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SHRM > Final > Flashcards

Final Flashcards

1
Q

Absence rate

A

days absent in month ÷ (average # of employees during a month x # of workdays)

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2
Q

Benefit or program costs per employee

A

total cost of employee benefit/program ÷ total # of employees

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3
Q

Benefits as a percent of salary

A

annual benefits cost ÷ annual salary

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4
Q

Compensation as a percent of total compensation

A

annual salary ÷ total compensation (salary + benefits + additional compensation)

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5
Q

Compensation or benefit revenue ratio

A

compensation or benefit cost ÷ revenue

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6
Q

Cost per hire

A

recruitment costs ÷ (compensation cost + benefits cost)

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7
Q

Engagement or satisfaction rating

A

percent of employees engaged or satisfied overall or with agiven aspect of the workplace

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8
Q

Percent of performance goals met or exceeded

A

of performance goals met or exceeded ÷ total # of performance goals

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9
Q

Percent receiving performance rating

A

of employees rated under a given score or rating on their performance evaluation ÷ total # of employees

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10
Q

Revenue per employee

A

revenue ÷ total # of employees

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11
Q

Return on investment (ROI)

A

(total benefit - total costs) x 100

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12
Q

Time to fill (average)

A

total days taken to fill a job ÷ number hired

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13
Q

Training/development hours

A

sum of total training hours ÷ total # of employees

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14
Q

Tenure

A

average # of years of service at the organizationacross allemployees

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15
Q

Workers’ compensation cost per employee

A

total workers compensation cost for year ÷ average number of employees

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16
Q

Workers’ compensation incident rate

A

(number of injuries and/or illnesses per 100 full-time employees ∕ total hours worked by all employees during the calendar year) x 200,000

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17
Q

Yield ratio

A

percentage of applicants from a recruitment source that make it to the next stage of the selection process

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18
Q

5 Generations in the Workplace

A 
Traditionalists – 6%
• Baby Boomers – 42%
• Generation X – 29%
• Generation Y/Millennials– 23%
• Generation Z - ?
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19
Q

ADDIE

A

(analysis, design, development, implementation, and evaluation) model:
Instructional systems design (ISD) framework consisting of five steps that guide the
design and development of learning programs.

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20
Q

Alternative dispute resolution (ADR)

A

Umbrella term for the various approaches and
techniques, other than litigation, that can be used to resolve a dispute (e.g., arbitration,
conciliation, mediation).

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21
Q

Analytics

A

Tools that add context or sub-classifying comparison groups to data so that
the data can be used for decision support.

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22
Q

Applicant

A

Person who has applied for or formally expressed interest in a position

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23
Q

Applicant tracking system (ATS)

A

Software application that automates organizations’

management of the recruiting process (e.g., accepting application materials, screening applicants).

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24
Q

Arbitration

A

Method of alternative dispute resolution (ADR) by which disputing parties agree to be bound by the decision of one or more impartial persons to whom they submit their dispute for final determination.

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25
Q

Assessment center

A

Process by which job candidates or employees are evaluated to determine their suitability and/or readiness for employment, training, promotion or
an assignment.

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26
Q

Balance sheet

A

Statement of an organization’s financial position at a specific point in time, showing assets, liabilities and shareholder equity

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27
Q

Balanced scorecard

A

Performance management tool that depicts an organization’s overall performance, as measured against goals, lagging indicators and leading indicators

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28
Q

Benchmarking

A

Process by which an organization identifies performance gaps and
sets goals for performance improvement, by comparing its data, performance levels and/or processes against those of other organizations.

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29
Q

Benefits

A

Mandatory or voluntary payments or services provided to employees, typically covering retirement, health care, sick pay/disability, life insurance and paid time
off (PTO).

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30
Q

Bias

A

Conscious or unconscious beliefs that influence a person’s perceptions or actions,
which may cause that person to become partial or prejudiced.

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31
Q

Bona fide occupational qualification (BFOQ)

A

Factor (e.g., gender, religion, national origin) that is reasonably necessary, in the normal operations of an organization, to carry out a particular job function

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32
Q

Business case

A

Tool or document that defines a specific problem, proposes a solution, and provides justifications for the proposal in terms of time, cost efficiency and probability of success.

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33
Q

Business intelligence

A

Raw data, internal and external to an organization, that is translated into meaningful information for decision makers to use in taking strategic action.

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34
Q

Business unit

A

Element or segment of an organization that represents a specific business function (e.g., accounting, marketing, production); also, may be called department,
division, group, cost center or functional area.

35
Q

Buy-in

A

Process by which a person or group provides a sustained commitment in support of a decision, approach, solution or course of action.

36
Q

Career development

A

Progression through a series of employment stages characterized by relatively unique issues, themes and tasks.

37
Q

Career mapping

A

Process by which organizations use visual tools or guides to depict prototypical or exemplary career possibilities and paths, in terms of sequential positions, roles and stages.

38
Q

Career pathing

A

Process by which employers provide employees with a clear outline for moving from a current to a desired position.

39
Q

Cash flow statement

A

Statement of an organization’s ability to meet its current
and short-term obligations, showing incoming and outgoing cash and cash reserves in operations, investments and financing.

40
Q

Center of excellence (COE)

A

Team or structure that provides expertise, best practices, support and/or knowledge transfer in a focused area.

41
Q

Change initiative

A

Transition in an organization’s technology, culture or behavior of its employees and managers.

42
Q

Change management:

A

Principles and practices for managing a change initiative so that it is more likely to be accepted and provided with the resources (financial, human, physical, etc.) necessary to reshape the organization and its people

43
Q

Coaching

A

Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge or behavior.

44
Q

Collective bargaining

A

Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated
period of time.

45
Q

Comparable worth

A

Concept that jobs primarily filled by women, which require skills, effort, responsibility and working conditions comparable to similar jobs primarily
filled by men, should have the same classifications and salaries.

46
Q

Competencies

A

Clusters of highly interrelated attributes, including knowledge, skills, abilities and other characteristics (KSAOs), that give rise to the behaviors needed to
perform a given job effectively

47
Q

Compliance

A

State of being in accordance with all national, federal, regional and/or local laws, regulations and/or other government authorities and requirements applicable to the places in which an organization operates

48
Q

Conciliation

A

Method of nonbinding alternative dispute resolution (ADR) by which a neutral third party tries to help disputing parties reach a mutually agreeable decision
(i.e., mediation).

49
Q

Conflict of interest

A

Situation in which a person or organization may potentially benefit, directly or indirectly, from undue influence, due to involvement in outside
activities, relationships or investments that conflict with or have an impact on the employment relationship or its outcomes.

50
Q

Corporate social responsibility (CSR)

A

Concept that a corporation has an impact on
the lives of its stakeholders and the environment, encompassing such areas as corporate governance, philanthropy, sustainability, employee rights, social change, volunteerism, corporate-sponsored community programs and workplace safety

51
Q

Cost-benefit analysis (CBA)

A

Approach to determining the financial impact of an
organization’s activities and programs on profitability, through a process of data or
calculation comparing value created against the cost of creating that value.

52
Q

Critical path

A

Amount of time needed to complete all required elements or components of a task, determined by taking into account all project-task relationships

53
Q

Culture

A

Basic beliefs, attitudes, values, behaviors and customs shared and followed by
members of a group, which give rise to the group’s sense of identity.

54
Q

Disability

A

Physical or mental impairment that substantially limits one’s major life activities.

55
Q

Diversity

A

Differences in people’s characteristics (e.g., age, beliefs, education, ethnicity,
gender, job function, personality, race, religion, socioeconomic status, thought processes, work style)

56
Q

Due diligence

A

Requirement to thoroughly investigate an action before it is taken, through diligent research and evaluation.

57
Q

E-learning

A

Electronic media delivery of educational and training materials, processes and programs.

58
Q

Emotional intelligence (EI)

A

Ability to be sensitive to and understand one’s own and others’ emotions and impulses.

59
Q

Employee engagement

A

Employees’ emotional commitment to an organization,

demonstrated by their willingness to put in discretionary effort to promote the organization’s effective functioning

60
Q

Employee surveys

A

Instruments that collect and assess information on employees’ attitudes and perceptions (e.g., engagement, job satisfaction) of the work environment
or employment conditions

61
Q

Employee value proposition (EVP)

A

Employees’ perceived value of the total rewards
and tangible and intangible benefits they receive from the organization as part of
employment, which drives unique and compelling organizational strategies for talent
acquisition, retention and engagement.

62
Q

Employees

A

Persons who exchange their work for wages or salar

63
Q

Ethics

A

Set of behavioral guidelines that an organization expects all of its directors,
managers and employees to follow, in order to ensure appropriate moral and ethical
business standards.

64
Q

Evidence-based

A

Approach to evaluation and decision-making that utilizes data and research findings to drive business outcomes.

65
Q

Focus group

A

Small group of invited persons (typically six to twelve) who actively participate in a structured discussion, led by a facilitator, for the purpose of eliciting
their input on a specific product, process, policy or program.

66
Q

Gap analysis

A

Method of assessing a current state in order to determine what is needed to move to a desired future state.

67
Q

Global mindset

A

Ability to have an international perspective, inclusive of other cultures’ views.

68
Q

Globalization

A

Status of growing interconnectedness and interdependency among countries, people, markets and organizations worldwide

69
Q

Governance

A

System of rules and processes set up by an organization to ensure its compliance with local and international laws, accounting rules, ethical norms, internal codes of conduct and other standards.

70
Q

Hazard

A

Potential harm, often associated with a condition or activity that, if left uncontrolled, can result in injury or damage to persons or property.

71
Q

HR business partner

A

HR professional who advises an organization’s leaders in developing and implementing a human capital strategy that closely aligns with overall
organizational mission, vision and goals

72
Q

HR service model

A

Approach to structuring and delivering an organization’s HR services to support organizational success.

73
Q

Human resource information system (HRIS)

A

Information technology (IT) framework and tools for gathering, storing, maintaining, retrieving, revising and reporting relevant HR data.

74
Q

Inclusion

A

Extent to which each person in an organization feels welcomed, respected, supported and valued as a team member.

75
Q

Individual development plan (IDP)

A

Document that guides employees toward their

goals for professional development and growth.

76
Q

Information management (IM)

A

Use of technology to collect, process and condense

information to manage the information efficiently as an organizational resource.

77
Q

Integrity

A

Adherence to a set of ethical standards, reflecting strong moral principles, honesty and consistency in behavior.

78
Q

Internal equity

A

Extent to which employees perceive that monetary and other rewards are distributed equitably, based on effort, skill and/or relevant outcomes.

79
Q

Job analysis

A

Process of systematically studying a job to identify the activities/tasks and responsibilities it includes, the personal qualifications necessary to perform it, and
the conditions under which it is performed.

80
Q

Job description

A

Document that describes a job and its essential functions and requirements (e.g., knowledge, skills, abilities, tasks, reporting structure, responsibilities).

81
Q

Job enlargement

A

Process of broadening a job’s scope by adding different tasks to the job.

82
Q

Job enrichment

A

Process of increasing a job’s depth by adding responsibilities to the job

83
Q

Job evaluation

A

Process of determining a job’s value and price to attract and retain employees, by comparing the job against other jobs within the organization or against similar jobs in competing organizations.

84
Q

Key performance indicators (KPIs)

A

Quantifiable measures of performance that
gauge an organization’s progress toward strategic objectives or other agreed-upon
performance standards

SHRM (1 decks)

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