HR Competencies Flashcards
HR Competencies
Authentic leadership
Leadership grounded in an individual’s values and principles and focused on empowering others to act.
HR Competencies
Business Acumen competency
The ability to understand and apply information with which to contribute to the organization’s strategic plan.
HR Competencies
Business intelligence
Ability to gather and analyze data from inside and outside the organization so that information is available for decision makers.
HR Competencies
Civil law
Legal system based on written codes (laws, rules, or regulations).
HR Competencies
Common law
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.
HR Competencies
Communication competency
The ability to effectively exchange information with stakeholders.
HR Competencies
Conflict of interest
Situation in which a person or organization has the potential to be influenced by opposing sets of incentives.
HR Competencies
Consultation competency
The ability to provide guidance to organizational stakeholders.
HR Competencies
Critical Evaluation competency
The ability to interpret information with which to make business decisions and recommendations.
HR Competencies
Cultural noise
Type of measurement bias in which analyst fails to recognize that individual is responding with answers the analyst wants to hear and that analyst’s culture/ values are determining what he or she hears.
HR Competencies
Cultural relativism
Concept that argues that ethical behavior is determined by local culture, laws, and business practices.
HR Competencies
Culture
Set of beliefs, attitudes, values, and behaviors shared by members of a group and passed down from one generation to the next.
HR Competencies
Due process
Concept that laws are enforced only through accepted, codified procedures.
HR Competencies
Emotional intelligence (EI)
Quality of being sensitive to and understanding of one’s own and others’ emotions and the ability to manage one’s own emotions and impulses.
HR Competencies
Ethical Practice competency
The ability to integrate core values, integrity, and accountability throughout all organizational and business practices.
HR Competencies
Ethical universalism
Concept that argues that there are fundamental ethical principles that apply across cultures.
HR Competencies
Extraterritoriality
Extension of the power of a country’s laws over its citizens outside that country’s sovereign national boundaries.
HR Competencies
First-impression error
Type of measurement bias in which investigator makes snap judgments and lets first impression (either positive or negative) cloud subsequent evaluation.
HR Competencies
Global and Cultural Effectiveness competency
The ability to value and to consider the perspectives and backgrounds of all parties in global business.
HR Competencies
Global mindset
Ability to take an international, multidimensional perspective that is inclusive of other cultures, perspectives, and views.
HR Competencies
Halo effect
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.
HR Competencies
Horn effect
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.
HR Competencies
HR Expertise (HR Knowledge)
The knowledge of principles, practices, and functions of effective human resource management.
HR Competencies
Intercultural wisdom
Capacity to recognize, interpret, and behaviorally adapt to multicultural situations and contexts; also called cultural intelligence.
HR Competencies
Jurisdiction
Right of a legal body to exert authority over a given geographical territory, subject matter, or persons or institutions.
HR Competencies
Key performance indicators (KPIs)
Quantifiable measures of performance used to gauge progress toward strategic objectives or agreed standards of performance.
HR Competencies
Leadership and Navigation competency
The ability to direct and contribute to initiatives and processes within the organization.
HR Competencies
Mean
Average score or value.
HR Competencies
Median
Middle point above and below which 50% of scores in a set of data lie.
HR Competencies
Mode
Value that occurs most frequently in a set of data.
HR Competencies
Negative emphasis
Type of measurement bias that involves weighting a small negative reaction or piece of information more than it should objectively merit.
HR Competencies
Negotiation
Process in which two or more parties work together to reach agreement on a matter.
HR Competencies
Regression analysis
Statistical method used to determine whether a relationship exists between variables and the strength of the relationship.
HR Competencies
Relationship Management competency
The ability to manage interactions to provide service and to support the organization.
HR Competencies
Reliability
Ability of an instrument to provide results that are consistent.
HR Competencies
Root-cause analysis
Type of analysis that starts with a result and then works backward to identify fundamental cause.
HR Competencies
Rule of law
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.
HR Competencies
Scenario/what-if analysis
Statistical method used to test the possible effects of altering the details of a strategy to see if the likely outcome can be improved.
HR Competencies
Stakeholder concept
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.
HR Competencies
Stereotyping
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.
HR Competencies
Transformational leadership
Leadership based on vision and strategy and focused on challenging and developing organizational members in order to attain long-range results.
HR Competencies
Trend analysis
Statistical method that studies the way in which a variable may change over time.
HR Competencies
Unweighted average
Raw average of data that gives equal weight to all values, with no regard for other factors.
HR Competencies
Validity
Ability of an instrument to measure what it is intended to measure.
HR Competencies
Value
The benefit created when an organization meets its strategic goals.
HR Competencies
Value chain
The process by which an organization creates the product or service it offers to the customer.
HR Competencies
Variance analysis
Statistical method that identifies the degree of difference between planned and actual performance.
HR Competencies
Weighted average
Average of data that adds factors to reflect the importance of different values.
