Across
- 6. An HR executive, manager, or non-manager who is typically concerned with only one of the areas of compensation practice
- 8. Provides employees with pay for time when they are not working
- 10. Collect and then analyze competitors’ compensation data
- 14. Includes both monetary and nonmonetary rewards
- 15. A system to reward employees with periodic additions to base pay according to employees’ length of service in performing their jobs
- 17. Clearly define the relative value of each job among all jobs within a company
- 19. Skill, effort, responsibility, and working condition factors
- 20. Program that assumes that employees’ compensation over time should be determined, at least in part, by differences in job performance as judged by supervisors or managers
- 21. Employees that are directly involved in producing companies’ goods or delivering their services
- 23. Particular sets of benefits the U.S. government requires employers to offer to employees
- 24. Compensation that fluctuates according to employees’ attainment of some standard based on a preestablished formula, individual or group goals, or company earnings
- 26. Refers to sets of collective skills, knowledge, and abilities that employees can apply to create value for their employers
- 29. A a systematic process for gathering, documenting, and analyzing information in order to describe jobs
- 30. Programs that reward managerial, service, or professional workers for successfully learning specific curricula
- 32. Recurring money employees receive for doing their jobs
- 34. Specify the use of multiple HR practices to reinforce competitive business strategy
- 37. Describes a company’s success when the company acquires or develops capabilities that facilitate outperforming the competition
- 38. A human resource professional that may be an executive that performs tasks in a variety of HR-related areas
- 39. The planned use of company resources—financial capital, equipment capital, and human capital— to promote and sustain competitive advantage
- 41. Monetary compensation
- 42. Employees’ knowledge and skills (human capital) add value
Down
- 1. Legally required benefits that attempt to promote worker safety and health, maintain the influx of family income, and assist families in crisis
- 2. Compensation professionals build market-competitive compensation systems based on the results of compensation surveys
- 3. Refers to the design and implementation of compensation systems to reinforce the objectives of both HR strategies and competitive business strategies
- 4. Provide income to individuals throughout their retirement
- 5. Employees that support the line functions
- 7. Companies adopt this strategy when they develop products or services that are unique from those of their competitors
- 9. Focuses on gaining competitive advantage by being the lowest-cost producer of a product or service within the marketplace, while selling the product or service at a price advantage relative to the industry average
- 11. Include minimum, maximum, and midpoint pay rates
- 12. Any variety of programs that provide paid time off, employee services, and protection programs that are offered on a discretionary basis
- 13. Programs that reward employees for specifically learning new curricula
- 16. Reflects employees’ psychological mind-sets that result from performing their jobs
- 18. Programs that reward employees for specifically learning new curricula
- 22. Provide such enhancements as tuition reimbursement and day care assistance to employees and their families
- 25. Represent pay rate differences for jobs of unequal worth and the framework for recognizing differences in employee contributions
- 27. Represent periodic base pay increases that are founded on changes in prices as recorded by the Consumer Price Index (CPI)
- 28. Programs that increase workers’ pay as they master new skills
- 31. A process to recognize differences in the relative worth among a set of jobs and to establish pay differentials accordingly
- 33. Non-monetary compensation
- 35. Companies may choose to award and amount, usually the equivalent of several months’ pay following involuntary termination
- 36. Group jobs for pay policy application
- 40. Base pay received for performing a job, regardless of the actual number of hours worked