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SHRM > Lists, Steps, and Acronyms > Flashcards

Lists, Steps, and Acronyms Flashcards

1
Q

ADDIE Model

A

Analysis
Design
Development
Implementation
Evaluation

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2
Q

Five major classifications of processes

A
  1. Initiating
  2. Planning
  3. Executing
  4. Monitoring
  5. Closing
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3
Q

Five forces that affect the competitive market

A
  1. Suppliers
  2. Buyers
  3. Rival firms
  4. Substitute products
  5. Potential entrants
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4
Q

Five phases of Lean Six Sigma

A
  1. Identify general problems with efficiency
  2. Map and measure current steps in a given process to gather data
  3. Analyze the data, and identify specific issue(s).
  4. Improve and standardize processes to solve the issue(s)
  5. Implement controls and procedures to maintain results.
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5
Q

Six steps of a SWOT Analysis

A
  1. Define the organization’s mission and objectives
  2. External opportunities & threats
  3. Internal strengths & weaknesses
  4. Combine external and internal analysis and make a strategy
  5. Establish trust in leadership and encourage involvement from all levels of the organization to implement the new strategy.
  6. Evaluate and monitor
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6
Q

Four main organizational functions of performance appraisals

A
  1. Guide HR decisions
  2. Reward and motivate employees
  3. Promote personal development
  4. Identify training needs
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7
Q

Four key elements of organizational culture

A

Norms

Values

Artifacts

Assumptions

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8
Q

Four employee lifecycle phases

A

Recruitment

Integration

Development

Departure

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9
Q

Four methods of employee development

A

Literacy training

Competency training

Mentoring

Attitude change

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10
Q

Six methods that an individual might utilize to reduce inequality

A
  1. Altering inputs (time effort, hard work, loyalty, commitment, and trust)
  2. Altering outcomes (salary, benefits, recognition, and achievement)
  3. Cognitively manipulating inputs or outcomes by rationalizing or self-justification
  4. Distorting the inputs or outcomes of others
  5. Changing objects of comparison
  6. Leaving the field
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11
Q

Three behaviorally based appraisal methods

A

Management by objectives

Behaviorally anchored rating scales (BARS)

Behavior observation scales

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12
Q

Five disciplines essential to a learning organization

A

Personal mastery

Mental models

Shared vision

Team learning

Systems thinking

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13
Q

Three most common narrative appraisal techniques

A

Critical incident method

Essay method

Field review method

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14
Q

Three main forms of ranking

A

Straight ranking

Alternate ranking

Paired comparison

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15
Q

Four important methods individuals can use for their own career development

A

Attending training workshops

Networking

Seeking additional education

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16
Q

Four methods a manager can use to further an individual’s career development

A

Coaching

Counseling

Mentoring

Evaluating

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17
Q

Three main types of learning/training methods

A

Motor responses

Rote learning

Idea learning

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18
Q

Five principles of learning

A

Stimulus

Response

Motivation

Feedback

Transfer

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19
Q

Three types of benefits within workers’ compensation

A

Medical expenses

Wage replacement payments

Death benefits

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20
Q

Four types of insurance benefits within Social Security

A
  1. Old age or disability benefits
  2. Benefits for dependents of retired, disabled, or deceased
  3. Lump-sum death benefits
  4. Medicare
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21
Q

Three types of gainsharing plans

A

Scanlon plans

Rucker Plans

Improshare Plans

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22
Q

Three nonquantitative job evaluation techniques

A

Classification method

Pricing method

Ranking method

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23
Q

Four factors to consider when designing an effective total rewards strategy

A

Competitive environment

Economic environment

Labor market

Legal environment

24
Q

Six on-the-job training techniques

A
  • Job-instruction training
  • E-learning
  • Apprenticeships
  • Internships, cooperative education, and assistantships
  • Job rotation and cross training
  • Coaching and counseling
25
Q

Four off-the-job training techniques

A
  • Independent study
  • Corporate universities
  • Vestibule training
  • Lecture
26
Q

Six levels of Bloom’s taxonomy of learning

A

Knowledge
Comprehension
Application
Analysis
Synthesis
Evaluation

27
Q

Five assumptions about child learners

A
  1. Motivation - They are externally motivated to learn due to other’s expectations.
  2. Self-concept - They want teachers, parents, and so on to guide their learning.
  3. Child’s experience - They learn more effectively by being taught because they do not have enough knowledge yet to apply it.
  4. Readiness - They are willing to learn because society tells them to learn.
  5. Orientation - They learn to be able to apply the information in the future.
28
Q

Five assumptions about adult learners

A
  1. Motivation - They are internally motivated to learn by understanding why they need to learn.
  2. Self-concept - They want to direct their own learning.
  3. Adult experience - They want to apply what they already know as they learn to use their experience to help others learn.
  4. Readiness - They are willing to learn if what they learn will help them in some way.
  5. Orientation - They learn so they can apply knowledge to current rather than future problems.
29
Q

Four-level training evaluation model

A

Reaction

Learning

Behavior

Results

30
Q

Six stages of change readiness

A

Indifference

Rejection

Doubt

Neutrality

Experimentation

Commitment

31
Q

PAPA Model

A

Park

Adapt

Prepare

Act

32
Q

Kotter’s 8-Step Change Model

A
  1. Create – establish a feeling of urgency of hurriedness toward change
  2. Build – formulate a guiding coalition
  3. Form – develop a strategy to bring about change
  4. Enlist – communicate or put forth the vision or strategy for change
  5. Enable – empower employees for taking action to incorporate changes
  6. Generate – formulate and generate short-term goals
  7. Sustain – capitalize of wins or gains in order to produce bigger results
  8. Institute – incorporate new and better changes in workplace culture
33
Q

Three leadership qualities that are crucial for leading a learning organization

A

Designer

Stewardship

Teacher

34
Q

Three compensation strategies

A

Lead market strategy – Offers higher wages than the market

Match market strategy – Offer pay rates similar to other companies

Lag market strategy – Aims to save on personnel costs by offering lower-than-average wages.

35
Q

Geert Hofstede’s Six Dimensions of Culture

A
  1. Power distance
  2. Individualism vs collectivism
  3. Masculine vs feminine
  4. Uncertainty avoidance
  5. Long-term vs short-term
  6. Indulgence vs restraint

(picture in test 2 word doc)

36
Q

McClelland’s Three Needs Theory

A
  1. Achievement – motivated by meaningful and challenging work
  2. Affiliation – motivated by teamwork and building relationships
  3. Power – motivated by competition
37
Q

Trompenaar’s Cultural Dimensions (7)

A
  • Universalism vs particularism – whether a culture is based on rules and standards or relationship and trust
  • Individualism vs collectivism – Whether a culture focuses more on the group or individual
  • Neutral vs affective – whether the person within a culture expresses one’s emotion openly or not
  • Specific vs diffuse – whether the public and private life are closely linked or not
  • Achievement vs ascription – whether a culture rewards according to one’s performance or to one’s age, status, or gender
  • Time (sequential vs synchronous) – whether people tend to do one thing at a time or several things at once
  • Inner-directed vs. outer-directed – to what extend do we control our environment or does out environment control us?

(picture in test 2 word doc)

38
Q

3 stages on the Corporate Social Responsibility Curve

A

Compliance

Integration

Transformation

39
Q

Criteria under which the NLRB recognizes a successor employer, or a new employer who has taken over a company (3)

A
  • Indicating a significant continuity in business activities
  • Establishing a clear agreement with the previous employer
  • Demonstrating a clear parallel in the products and procedures of the company
40
Q

Alderfer’s theory of motivation (3)

A

Existence

Relatedness

Growth

41
Q

3 types of arbitration

A

Binding arbitration

Compulsory arbitration

Ad hoc arbitration

42
Q

3 types of picketing

A

Organizational

Informational

Recognitional

43
Q

BF Skinner - 4 strategies for behavioral intervention

A

Positive reinforcement

Negative reinforcement

Punishment

Extinction

44
Q

Edward E. Lawler - 4 elements of a high-involvement organization

A

Power

Information

Knowledge

Rewards

45
Q

Philip B. Crosby’s Four Absolutes of Quality

A

Conformance to requirements

Prevention

Performance standards

measurement

46
Q

OSHA Forms

A

300 - Log of work related injuries and illnesses

300A - summary of the log

301 - injury and illness incident report

47
Q

Four types of risk

A

Hazard

Financial

Operational

Strategic

48
Q

Total Quality Management programs (5 steps)

A
  1. Performance planning
  2. Customer-centric products and services
  3. Measure results & provide feedback
  4. Implement performance improvement strategies
  5. Evaluate results and benchmarking
49
Q

Taft-Hartley Act union restrictions (5)

A
  • Restraining employees from their right to not engage in union activities
  • Forcing an employer to discriminate
  • Forcing an employer to pay for unnecessary work
  • Certain strikes/boycotts
  • Charging excessive membership fees
50
Q

5 unfair labor practices of employers

A
  1. Interfering or coercing employees from their rights
  2. Disrupting the formation of a labor union
  3. Allowing union membership to influence hiring decisions
  4. Discriminating against employees who have filed a charge
  5. Refusing to bargain in good faith
51
Q

5 major control areas of the Landrum-Griffin Act

A
  1. Reports to the secretary of labor
  2. Bill of rights for union members
  3. Union trusteeships
  4. Conduct of union elections
  5. Financial safegards
52
Q

4 key provisions of the Landrum-Griffin Act

A
  1. Equal rights to every union member
  2. Making public union constitution
  3. National elections every 5 years, local elections every 3
  4. Making embezzlement a federal crime
53
Q

5 steps the EEOC follows when handling a discrimination case

A
  1. A charge filed within 180 days
  2. An attempt at a no-fault settlement
  3. An EEOC investigation
  4. An attempt to resolve through conciliation
  5. A recommendation for or against litigation
54
Q

Priority levels of OSHA investigations

A
  1. Situations where someone might die/become hospitalized
  2. Situations where 3 or more people were hospitalized/someone died
  3. Employee complaints
  4. Planned visits
  5. Follow ups
55
Q

Three main goals of the Privacy Protection Study Commission

A

minimize intrusiveness

maximize fairness

create legitimate expectations of confidentiality

SHRM (18 decks)

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