannot be be included, however who qualifies as a supervisor is not always clear. Collective Bargaining - Proces s where representatives of management and workers negotiate over wages, hours and other terms and conditions of employment. Management Rights - Rights reserved so that the employer can manage, direct and control it's business, even with a labor contract. Behavioral Interview - Applicants give specific examples of how they have performed a certain task or handled a problem in the past. Situational Interview - Structured interview that contains questions about how applicants might handle specific job situa tions. Stress Interview - Designed to create anxiety and put pressure on applicants to see how they respond. Benchmarking - Comparing the business results to the industry. Comparing business metrics to an industry standard or best practice. Best determin ed by measures on a year to year basis. Performance Standards - Can be viewed as objective or subjective. Objective example: number of items sold. Subjective example: requires judgement on the part of the evaluator and is more difficult to determine. I.E. Employees attitude. Indicators of what the job accomplishes and how performance is measured in key areas of the job. Disparate Treatment - Occurs when members of a group are treated differently than others. Disparate Impact - Occurs when members of a pr otected category are substantially underrepresented as a result of employment decisions that work to their advantage. Benefits - Indirect reward given to an employee or group of employees as part of membership in their organization. Inflation rates causes employees rates to go up. Benefits is a huge factor when someone is deciding whether to join or remain at an organization. Flexible Benefit Plans - Allows employees to select the benefits they prefer from groups of benefits established by the employer. Benefit Statements - Help employee see the "hidden paycheck" or the value of their benefits. Shows the true package of rewards offered by an employer. Cafeteria Benefit Plan - Employees are given a budget and can purchase a bundle of benefits most importa nt to them from the "menu" of options offered by the employer. Worker's Comp - Funded by employer, no loss of benefits to employee. RetirementPlan - Established and funded by employer and employee. Defined Benefit Plan - Retirement program in which empl oyees are promised a pension amount based on age and years of service. Defined Contribution Plan - Employer makes annual payment to an employees pension account. 401(k) - Extra savings for retirement/tax deferred. COBRA - Extended coverage for employees that quit, fired, retirees, windows/spouses of employees, any child adopted or born to a covered employee. Age Discrimination Act - 1967, amended in 1978 and 1986 Civil Rights Act of 1964, Title VII - Illegal to discrimina te based on race, color, religion, sex or national origin. Civil Rights Act of 1991 - Requires employers to show that an employee practice is job related for the position and consistent with business necessity. EEO - Makes sure employers make status -blind decisions. Decisions based on nothing more than job requirements and qualifications. Realist Job Preview - Providing a balanced view of the advantage, demands, expectations and challenges in and organization or a job. Providing realistic expectations. Job applications - High School Graduation date should be removed Halo Effect - Occurs when an interviewer allows a positive characteristic, such as agreeableness, to overshadow other evidence. Halo Effect occurs when a rater scores an employee high on all job criteria because of performance in one area. Contrast Error - Tendency to rate people relative to others rather than against performance standards. Job Anaylsis - Systematic way of gathering and analyzing information about the content, context and h uman requirements of the job. HR Unit - Coordinates job analysis, writes job descriptions and specifications for review by managers, periodically reviews job descriptions and specifications, reviews managerial input to ensure accuracy, may seek assistance from outside experts for difficult or unusual analysis. Managers - Complete or help complete job analysis information, review job descriptions and specifications and maintain their accuracy, request new analyses as jobs change,
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller STUVATE. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $10.49. You're not tied to anything after your purchase.
