ORGANISATION Flashcards
1
Q
Umbrella term for the various
approaches and techniques, other than
litigation, that can be used to resolve a
dispute.
A
Alternative dispute
resolution (ADR)
2
Q
Method of dispute resolution by which disputing parties agree to be bound by the decision of one or more impartial persons to whom they submit their dispute for final determination.
A
Arbitration
3
Q
High-volume, high-velocity, and high variety information assets that require
innovative forms of information
processing for enhanced insight and
decision making.
A
“Big data”
4
Q
Broadcast-style communications that
enable authors to publish articles,
opinions, product or service reviews, etc.,
on a web page.
A
Blogs
5
Q
HR structural alternative established as
an independent department that provides
services within a focused area to internal
clients.
A
Center of excellence
COE
6
Q
Line of authority within an organization.
A
Chain of command
7
Q
Style of computing in which scalable IT enabled capabilities are delivered as a
service using Internet technologies.
A
Cloud computing
8
Q
Form of corporate governance that requires a typical management board and a supervisory board and that allows management and employees to participate in strategic decision making.
A
Co-determination
9
Q
Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as joint employment.
A
Co-employment
10
Q
Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time.
A
Collective bargaining
11
Q
Method of nonbinding dispute resolution by which a neutral third party tries to help disputing parties reach a mutually agreeable decision; also called mediation.
A
Conciliation
12
Q
Form of corrective discipline that
implements increasingly severe penalties
for employees; also called progressive
discipline.
A
Constructive discipline
13
Q
Arrangement in which an enterprise and
a vendor share different tasks within a
larger complex, often strategic
responsibility.
A
Co-sourcing
14
Q
Approach to determining the financial
impact of an organization’s activities and
programs on profitability, through a
process of data or calculation comparing
value created against the cost of creating
that value.
A
Cost-benefit analysis
CBA
15
Q
Reporting mechanisms that aggregate
and display metrics and key performance
indicators.
A
Dashboards
16
Q
Process of studying data to detect
patterns and relationships that can be
used to make predictions and improve
decisions.
A
Data analytics
17
Q
Data structure that stores organized
information (numeric information as well
as sound clips, pictures, and videos).
A
Database
18
Q
Variety of software applications that
electronically manage stored data.
A
Database management
system (DBMS)
19
Q
HR structural alternative that allows
organizations with different strategies in
multiple units to apply HR expertise to
each unit’s specific strategic needs.
A
Dedicated HR
20
Q
Way an organization groups jobs to
coordinate work.
A
Departmentalization
21
Q
Termination of employment of individual employees and groups of employees for reasons other than performance, for example, economic necessity or restructuring; also known as reduction in force (RIF).
A
Downsizing
22
Q
Principle of employment in the U.S. that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and that employees have the right to quit a job at any time.
A
Employment at-will
23
Q
Conversion of data into a format that
protects or hides its natural presentation
or intended meaning.
A
Encryption
24
Q
Business management software, usually a suite of integrated applications, that a company can use to collect, store, manage and interpret data from many business activities.
A
Enterprise resource
planning (ERP)
25
Type of analysis in which factors that can
influence an outcome in either a negative
or positive manner are listed and then
assigned weights to indicate their relative
strengths.
Force-field analysis
26
Refers to the extent to which rules,
policies, and procedures govern the
behavior of employees in an
organization.
Formalization
27
```
Organizational structure that divides an
organization into “front” functions, which
focus on customers or market groups,
and “back” functions, which design and
develop products and services.
```
Front-back structure
28
```
HR structural alternative in which
headquarters HR specialists craft policies
and HR generalists located within
divisions or other locales implement the
policies, adapt them as needed, and
interact with employees.
```
Functional HR
29
```
Organizational structure in which
departments are defined by the services
they contribute to the organization’s
overall mission, such as marketing and
sales, operations, and HR.
```
Functional structure
30
Selective use of game design and game
mechanics to drive employee
engagement in non-gaming business
scenarios.
Gamification
31
Organizational structure in which
geographic regions define the
organizational chart.
Geographic structure
32
Orderly way to resolve differences of
| opinion.
Grievance procedure
33
Umbrella term for specialized
| collaborative software applications.
Groupware
34
Act of deliberately accessing a computer
| without permission.
Hacking
35
Systematic and comprehensive
evaluation of an organization’s HR
policies, practices, procedures, and
strategies.
HR audit
36
Information technology framework and
tools for gathering, storing, maintaining,
retrieving, revising, and reporting
relevant HR data.
Human resource
information system
(HRIS)
37
Organizational structure that mixes
elements of the functional, product, and
geographic structures.
Hybrid structure
38
Self-employed individuals hired on a
| contract basis for specialized services.
Independent contractors
39
Various forms of collective employee
actions taken to protest work conditions
or employer action.
Industrial actions
40
Use of technology to collect, process and
condense information, for the purpose of
managing the information efficiently as
an organizational resource.
Information management
| IM
41
Ownership of innovation by an individual
or business enterprise; includes
patented, trademarked, or copyrighted
property.
Intellectual property (IP)
42
Situation in which an organization shares
responsibility and liability for their
alternative workers with an alternative
staffing supplier; also known as co-employment.
Joint employment
43
Use of information from past and present
| to predict future conditions.
Judgmental forecasts
44
Process of creating, acquiring, sharing,
and managing knowledge to augment
individual and organizational
performance.
Knowledge management
| KM
45
```
Group of workers who formally organize
and coordinate their activities to achieve
common goals in their relationship with
an employer or group of employers; also
called trade union.
```
Labor union
46
Work groups that conduct the major
| business of an organization.
Line units
47
```
Organizational structure that combines
departmentalization by division and
function to gain the benefits of both;
results in some employees reporting to
two managers rather than one, with
neither manager assuming a superior
role.
```
Matrix structure
48
```
Method of nonbinding dispute resolution
by which a neutral third party tries to help
disputing parties reach a mutually
agreeable decision; also called
conciliation.
```
Mediation
49
Digitized instructional content delivered
to wireless mobile devices (e.g.,
smartphones, tablet computers,
notebooks, and digital readers).
Mobile learning
50
```
Decision-making tool in which a team
determines critical characteristics of a
successful decision; a matrix is used to
score each alternative and compare
results.
```
Multi-criteria decision
| analysis (MCDA)
51
Process of enhancing the effectiveness
and efficiency of an organization and the
well-being of its members through
planned interventions.
Organizational
| development
52
Process by which an organization
contracts with third-party vendors to
provide selected services/activities,
instead of hiring new employees.
Outsourcing
53
Positioning of employees at a place of
work targeted for the action for the
purpose of protest.
Picketing
54
Broad statement that reflects an
organization’s philosophy, objectives, or
standards concerning a particular set of
management or employee activities.
Policy
55
Organizational structure in which
functional departments are grouped
under major product divisions.
Product structure
56
```
Termination of employment of individual
employees and groups of employees for
reasons other than performance, for
example, economic necessity or
restructuring; also known as downsizing.
```
Reduction in force (RIF)
57
"Snapshot" assessment of the availability
| of qualified backup for key positions.
Replacement planning
58
Act of reorganizing the legal, ownership,
operational, or other structures of an
organization.
Restructuring
59
Attempt by a union to influence an
employer by putting pressure on another
employer, for example, a supplier.
Secondary action
60
Part of a service contract where the
service expectations are formally
defined.
Service-level agreement
| SLA
61
HR structural alternative in which centers
with specific areas of expertise develop
HR policies in those areas; each unit can
then select what it needs from a menu of
these services.
Shared services HR
| mode
62
Refusal by workers to work; also refusal
by workers to leave their workstations,
making it impossible for the employer to
use replacement workers.
Sit-down strike
63
```
Software that is owned, delivered, and
managed remotely and delivered over
the Internet to contracted customers on a
pay-for-use basis or as a subscription
based on use metrics.
```
Software as a service
| SaaS
64
Refers to the number of individuals who
| report to a supervisor.
Span of control
65
Work groups that assist line units by
providing specialized services, such as
HR.
Staff units
66
```
Process of implementing a talent
management strategy for identifying and
fostering the development of highpotential employees or other job
candidates who, over time, may move
into leadership positions of increased
responsibility.
```
Succession planning
67
Action taken in support of another union
| that is striking the employer.
Sympathy strike
68
```
System of integrated HR processes for
attracting, developing, engaging, and
retaining employees who have the
knowledge, skills, and abilities to meet
current and future business needs.
```
Talent management
69
```
Group of workers who formally organize
and coordinate their activities to achieve
common goals in their relationship with
an employer or group of employers; also
called labor union.
```
Trade union
70
Act of replacing employees leaving an
organization; attrition or loss of
employees.
Turnover
71
Annualized formula that tracks number of
separations and total number of
workforce employees per month.
Turnover rate
72
Violation of employee rights; act
| prohibited under labor relations statutes.
Unfair labor practice
| ULP
73
Work stoppages at union contract
operations that have not been sanctioned
by the union.
Wildcat strike
74
```
Systematic approach to anticipate human
capital needs and data HR professionals
can use to ensure that appropriate
knowledge, skills, or abilities will be
available when needed to accomplish
organizational goals and objectives.
```
Workforce analysis
75
```
All activities needed to ensure that the
knowledge, skills, abilities, and other
characteristics of the workforce meet
current and future organizational and
individual needs.
```
Workforce management
76
Strategic process by which an
organization analyzes its current
workforce and determines the steps
required to prepare for its future needs.
Workforce planning
77
```
Groups that represent employees,
generally on a local or organizational
level, for the primary purpose of receiving
from employers and conveying to
employees information about the
workforce and the health of the
enterprise.
```
Works councils
78
Situation in which workers slow
processes by performing tasks exactly to
specifications or according to job or task
descriptions.
Work-to-rule
