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SHRM /HRCI > HR Competencies > Flashcards

HR Competencies Flashcards

1
Q

Money an organization owes its vendors

and suppliers

A

Accounts payable

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2
Q

Money an organization’s customers owe

the organization.

A

Accounts receivable

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3
Q

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

A

Affinity diagramming

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4
Q

Financial, physical, and sometimes
intangible properties an organization
owns.

A

Assets

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5
Q 
Leadership style that focuses on
challenging and developing members of
an organization to attain long-range
results through continuous evolution,
improvement, or change, based on the
leader’s vision and strategy
A

Authentic leadership

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6
Q

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

A

Balance sheet

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7
Q

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

A

Bias

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8
Q

Exchange of anything of value to gain

greater influence or preference.

A

Bribery

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9
Q 
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.
A

Business case

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10
Q

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

A

Business intelligence (BI)

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11
Q 
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.
A

Cash flow statement

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12
Q

Legal system based on written codes

laws, rules, or regulations

A

Civil law

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13
Q 
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.
A

Common law

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14
Q 
Treatment of personal information that
has been disclosed to another person
(e.g., one’s doctor, lawyer, or financial
advisor) or organization (e.g., one’s
employer or a hospital).
A

Confidentiality

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15
Q 
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.
A

Conflict of interest

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16
Q

Tendency to enhance or diminish the
strength or credibility of a statement or
person based on one’s impression of a
preceding statement or person.

A

Contrast effect

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17
Q

Type of measurement bias in which
analyst fails to recognize that individual is
responding with answers the analyst
wants to hear.

A

Cultural noise

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18
Q

Concept that argues that ethical behavior
is determined by local culture, laws, and
business practices.

A

Cultural relativism

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19
Q

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.

A

Culture

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20
Q

Technique that progressively collects
information from a group without
physically assembling the contributors.

A

Delphi technique

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21
Q

Process of charting a course through

cultural differences.

A

Dilemma reconciliation

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22
Q

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

A

Due diligence

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23
Q

Concept that laws are enforced only

through accepted, codified procedures.

A

Due process

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24
Q

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

A 
Emotional intelligence
(EI)
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25
Q

Amount of owners’ or shareholders’

portion of a business.

A

Equity

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26
Q

Concept that argues that there are
fundamental ethical principles that apply
across cultures.

A

Ethical universalism

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27
Q

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

A

Extraterritoriality

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28
Q

Type of measurement bias in which
investigator makes snap judgments and
lets first impression (either positive or
negative) cloud subsequent evaluation.

A

First-impression error

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29
Q

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.

A

Focus group

30
Q

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

A

Global mindset

31
Q

Ratio of gross profit to net sales.

A

Gross profit margin

32
Q 
Type of measurement bias in which
analyst allows one strong point that he or
she values highly and that works in
subject’s favor to overshadow all other
information.
A

Halo effect

33
Q 
Society or group 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.
A

High-context culture

34
Q 
Type of measurement bias in which
analyst allows one strong point that he or
she values highly and that works against
subject to overshadow all other
information.
A

Horn effect

35
Q

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

A

Income statement

36
Q

Capacity to recognize, interpret, and
behaviorally adapt to multicultural
situations and contexts; also called
cultural intelligence.

A

Intercultural wisdom

37
Q

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

A

Jurisdiction

38
Q

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

A

Key performance

indicators (KPIs)

39
Q

Organization’s debts and other financial

obligations.

A

Liabilities

40
Q 
Society 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.
A

Low-context culture

41
Q

Average score or value.

A

Mean

42
Q

Middle number in a range of values.

A

Median

43
Q

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

A

Mind mapping

44
Q

Value that occurs most frequently in a set

of data.

A

Mode

45
Q

Factors that initiate, direct, and sustain

human behavior over time.

A

Motivation

46
Q

Type of measurement bias that involves
weighting a small negative reaction or
piece of information more than it should
objectively merit.

A

Negative emphasis

47
Q

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

A

Negotiation

48
Q

Ratio of net income (gross sales minus

expenses and taxes) to net sales.

A

Net profit margin

49
Q

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

A

Networking

50
Q 
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.
A

Nominal group technique

51
Q

The basic beliefs and customs shared by
members of an organization that
contribute to the organization’s sense of
its identity.

A

Organizational culture

52
Q

Using relationships between data in
financial statements to measure the
financial health of an organization.

A

Ratio analysis

53
Q

Statistical method used to determine
whether a relationship exists between
variables and the strength of the
relationship.

A

Regression analysis

54
Q

Extent to which a measurement

instrument provides consistent results.

A

Reliability

55
Q

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

A

Root-cause analysis

56
Q

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.

A

Rule of law

57
Q

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

A

Scenario/what-if analysis

58
Q

Ability to create connections or rapport

with others.

A

Social intelligence

59
Q 
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.
A

Stakeholder concept

60
Q

Generalized opinions about how people
of a given gender, race, religion, age,
education level, job type, or national
origin look, think, act, feel, or respond.

A

Stereotyping

61
Q

System of actions that leaders take to
drive an organization toward its goals
and objectives.

A

Strategic management

62
Q

Process of setting goals and designing a

path toward organizational success.

A

Strategic planning

63
Q

Plan of action for accomplishing an
organization’s overall and long-range
goals.

A

Strategy

64
Q 
Leadership style that focuses on
challenging and developing members of
an organization to attain long-range
results through continuous evolution,
improvement, or change, based on the
leader’s vision and strategy.
A

Transformation

leadership

65
Q 
Extent to which an organization’s
agreements, dealings, information,
practices, and transactions are open to
disclosure and review by relevant
persons.
A

Transparency

66
Q

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.

A

Trend analysis

67
Q

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

A

Unweighted average

68
Q

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

A

Validity

69
Q

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

A

Value

70
Q

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

A

Value chain

71
Q

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

A

Variance analysis

72
Q

Average of data that adds factors to

reflect the importance of different values.

A

Weighted average

SHRM /HRCI (5 decks)

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