9/5/24, 6:15 PM
IPMA-SCP Study Guide
Jeremiah
Practice questions for this set
Terms in this set (79)
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 employees
Broadbanding
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.
Observe and feedback is given to immediate supervisors. It is the continual process of
learning by doing. Group coaching on leadership can help create high-performance
Coaches
teams. Outside help can come in for executive coaching.
Observation with suggestions.
1/5
, 9/5/24, 6:15 PM
Heighten employee awareness of organizational policies and rules. Being made aware
Counseling
of rules, and knowledge of possible disciplinary actions may prevent violations.
Certain employees select and use certain benefits. Example: employees with younger
Adverse Selection
children are more likely to enroll in orthodontic coverage.
Assessment exercise composed of a series of evaluative tests used for selection and
Assessment Center 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.
Employees eligible to select a single union to represent and bargain collectively for
Bargaining Unit them. NLRA excludes supervisors from voting or joining. Cannot be be included,
however who qualifies as a supervisor is not always clear.
Process where representatives of management and workers negotiate over wages,
Collective Bargaining
hours and other terms and conditions of employment.
Rights reserved so that the employer can manage, direct and control it's business, even
Management Rights
with a labor contract.
Applicants give specific examples of how they have performed a certain task or
Behavioral Interview
handled a problem in the past.
Structured interview that contains questions about how applicants might handle
Situational Interview
specific job situations.
Stress Interview Designed to create anxiety and put pressure on applicants to see how they respond.
Comparing the business results to the industry. Comparing business metrics to an
Benchmarking industry standard or best practice. Best determined by measures on a year to year
basis.
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
Performance Standards
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.
Occurs when members of a protected category are substantially underrepresented as
Disparate Impact
a result of employment decisions that work to their advantage.
Indirect reward given to an employee or group of employees as part of membership in
Benefits 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.
Allows employees to select the benefits they prefer from groups of benefits
Flexible Benefit Plans
established by the employer.
Help employee see the "hidden paycheck" or the value of their benefits. Shows the true
Benefit Statements
package of rewards offered by an employer.
Employees are given a budget and can purchase a bundle of benefits most important
Cafeteria Benefit Plan
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.
Retirement program in which employees are promised a pension amount based on age
Defined Benefit Plan
and years of service.
Defined Contribution Plan Employer makes annual payment to an employees pension account.
401(k) Extra savings for retirement/tax deferred.
2/5
IPMA-SCP Study Guide
Jeremiah
Practice questions for this set
Terms in this set (79)
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 employees
Broadbanding
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.
Observe and feedback is given to immediate supervisors. It is the continual process of
learning by doing. Group coaching on leadership can help create high-performance
Coaches
teams. Outside help can come in for executive coaching.
Observation with suggestions.
1/5
, 9/5/24, 6:15 PM
Heighten employee awareness of organizational policies and rules. Being made aware
Counseling
of rules, and knowledge of possible disciplinary actions may prevent violations.
Certain employees select and use certain benefits. Example: employees with younger
Adverse Selection
children are more likely to enroll in orthodontic coverage.
Assessment exercise composed of a series of evaluative tests used for selection and
Assessment Center 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.
Employees eligible to select a single union to represent and bargain collectively for
Bargaining Unit them. NLRA excludes supervisors from voting or joining. Cannot be be included,
however who qualifies as a supervisor is not always clear.
Process where representatives of management and workers negotiate over wages,
Collective Bargaining
hours and other terms and conditions of employment.
Rights reserved so that the employer can manage, direct and control it's business, even
Management Rights
with a labor contract.
Applicants give specific examples of how they have performed a certain task or
Behavioral Interview
handled a problem in the past.
Structured interview that contains questions about how applicants might handle
Situational Interview
specific job situations.
Stress Interview Designed to create anxiety and put pressure on applicants to see how they respond.
Comparing the business results to the industry. Comparing business metrics to an
Benchmarking industry standard or best practice. Best determined by measures on a year to year
basis.
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
Performance Standards
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.
Occurs when members of a protected category are substantially underrepresented as
Disparate Impact
a result of employment decisions that work to their advantage.
Indirect reward given to an employee or group of employees as part of membership in
Benefits 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.
Allows employees to select the benefits they prefer from groups of benefits
Flexible Benefit Plans
established by the employer.
Help employee see the "hidden paycheck" or the value of their benefits. Shows the true
Benefit Statements
package of rewards offered by an employer.
Employees are given a budget and can purchase a bundle of benefits most important
Cafeteria Benefit Plan
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.
Retirement program in which employees are promised a pension amount based on age
Defined Benefit Plan
and years of service.
Defined Contribution Plan Employer makes annual payment to an employees pension account.
401(k) Extra savings for retirement/tax deferred.
2/5
