Indirect and Direct Compensation – tangible components of compensation programs usually designed

by the organization

Delivery of training – completion time of training, cost of resources and number of trainees are
available

Job Specifications – list of all the skills, abilities and knowledge needed for job’s satisfactory
performance

Distance Training – the training done in guidance of the instructor on one place and having trainees at
different locations

Technical Training – kind of training given to employees about product procedures, customer relations
and product knowledge

Hiring Costs – classified as the recruiting expense, relocation costs and employment testing costs

Training Costs - the costs of training materials, paid orientation time, supervisor salaries and co-worker
coaching salaries

Separation Costs - the exit interview time, the expenses of unemployment and legal fees of challenged
separations

Productivity Costs - the loss of customer contacts, the break-in time of employees and unfamiliarity with
products of organization

On-the-job Training – most flexible type of training in which the employees are trained while
performing the tasks and responsibilities associated with the job

Informal Training – training which is done through the feedback among employees and interactions
between coworkers

Market line – graph which shows the relationship between job value which is determined rates of pay
survey and job evaluation points

Indirect Compensation – the benefits such as retirement pensions and life insurances

Base pay is classified as Direct compensation

Compensable Factors – the factors that are common in group of jobs and are used to identify the value
of the job

Reengineering – process which consists of phases such as redesign, retool and rethink

Ability x Support x Effort – the relationship between the factors such as ability, support, and effort

Tactile Learners – the kind of learners who uses the training resources by getting their hands on the task

Visual Learners – the types of learners who focused in the graphics and the process and purpose of
training

Problem solving training – the kind of training which addresses the issues such as lack of interpersonal
skills and supervisory skills
Outsourcing of Training – the trainers of employees are hired from some external sources such as
external consultants and training firms

Performance Consulting – the process in which the organizational client and the job trainer work
together to support business goals

Wages – payments made to employees for the amount of time in which he employee has worked

Salaries - payments made to employees without taking hours for which they worked into consideration

Base pay- the basic compensations given to employees as salaries or wages

Variable pay is the compensation given with the base pay linked to an individual team or organizational
performance.

Organization-related outcomes – the outcomes of competency-based pay such as fewer bottlenecks,

more workforce flexibility and increased effectiveness

Organizational Commitment – the degree to which the employees desire to stay loyal with the
organization and accept goals of organization

Pay equity – the concept in which the pay for the jobs that require similar skills, abilities and knowledge
without taking duties into consideration

Maturity Curve – the curve which is used to represent relationship between pay rate and experience

Performance Standards – the indicators to show the job accomplishment and to measure the
performance of key areas of job

Reinforcement – the technique in which the employees repeat their actions to get positive reward and
avoid actions resulting to negative consequences

Jennifer, a manager at an engineering firm, has been assigned the task of conducting a job analysis.
What should be Jennifer’s first step in the process?

- deciding how the gathered information will be used

Intrinsic Rewards -the types of rewards employee gets in form of praise for successfully accomplishing
goals or completing the project

Extrinsic Rewards – the types of rewards employees get in form of monetary or non-monetary benefits

Job Design – the arrangement of duties, responsibilities and tasks to accomplish the desired results

Job Evaluation – the systematic way of determining the worth of all jobs within any organization

Job Satisfaction – the positive state of emotions arise in the individuals by evaluating own job
performance

Job Orientation - The acceptance enhancement of coworkers, accelerating socialization and providing
job and organization information for favorable impression
Benchmark Job – the jobs in organization that require similar knowledge, abilities and skills and are
performed by individuals having similar duties

Seniority – the time spent in organization while performing the particular job

Generation Y - the generation born in the 1980s and 1990s

Baby Boomers - the generation of people born between the years 1945 to 1965

Uncover false information – primary reason that firms conduct background investigations of job
applicants

Interpersonal relationships – In Herzberg hygiene ⁄ motivation theory, the factor which is classified as
hygiene factor

Hygiene Factors – the factors that can cause higher level of dissatisfaction in a job

Motivators - In Herzberg hygiene ⁄ motivation theory, the factors that can cause higher level of
motivation and satisfaction in a job

Differentiation strategy – the business strategy in which company builds image by creating identity on
the features such as quality, new technology and exceptional service

Low cost strategy - the business strategy in which the company lowers its prices for products or services
to increase market share is

A reliable employment test will most likely yield Consistent scores when a person takes two alternate
forms of the test

Functional Turnover – type of turnover which is lead in organization by disruptive leaves of employees

Voluntary Turnover – the kind of turnover which is led by employees who are leaving the organization
with their own choice

Involuntary Turnover - the kind of turnover which is lead by poor employee performance or violations
of job rules in an organization is

Uncontrollable Turnover - the turnover type whose reasons are out of employer's impact

Dysfunctional Turnover - the kind of turnover which is led by key individuals who left the jobs in an
organization

Turnover - In an organization, the replacement of employees who left the job with the new employees

Psychological Contract - all the expectations unwritten between the employers and employees in a
workplace regarding the performance of job

Motivation - the role-playing desire which forces an individual employee to response in some certain
way

Attitude Survey - the survey which is used to study the views and feelings of the employees of an
organization about a job
Exit Interviews - the kind of interviews taken place in organizations to ask about possible reasons leads
to job turnover are classified

Involuntary absenteeism - the absenteeism of employees from job because of funerals in employee's
family or employee illness is classified as

Equity - considering the theories of motivation, the comparison of what the individual receives and what
the individual perceives

In employee training, the first stage for the trainees on-the-job training is to prepare the learners

In employee training, the second stage for trainee's on-the-job training is to present the information

In employee training, the third stage for trainee's on-the-job training is to practice of trainees

In employee training, the last stage for trainee's on-the-job training is to do the follow up

Instructor led classroom training - The training which consists of short courses and lectures
incorporated with classroom training offered by professionals and educational institutions

Internships - the cooperative training type in which the job training is combined with instructions from
college classes

Development and innovative training - The training technique which discuss the problems such as
organizational change, problems in executive development and business practices

Cooperative Training - the apprentice training, internships and school-to-work transitions

Technical Training - the kind of training given to employees about product procedures, customer
relations and product knowledge

Apprentice Training - The type of cooperative training in which the trainees have on-the-job experience
with the guidance of skilled supervisor

Innovative Training and Developmental Training - the type of training which focuses on the long term
enhancement of the organizational and individual capabilities is

Self-Efficacy - the concept which states that the trainee must have the belief to learn the content of the
training program

Learning Evaluation Step - In training evaluation, the measurement of how much of the concepts,
attitudes and theories learned have made impact on job

Behavioral Evaluation Step - In training evaluation, the measurement of training effect on performance
and observation of job performance

Donald Kirkpatrick- the concept of four level training evaluation (reaction, learning, behavior and
results)
0.44 - If the employee separations are 35 in a month and the number of employees in an organization
are 80 at midmonth then the turnover rate of an organization

Absenteeism Rate - According to U.S department of labor, the formula in which no. of employees is
multiplied to no. of work days and is divided to job absences during period multiply 100 to calculate

Turnover Rates - The number of employees separation during a specific period is divided by number of
employees at midmonth and is multiplied to 100 is used to calculate