SHRM-CP

what is ethnocentrism

"our way is the best"

what are the 5 secondary activities of a value chain

1. HR management- how does HR relate to/work with other parts of the value chain 2. supply management 3. final 4. legal 5. technology

what are 4 ways to gain trust

1. ability (competence)- do i trust them because i know they can do the job 2. integrity- do they treat everyone fairly/respectively 3. benevolence- do they keep the best for the group in mind 4. felt trust- how much do you think the other person trusts you. how to increase: delegate tasks, feedback, don't micro-manage

what are the 5 parts of conflict resolution

1. avoidance- lose/lose (worst) 2. accommodation- lose/win. can lead to "you owe me" 3. compromise- in the middle. easy way out 4. competition- win/lose 5. collaboration- win/win (best)

what are 3 ways to tell the health of a business

1. balance sheet- assets, liabilities, equity 2. income statement 3. cash flow statement- operations, investing, financing

what are 6 steps to having a global mindset

1. big picture 2. embrace change 3. trust the process 4. open-minded 5. inclusive 6. ready to learn

what are the 5 situational approaches to leadership

1. blake mouton- managerial grid. ex: impoverished (low concern for results low concern for others), country club (low concern for results high concern for others), authoritarian (high concern for results low concern for others), team (high concern for results high concern for others) 2. hersey-blanchard- no single optimal style, leaders adjust based on "follower maturity". ex: delegating (low task and low relationship), participating (low task and high relationship), telling (high task and low relationship), selling (high task and high relationship) 3. fiedler- leader/member relations, task structure, position power; adjust these variables to create favorable situation 4. path-goal theory- define goal, clarify path, remove obstacles, provide support 5. emergent theory- group chooses leader, emerges from interactions

what are 3 traits of strong HR leaders

1. build relationships 2. model values- ex: putting mission statement visible on walls 3. effective agents of change- change agents, help employees understand why the change will benefit them

what are the 3 approaches to facilitate change

1. cascade (top-down/complete)- complete change at each level 2. progressive (broadcast from the top/slower)- broadcast/support/talk about change 3. organic (points of origin at any level)- change can happen at any level, less structured

what are the 4 types of organizational culture

1. clans- relationships 2. adhocracies- entrepreneurial 3. hierarchies- efficiencies 4. market-oriented- competition

what are 3 ways to measure strategic performance

1. effectiveness- did we meet the objective? 2. efficiency- how well are we using resources? 3. impact

what are the 3 types of authentic (transformational) leaders

1. empowerment- get better results when empowered and confident. don't want to empower prematurely 2. long term (vision and values)- helps answer the "why". ex: why do you work here? 3. emotional intelligence- helps read peoples emotions (verbal/nonverbal), manage your own emotions/reactions * #1 asset is credibility

what are the 4 steps to behave ethically

1. establish the facts- what do we know 2. apply appropriate codes of conduct 3. consult- with the people involved 4. own the decision- don't blame others

what are 4 obstacles to cultural understanding

1. ethnocentrism 2. cultural stereotypes 3. cultural determinism- "culture made me do it" (absolutes) 4. cultural relativism- "thats just the way it is" (no absolutes)

what are 3 traits of weak HR leaders

1. focus on short term 2. make limited connections 3. slow to innovate- you have to fail to learn, encourage employees to take risks

what are 2 key aspects of a focus group

1. get everyones involvement (nominal group technique) 2. should be evaluated soon after they occur

what are 3 cultural theories

1. hall- high context vs. low context 2. trommelaars and hampden-turner- cultural dilemmas (ex: universal vs. particular, individual vs. communitarian, neutral vs. affective, specific vs. diffuse, achieved vs. ascribed, sequential vs. synchronic, internal vs. external) 3. hofstede- (ex: masculine vs. feminine, long term vs. short term, power distance, individualism vs. collectivism, uncertainty avoidance, indulgence vs. restraint)

what are 4 ways to improve meetings

1. have an agenda 2. distribute agenda in advance 3. be clear about outcomes for the meeting 4. establish roles- leader (facilitator), time keeper, note taker, devils advocate (avoids group think)

what are HRs 8 roles in managing the change process

1. identifying impact- who will it impact 2. assessing the ripple effect- some are effected ore than others, but slowly hits everyone 3. consulting with orgs leaders about ways to support the change initiative 4. use stakeholder knowledge to negotiate solutions (ex: customer demands) 5. use skills and connections to manage the communication efforts during change 6. measuring the effectiveness of the change initiative 7. delivering superior service to HRs internal customers 8. managing resistance to the change

what are the 8 parts of kotters model on how to implement the change process

1. increase urgency 2. build guiding team 3. develop the vision 4. communicate for buy-in 5. empower action 6. create short term wins 7. don't let up 8. make change stick

what are the 6 sources of power

1. information 2. expert 3. referent (goodwill)- have best interest in mind 4. position- ex: saying "do it because i'm your boss" 5. reward- don't always have because of budget 6. coercive- don't always have power to discipline * do 1-3, not 4-6 (not always under your control)

what are the 5 data gathering techniques

1. interviews- pros: ask follow-up questions, good quality of data. cons: biased, over exaggerate, time consuming 2. surveys and questionnaires- pros: efficiency, quick, documented. cons: might not take it seriously 3. observations- pros: first hand, no bias from employee. cons: time consuming, hawthorne effect 4. using existing data- pros: it is what it is, its not bias, multi-perspective. cons: not up to date, not always consistent, hard to find 5. focus groups- pros: see change over time, build off each others ideas. cons: dominate the conversation, groupthink

what are the 4 steps of the life cycle

1. introduction 2. growth- build talent, complexity, balance efficiency with culture, help leaders redefine roles, managing change initiatives 3. maturity- employee retention, succession planning, improve communication, maintain agility/responsiveness 4. renewal/no growth (decline)- renewal is streamline procedures and adding responsibilities, and no growth is maintaining engaged workforce

what are 8 common non financial metrics

1. market share 2. efficiency 3. reputation 4. retention 5. brand awareness 6. satisfaction 7. social responsibility- external 8. engagement- #1 focused on (ex: engagement surveys)

what are the 8 parts of motivation

1. maslows hierarchy of needs- not realistic (physiological needs, safety and security, belonging and love, esteem, self-actualization) 2. herzbergs hygiene theory- one helps being satisfied (motivation ex: autonomy, advancement), the other avoids dissatisfaction (hygiene ex: lack of money, safe working conditions) 3. mcclellands 3 needs theory- achievement, affiliation, power. one of these is usually a top power but it depends on the person 4. self determination- competence, relatedness, autonomy 5. expectancy theory- valence, instrumentality, expectancy (VIE) effort > (expectancy) > performance > (instrumentality) > outcomes (valence: how much do we value outcome). when VIE is high, motivation is hight 6. attribution theory- locus of control, stability, controllability. when employees have some control over the situation 7. goal setting theory- SMART goals (specific, measurable, attribute, reliable, team), commitment, feedback. mutually set goals, not unilaterally, have regular follow-ups, have challenging goals 8. equity theory- your performance and outcomes vs. someone else's performance and outcome

what are 3 options for generating discussion

1. mind mapping 2. nominal group technique- have everyone write down ideas on paper first then around until all ideas are said, nobody dominates the discussion 3. delphi technique- could be anonymous, not always person to person, judgements of experts

what are the 3 levels of strategy

1. organization- future of entire unit (long term) 2. business unit strategy- how/where the org can focus on creating value 3. operational- higher level strategies (how to complete them/action strategies)

what are the 2 parts of organizational culture

1. person vs. task focused 2. egalitarian (better in changing environments) vs. hierarchical (better in stable environment)

what are 5 graphic data analysis tools

1. pie chart 2. histogram 3. trent diagram 4. pareto chart 5. scatter diagram

what are 4 types of validity

1. predictive validity 2. content validity 3. construct validity 4. criterion validity

what are 4 influence strategies

1. reasoning- data driven 2. appeal to mutual values- most ethical way, in someones best interest 3. call on supporters- power in numbers 4. barter (reciprocity)- you scratch my back i scratch yours (worst option)

what are the 5 parts of emotional intelligence

1. self-awareness 2. self-regulation 3. motivation 4. empathy- empathy vs. sympathy (be understanding) 5. social skills- be able to mediate, get information instead of taking sides/looking at emotions

what are 4 conditions that facilitate change

1. shared purpose 2. reinforcement systems 3. skills required for change- if an employee is acquiring a new skill set/new job 4. consistent role models

what are the 4 steps to create a business case

1. statement of need- why do we need to do this, explain approach, due diligence 2. recommended solution- use objective facts 3. statement of risks and opportunities 4. estimated costs and time frames

what is mckinseys 7-s framework (performance areas)

1. structure 2. strategy 3. systems 4. style 5. staff 6. skills 7. superordinate goals

what is porters 5 forces framework

1. threat of substitution 2. threat of entry- how easy can a competitor enter the market 3. bargaining power of suppliers 4. bargaining power of buyers- their focus impacts what the org does 5. rivalry among existing competitors

what are the 3 leadership approaches

1. trait- has the least validity. ex: best leaders are tall/vocal 2. behavioral- task oriented or relationship oriented leader (equal) 3. situational/contigent- helps to know the variables to look at to see if it should be task or relationship * there is no best way to lead, it depends on the situation

what are the 5 parts of ethics

1. transparency- ex: every company has to say how top executives are paid 2. honesty- avoiding conflicts of interest, bribery, corruption 3. confidentiality 4. protecting rights of others- safety, fairness, privacy 5. codes of conduct- review handbook

what are the FLSA regulations for workers under 17

1. under 14- prohibited from most nonfarm work, may be employed by parents, except in hazardous industries, manufacturing, or mining 2. 14-15- during school hours can't work more than 3 hours/day, 18 hours/week, during school vacations can't work more than 8 hours/day, 40 hours/week, hours restricted from 7am-7pm (9pm from June 1 to Labor Day) 3. 16-17- prohibited from working hazardous jobs such as operating trash binders, shredders, or material-handling equipment

what are the 4 steps of communication

1. understand audience 2. be sure the message is clear 3. delivery message effectively- who, how, when, where 4. follow-up

what are the 3 approaches to behaving ethically

1. utilitarian- make sure what does the greatest good for the most people 2. rights- not violating any basic human rights or well-being 3. justice- dont discriminate against any group

what are 5 data analysis methods

1. variance- identify groups and what their differences are (ex: age) 2. ratio- indicates financial performance in several key areas 3. trend- look at historical data, wheres the trend? 4. regression- statistical model, strength and direction (if it exists) p<.05 (less than 5% chance) (ex: scatterplot) 5. root-cause- starting with outcome, work backwards, what led to that? root cause?

what are 4 budgeting methods

1. zero-based- start at zero each period, argue your case every cycle 2. incremental- line-item approach, influenced by prior period, usually go up by % 3. formula- different units receive different percentages (ex: government) 4. activity-based- focuses on the cost/significance of different activities (impact)

how many employees are required for the ADA

15 or more

how many employees are required for COBRA

20 or more

how many employees are required for the ADEA

20 or more for fed/state/government 25 or more in unions, apprenticeship/training programs, agencies serving covered employees *not limited to federal contractors

ethical universalism vs. cultural relativism

EU- doesn't matter where you are, the right and wrong should be the same CR- whats ethical depends where you are

what is a defined-benefit planned the 3 types

a pension plan in which the amount an employee is to receive upon retirement is specifically set forth; guarantee retirement benefits specified in the plan document. plan that promises employees a retirement benefit amount based on a formula 1. flat-dollar amount- the employer pays a set dollar amount for each year of service under the plan 2. career-average formula- either participants earn a percentage of the pay for each year they are plan participants or the participants yearly earnings are totaled and then averaged over the years in the plan 3. final-pay formula- bases benefits on the average earnings during a specified number of years, usually the highest five of the last ten years

what is a contributory plan

a pension plan where contributions are made jointly by employees and employers. employee will benefit from the income upon retirement

what is a noncontributory plan

a pension plan where contributions are made solely by the employer

what is a defined-contribution plan and the types

a plan that establishes the basis on which an employer will contribute to the fund; employers and employees make annual contributions to separate accounts established for each participating employee, based on a formula contained in the plan document; plan which the employer makes an annual payment to the employees retirement plan. types: profit-sharing plans, stock bonus plans, employee stock ownership plans, savings incentive match plans, 401k plans

what is a job analysis

a systematic process for gathering, documenting, and analyzing information in order to describe jobs; describes content or job duties, worker requirements, and sometimes the job context or working conditions

what is consultation

advanced, specialized and administrative duties in an HR program or section area, responsible for providing high-level support in the administration of a HR program

what is a pension plan

any plan, fund, or program which provides retirement income to employees or results in a deferral of income by employees for periods extending to the termination of covered employment or beyond, regardless of the method of calculating the contributions made in the plan, the method of calculating benefits under the plan, or the method of distributing benefits from the plan

what is entitlement philosophy

assumes that individuals who have worked another year are entitled to pay increases, with little regard for performance differences

what are religious laws (legal system)

based on beliefs and conventions

what is a perquisites

benefits offered exclusively to executives

what are supplemental unemployment benefits

benefits paid to unemployed workers beyond required government unemployment benefits

what are compensation surveys

collect and analyze competitors compensation data, such as wage and salary practices as well as employee benefits

what are pay surveys

collect info on prevailing market rates and include topics such as incentive plans, overtime pay, starting wage rates, base pay, pay ranges, shift differentials, and vacation and holiday

what is broadbanding

combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread

what are the 3 types of managed care plans

emphasize cost control by limiting an employees choice of doctors and hospitals 1. health maintenance organizations (HMOs)- form of health care that provides services for a fixed period on a prepaid basis 2. preferred provider organization (PPOs)- those enrolled in a PPO can elect to receive treatment outside the network but have to pay higher co-payments or deductibles 3. point of service (POS)- combination of a PPO and HMO; provides direct access to specialists; employees pay a nominal copayment for each visit to a designated network of physicians; but pay somewhat more for the choice provider outside the designated network of physicians

what are exempt employees

employees to whom employers are not required to pay overtime under FLSA. (ex: executives, administrative, professionals)

what are non-exempt employees

employees who must be paid overtime under the FLSA

what are cafeteria plans

enable employees in a company to choose from among a set of benefits and different levels of these benefits

what is a qualified pension plan

entitles employers to tax benefits form their contributions to pension plans; employers may take current tax deductions for contributions to fund future retirement income. welfare and pension plans that meet various requirement s set forth by the employee retirement income security act (ERISA)

what is common law (legal system)

evolves over time based on prior judicial decisions

what are benchmark jobs

found outside the company, provide reference points against which the values of jobs within the company are judged

what are pay grades

group jobs for pay policy application, usually based on similar compensable factors and value, same relative internal worth - all jobs within a particular grade are paid the same rate or within the same rate range

what is short term disability insurance

inability to perform the duties of ones regular job - recovery from injuries/surgeries - treatment of an illness requiring any hospitalization

what is medicare part a

mandatory media coverage for persons covered by medicare; covers both inpatient and outpatient hospital care and services - physicians fees - food service or housekeepers wages - custodial care in a nursing home - ordinary dental services and dentures - expenses for routine physical exams

what did edgar schein promote

multiple layers of culture 1. implicit- basic assumptions (inside) 2. norms and values (middle) 3. explicit- artifacts and products (outside)

what are discretionary benefits

not required benefits that employers offer at their own choice. benefits fall into three broad categories: protection programs, pay for time not worked, and services (ex: disability/life insurance, retirement plans, health insurance, PTO, flexible work schedules, family assistance programs, day care, tuition reimbursement)

what is medicare part b

optional medical coverage for persons covered by medicare - diagnosis, therapy, surgery - consultation during home, office, and institutional calls - medications that cannot be self-administered

what are time-based step rate pay systems

pay is based on longevity in the job and pay

what is a differential-piece rate system

pay system where the employee receives one piece rate up to a standard and then a higher rate once the standard is exceeded

what are the 4 primary activities of a value chain

primary activities add direct value 1. R&D (research and development) 2. operations 3. marketing and sales 4. fulfillment

what is single-rate pay

provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as flat-rate pay

what is a non qualified pension plan

provides less favorable tax treatments for employers than qualified pension plans

what is vesting and the two types

refers to an employees nonforfeitable rights to pension benefits. 1. cliff- must grant employees 100% vesting after no more than 3 years of service 2. gradual/grading- enables employees to earn vesting rights in stages; 20% each year beginning with the employees second year of service, reaching 100% after no more than 6 years of service

what is consumer-driven health care

refers to employer-sponsored programs that shift a greater amount of the responsibility to employees for selecting health care providers

what is long-term disability insurance

refers to illnesses or accidents that prevent an employee from performing his or her own occupation over a designated period

what is a straight-piece rate system

refers to pay system where employee receives a minimum wage and is awarded additional compensation based on output. determined by multiplying the number of units produced by the piece rate for one unit

what are compensable factors

reflect how the job adds value to the organization; these factors are used to determine which jobs are worth more than others (skill, effort, responsibility, and working conditions). help meets three challenges: internal consistency, market competitiveness, and recognition of individual contributions

what are pay structures

represent pay rate differences for jobs of unequal worth and the framework for recognizing differences in employee contributions

what are pay ranges

represent the span of possible pay rates for each pay grade; include midpoint, minimum, and maximum rates

what is the pay for performance philosophy

requires that compensation changes reflect individual performance differences

what are merit pay programs

reward employees with permanent increases to base pay according to differences in job performance

what are the 4 parts of communication

sender > (encoding) > medium channel > (decoding) > receiver > feedback loop

what are red circle rates

situations where employees pay is above the range maximum

what are green circle rates

situations where employees pay is below the range minimum

what is a summary plan description

specify essential information about employer-sponsored benefits as required by the employee retirement income security act. essential information includes the names and addresses of the employees responsible for developing and administering the benefits plan, disclosure of employee rights under ERISA, eligibility criteria for participating in the benefits program

what is job evaluation

systematically recognizes differences in the relative worth among a set of jobs and to establish pay differentials accordingly

what are flexible spending accounts

type of section 125 plan that allows employees to use pretax dollars to pay for certain out-of-the pocket health and dependent-care expenses

what is lewis change model

unfreezing, moving, refreezing prepare for the change, implement change, solidarity the desired change

how do you compute compa-ratio

the pay level divided by the midpoint of the pay range

what is severance pay

usually includes several months of pay following involuntary termination and in some cases, continued coverage under the employers medical insurance plan

what are section 125 benefit plans

written benefit plans maintained by the employer that allows employees to use pretax dollars to pay for certain qualified benefits

what is civil law (legal system)

written codes by legislative bodies

what are golden parachutes

written into executive contracts that provide special payments to key executives who might lose their position or be otherwise disadvantaged if another company took control of the org through a merger or acquisition; aka parachutes