HR Organization Flashcards

1
Q

Human resource information

A

information technology framework and tools for gathering, storing, maintaining, retrieving, revising, and reporting HR data.

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2
Q

Formalization

A

Refer to the extent to which rules, policies, and procedures governing the behavior of employees in an organization

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3
Q

Encryption

A

Conversion of data into a format that protects or hides its natural presentation or intended meaning.

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4
Q

Downsizing

A

Termination of employment of individual employees for reasons other than performance.
Ex: economic necessity or restructuring; aka reduction in force

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5
Q

Industrial actions

A

Various forms of collective employee actions taken to protest work conditions or employer actions

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6
Q

Dedicated HR

A

HR structural alternative that allows organizations with different strategies in multiple units to apply HR expertise to each unit’s specific strategic needs.

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7
Q

Joint Employment

A

Situation in which an organization shares responsibility and liability for its alternative workers with an alternative staffing supplier; aka co-employment

Allows for each person to work shorter hours

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8
Q

Knowledge Management (KM)

A

Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance.

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9
Q

Information system (IS)

A

Way to collect, organize, store, analyze, and share data.

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10
Q

Judgemental Forecasts

A

Use of information from past and present to predict future conditions

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11
Q

Labor Union

A

Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers; aka trade union

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12
Q

Lockout

A

Action of an employer to shut down operations to prevent employees from working

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13
Q

Mediation

A

Method of nonbinding dispute resolution by which a neutral third party tries to help to disputing parties reach a mutually agreeable decision; aka conciliation

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14
Q

Outsourcing

A

Process by which a company contracts with 3rd party vendors to provide selected services/activities instead of hiring new employees.

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15
Q

Policy

A

Broad statement that reflects an company’s philosophy, objectives, or standards concerning a particular set of management or employee activities.

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16
Q

Project Labor agreement (PLA)

A

Agreement that requires specific contracts to accept certain conditions in project contracts such as paying a fair wage and contributing to health insurance, pension, and training funds.

17
Q

Replacement planning

A

Snapshot assessment of the availability of qualified backup for key positioins

18
Q

Secondary Action

A

Attempt by a union to influence an employer by putting pressure on another employer for example s supplier.

19
Q

Simulations

A

Representations of real situations; give companies the opportunity to speculate as to what would happen if certain courses of action were pursued.

20
Q

Picketing

A

Positioning of employee at a place of work targeted for the action for the purpose of protest.

Protesting done by people in the union.

21
Q

Regression analysis

A

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

22
Q

Restructuring

A

Act of reorganizing the legal, ownership, operational, or other structures of an organization.

23
Q

Sit- down strike

A

Refusal by workers ;to work’ also refusal by workers to leave their workstations making it possible for the employer ton use replacement workers

24
Q

Succession planning

A

Process of implementing a talent management strategy for identifying and fostering the development of high-potential employees or other job candidates who overtime may move into leadership positions of increased responsibility

Who is next in line? Training particular employees for new higher up positions

25
Q

Talent management

A

Development and integration of HR processes that retain the knowledge, skills, and abilities of employees that will meet current and future company needs.

Focus on developing the employees