IPMA-HR PUBLIC SECTOR ESSENTIALS
EXAM
Pay surveys - ANSWERS-collection of data on compensation rates for workers
performing similar jobs in other organizations
Entitlement Philosophy - ANSWERS-Assumes that individuals who have worked
another year are entitled to pay increases, with little regard for performance
differences.
Pay for Performance Philosophy - ANSWERS-Assumes that compensation changes
effect performance differences
Expectancy Theory - ANSWERS-An employee's motivation is based on the
probability that his or her efforts will lead to an expected level of performance
that is linked to a valued reward.
Equity Theory - ANSWERS-Individuals judge fairness in compensation by
comparing their inputs and outcomes against the inputs and outcomes of referent
others.
Competency Based Pay - ANSWERS-Rewards individuals for the capabilities they
demonstrate and acquire
,Job Evaluation - ANSWERS-Formal, systematic means to identify the relative
worth of jobs within an organization
Ranking - ANSWERS-Performance appraisal method in which all employees are
listed from highest to lowest in performance
Pay Survey - ANSWERS-Collection of date on compensation rates for workers
performing similar jobs in other organizations
Market Banding - ANSWERS-Grouping jobs into pay grades based on similar
market survey rates.
Broadbanding - ANSWERS-Practice of using few pay grades with much broader
ranges than in traditional compensation systems
Pay Compression - ANSWERS-Occurs when the pay difference among individuals
with different levels of experience and performance become small
Variable pay - ANSWERS-Compensation linked directly to individual, team, or
organization performance
Gainsharing - ANSWERS-Systems of sharing with employees greater then
expected gains in profits and or productivity
, Job Enlargement - ANSWERS-Broadening the scope of a job by expanding the
number of different task to be performed
Job rotation - ANSWERS-Process of moving a person from job to job
Job redesign - ANSWERS-
Nonpiracy agreements - ANSWERS-bars former employees from soliciting
business from former customers and clients for a specified period of time.
Non solicitation of current employees - ANSWERS-prevents former employees
form contacting or encouraging coworkers at the former employer to join a
different company, often a competitor
Employee-at-will - ANSWERS-A common law doctrine stating that employers have
the right to hire, fire, demote, or promote whomever they choose, unless this is a
law or a contract to the contrary
human resources management - ANSWERS-the design of formal systems in an
organization to a manage human talent for accomplishing organizational goals
human capital - ANSWERS-the collective value of the capabilities, knowledge,
skills, life experiences, and motivation of an organization workforce
EXAM
Pay surveys - ANSWERS-collection of data on compensation rates for workers
performing similar jobs in other organizations
Entitlement Philosophy - ANSWERS-Assumes that individuals who have worked
another year are entitled to pay increases, with little regard for performance
differences.
Pay for Performance Philosophy - ANSWERS-Assumes that compensation changes
effect performance differences
Expectancy Theory - ANSWERS-An employee's motivation is based on the
probability that his or her efforts will lead to an expected level of performance
that is linked to a valued reward.
Equity Theory - ANSWERS-Individuals judge fairness in compensation by
comparing their inputs and outcomes against the inputs and outcomes of referent
others.
Competency Based Pay - ANSWERS-Rewards individuals for the capabilities they
demonstrate and acquire
,Job Evaluation - ANSWERS-Formal, systematic means to identify the relative
worth of jobs within an organization
Ranking - ANSWERS-Performance appraisal method in which all employees are
listed from highest to lowest in performance
Pay Survey - ANSWERS-Collection of date on compensation rates for workers
performing similar jobs in other organizations
Market Banding - ANSWERS-Grouping jobs into pay grades based on similar
market survey rates.
Broadbanding - ANSWERS-Practice of using few pay grades with much broader
ranges than in traditional compensation systems
Pay Compression - ANSWERS-Occurs when the pay difference among individuals
with different levels of experience and performance become small
Variable pay - ANSWERS-Compensation linked directly to individual, team, or
organization performance
Gainsharing - ANSWERS-Systems of sharing with employees greater then
expected gains in profits and or productivity
, Job Enlargement - ANSWERS-Broadening the scope of a job by expanding the
number of different task to be performed
Job rotation - ANSWERS-Process of moving a person from job to job
Job redesign - ANSWERS-
Nonpiracy agreements - ANSWERS-bars former employees from soliciting
business from former customers and clients for a specified period of time.
Non solicitation of current employees - ANSWERS-prevents former employees
form contacting or encouraging coworkers at the former employer to join a
different company, often a competitor
Employee-at-will - ANSWERS-A common law doctrine stating that employers have
the right to hire, fire, demote, or promote whomever they choose, unless this is a
law or a contract to the contrary
human resources management - ANSWERS-the design of formal systems in an
organization to a manage human talent for accomplishing organizational goals
human capital - ANSWERS-the collective value of the capabilities, knowledge,
skills, life experiences, and motivation of an organization workforce
