Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

SHRM-CP > HR Competencies > Flashcards

HR Competencies Flashcards

1
Q

HR Competencies

Authentic leadership

A

Leadership grounded in an individual’s values and principles and focused on empowering others to act.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

HR Competencies

Business Acumen competency

A

The ability to understand and apply information with which to contribute to the organization’s strategic plan.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

HR Competencies

Business intelligence

A

Ability to gather and analyze data from inside and outside the organization so that information is available for decision makers.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

HR Competencies

Civil law

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

HR Competencies

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.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

HR Competencies

Communication competency

A

The ability to effectively exchange information with stakeholders.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

HR Competencies

Conflict of interest

A

Situation in which a person or organization has the potential to be influenced by opposing sets of incentives.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

HR Competencies

Consultation competency

A

The ability to provide guidance to organizational stakeholders.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

HR Competencies

Critical Evaluation competency

A

The ability to interpret information with which to make business decisions and recommendations.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

HR Competencies

Cultural noise

A

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.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

HR Competencies

Cultural relativism

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

HR Competencies

Culture

A

Set of beliefs, attitudes, values, and behaviors shared by members of a group and passed down from one generation to the next.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

HR Competencies

Due process

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

HR Competencies

Emotional intelligence (EI)

A

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.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

HR Competencies

Ethical Practice competency

A

The ability to integrate core values, integrity, and accountability throughout all organizational and business practices.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

HR Competencies

Ethical universalism

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

HR Competencies

Extraterritoriality

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

HR Competencies

First-impression error

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

HR Competencies

Global and Cultural Effectiveness competency

A

The ability to value and to consider the perspectives and backgrounds of all parties in global business.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

HR Competencies

Global mindset

A

Ability to take an international, multidimensional perspective that is inclusive of other cultures, perspectives, and views.

21
Q

HR Competencies

Halo effect

A

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.

22
Q

HR Competencies

Horn effect

A

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.

23
Q

HR Competencies

HR Expertise (HR Knowledge)

A

The knowledge of principles, practices, and functions of effective human resource management.

24
Q

HR Competencies

Intercultural wisdom

A

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

25
Q

HR Competencies

Jurisdiction

A

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

26
Q

HR Competencies

Key performance indicators (KPIs)

A

Quantifiable measures of performance used to gauge progress toward strategic objectives or agreed standards of performance.

27
Q

HR Competencies

Leadership and Navigation competency

A

The ability to direct and contribute to initiatives and processes within the organization.

28
Q

HR Competencies

Mean

A

Average score or value.

29
Q

HR Competencies

Median

A

Middle point above and below which 50% of scores in a set of data lie.

30
Q

HR Competencies

Mode

A

Value that occurs most frequently in a set of data.

31
Q

HR Competencies

Negative emphasis

A

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

32
Q

HR Competencies

Negotiation

A

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

33
Q

HR Competencies

Regression analysis

A

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

34
Q

HR Competencies

Relationship Management competency

A

The ability to manage interactions to provide service and to support the organization.

35
Q

HR Competencies

Reliability

A

Ability of an instrument to provide results that are consistent.

36
Q

HR Competencies

Root-cause analysis

A

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

37
Q

HR Competencies

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.

38
Q

HR Competencies

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.

39
Q

HR Competencies

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.

40
Q

HR Competencies

Stereotyping

A

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.

41
Q

HR Competencies

Transformational leadership

A

Leadership based on vision and strategy and focused on challenging and developing organizational members in order to attain long-range results.

42
Q

HR Competencies

Trend analysis

A

Statistical method that studies the way in which a variable may change over time.

43
Q

HR Competencies

Unweighted average

A

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

44
Q

HR Competencies

Validity

A

Ability of an instrument to measure what it is intended to measure.

45
Q

HR Competencies

Value

A

The benefit created when an organization meets its strategic goals.

46
Q

HR Competencies

Value chain

A

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

47
Q

HR Competencies

Variance analysis

A

Statistical method that identifies the degree of difference between planned and actual performance.

48
Q

HR Competencies

Weighted average

A

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

SHRM-CP (1 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions