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SHRM-SCP prep > HR competencies > Flashcards

HR competencies Flashcards

1
Q

Accounts payable

A

Money an organization owes its vendors and suppliers.

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2
Q

Accounts receivable

A

Money an organization’s customers owe the organization.

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3
Q

Active listening

A

Communication technique to increase the engagement between communicators and their audiences. It involves two-way communication and attention to nonverbal signs that indicate interest and reactions to the message and speaker.

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4
Q

Affinity diagramming

A

Data-sorting technique in which a group categorizes and subcategorizes data until relationships are clearly drawn.

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5
Q

Term: Assets

A

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

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6
Q

Bribery

A

Exchange of anything of value to gain greater influence or preference.

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7
Q

Business case

A

Presentation to management that establishes that a specific problem exists and argues for a proposed solution.

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8
Q

Business intelligence

A

Ability to use information to gain a deeper understanding of an organization and make sound business decisions.

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9
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.

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10
Q

Civil law

A

Legal system based on written codes (laws, rules, or regulations).

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11
Q

Code of conduct

A

Principles that guide decision making and behavior in an organization.

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12
Q

Common law

A

Legal system in which each case is considered in terms of how it relates to legal decisions that have already been made; evolves through judicial decisions over time.

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13
Q

Confidentiality

A

Treatment of personal information that has been disclosed to another person or organization.

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14
Q

Conflict of interest

A

Situation in which a person or organization may benefit 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.

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15
Q

Cultural intelligence

A

Capacity to recognize, interpret, and behaviorally adapt to multicultural situations and contexts.

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16
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.

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17
Q

Delphi technique

A

Technique that progressively collects information from a group of anonymous respondents.

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18
Q

Due process

A

Concept that laws are enforced only through accepted, codified procedures.

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19
Q

Emotional intelligence (EI)

A

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

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20
Q

Enterprise resource planning (ERP)

A

Business management software, usually a suite of integrated applications, that a company can use to collect, store, manage and interpret data from many business activities.

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21
Q

Equity

A

Amount of owners’ or shareholders’ portion of a business.

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22
Q

Extraterritoriality

A

Extension of the power of a country’s laws over its citizens outside that country’s sovereign national boundaries.

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23
Q

Feedback loop

A

In communication, structuring a message to include opportunities for correction or clarification. This requires two-way communication.

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24
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.

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25
Q

Force-field analysis

A

Group decision-making tool designed to analyze the forces favoring and opposing a particular change. A factor is weighted, and the factors on each side are summed and compared.

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26
Q

Framing

A

Process of constructing a message so that an audience sees communicated facts in a certain way and is persuaded to take a certain action.

27
Q

Global mindset

A

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

28
Q

Gross profit margin

A

Ratio of gross profit to net sales.

29
Q

High-context cultures

A

Societies or groups characterized by complex, usually long-standing networks of relationships; members share a rich history of common experience, so the way they interact and interpret events is often not apparent to outsiders.

30
Q

Income statement

A

Statement that reports revenues, expenses, and profits for a specified period of time, for example, quarterly or annually.

31
Q

J curve

A

Visualization of the impact of change on productivity. When change is introduced, there is typically a decrease in productivity and then a gradual return to—or, ideally, a surpassing of—previous levels of productivity.

32
Q

Jurisdiction

A

Right of a legal body to exert authority over a given geographical territory, subject matter, or persons or institutions.

33
Q

Liabilities

A

Organization’s debts and other financial obligations.

34
Q

Low-context cultures

A

Societies in which relationships have less history; individuals know each other less well and don’t share a common database of experience, so communication must be very explicit.

35
Q

Mean

A

Average score or value.

36
Q

Median

A

Middle value in a range of values.

37
Q

Mind mapping

A

Data-sorting technique in which group members add related ideas and indicate logical connections, eventually grouping similar ideas.

38
Q

Mode

A

Value that occurs most frequently in a set of data.

39
Q

Motivation

A

Factors that initiate, direct, and sustain human behavior over time.

40
Q

Multi-criteria decision analysis (MCDA)

A

Group decision-making tool in which the group defines the characteristics of a successful decision and then scores each alternative against those criteria.

41
Q

Negotiation

A

Process by which two or more parties work together to reach agreement on a matter.

42
Q

Net profit margin

A

Ratio of net income (gross sales minus expenses and taxes) to net sales.

43
Q

Networking

A

Process of developing mutually beneficial contacts through the exchange of information.

44
Q

Noise

A

In communication, any factor that can disrupt the sending and receipt of a message—for example, physical factors such as loud environments, cultural factors such as a distinctive accent, or cognitive factors such as the use of unfamiliar jargon.

45
Q

Nominal group technique (NGT)

A

Technique in which participants each suggest ideas through a series of rounds and then discuss the items, eliminate redundancies and irrelevancies, and agree on the importance of the remaining items.

46
Q

Nonverbals

A

Components of a message apart from its words. This could include physical gestures and posture and vocal tones, volume, and speed.

47
Q

Online analytical processing (OLAP)

A

Processing applications that store data in a multidimensional “cube,” which enables users to analyze data quickly in a variety of different ways.

48
Q

Principled negotiation

A

Process in which negotiators aim for mutual gain, emphasizing the need to focus on the problem instead of personal differences and on mutually beneficial outcomes.

49
Q

Ratio analysis

A

Comparing the sizes of two variables to produce an index or percentage; commonly used to analyze financial statements.

50
Q

Reliability

A

Extent to which a measurement instrument provides consistent results.

51
Q

Root-cause analysis

A

Type of analysis that starts with a result and then works backward to identify fundamental cause.

52
Q

Rule of law

A

Concept that stipulates that no individual is beyond the reach of the law and that authority is exercised only in accordance with written and publicly disclosed laws.

53
Q

Scenario/what-if analysis

A

Statistical method used to test the possible effects of altering the details of a strategy to see if the likely outcome can be improved.

54
Q

Social intelligence

A

Ability to create connections or rapport with others.

55
Q

Stakeholder concept

A

Concept that proposes that any organization operates within a complex environment in which it affects and is affected by a variety of forces or stakeholders who all share in the value of the organization and its activities.

56
Q

Standard deviation

A

Distance of any data point from the center of a distribution when data is distributed in a “normal” or expected pattern.

57
Q

Transparency

A

Extent to which an organization’s agreements, dealings, information, practices, and transactions are open to disclosure and review by relevant persons.

58
Q

Trend analysis

A

Statistical method that examines data from different points in time to determine if a variance is an isolated event or if it is part of a longer trend.

59
Q

Unweighted mean

A

Raw average of data that gives equal weight to all values, with no regard for other factors.

60
Q

Validity

A

Extent to which a measurement instrument measures what it is intended to measure.

61
Q

Value

A

The benefit created when an organization meets its strategic goals; measure of usefulness, worth, or importance.

62
Q

Value chain

A

The process by which an organization creates the product or service it offers to the customer.

63
Q

Variance analysis

A

Statistical method for identifying the degree of difference between planned and actual performance or outcomes.

64
Q

Weighted mean

A

Average of data that adds factors to reflect the importance of different values.

SHRM-SCP prep (4 decks)

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