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SHRM CP 2022 > Organization > Flashcards

Organization Flashcards

1
Q

Core competency

A

A unique capability that differentiates a business from its competitors; an organization’s strength

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2
Q

Employee self-service (ESS)

A

Software designed to allow employees to manage personal administrative tasks such as address changes, enrolling in health benefits, changing W4 deductions

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3
Q

Enterprise management system (EMS)

A

Software designed to connect and manage company operations such as inventory, accounting, and productivity

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4
Q

Social engineering

A

The use of psychology and social sciences by cybercriminals to take advantage of individuals

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5
Q

Intervention

A

A person, process, or structural strategy designed to improve organizational results in organizational design and development

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6
Q

Organizational development

A

Planned interventions to respond to internal and external forces affecting company performance

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7
Q

Nonpredictive personality assessment

A

Personality test used to increase self-awareness

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8
Q

Predictive personality assessment

A

Personality tests that aim to predict the success or failure of an individual as it relates to a role or task

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9
Q

Balanced scorecard

A

Performance management tool that measures outcomes compared to goals

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10
Q

Centralized structure

A

All HR staff housed in one location; best for smaller, one-location employers

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11
Q

Decentralized structure

A

HR is performed within each business unit, at individual locations, or within multiple countries

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12
Q

Job posting

A

Process of recruiting INTERNAL candidates for an open position within the organization

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13
Q

Process intervention

A

Auditing work processes for efficiency and the need for updating, redesigning, and testing

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14
Q

UGESP

A

Uniform Guidelines on Employee Selection Procedures

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15
Q

UGESP (definition)

A

Guidelines created to ensure that preselection tests and procedures were reliable (consistent over time) and valid (predict what the test says it will predict)

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16
Q

Human resource information system (HRIS)

A

The IT framework and tools for gathering, storing, maintaining, retrieving, revising, and reporting relevant HR data

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17
Q

Mobile device management (MDM)

A

Process of monitoring, managing, and securing mobile devices in the workplace

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18
Q

Cloud computing

A

Data saved to remote servers that are connected through the internet

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19
Q

Arbitration

A

Disputing parties agree to be bound by the decision of one or more impartial person to whom they submit their dispute for final determination

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20
Q

Employee handbook

A

Book/guide given to employees to communicate the policies, rules, and procedures of the company

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21
Q

Employer of record

A

The entity that is responsible for the health and welfare of the employee and who may set the conditions of employment

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22
Q

Grievance

A

A formal complaint against the organization by a union member

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23
Q

Mediation

A

A neutral third party tries to help disputing parties reach a mutually agreeable decision

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24
Q

Moonlighting

A

Employer working a second job

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25
Q

Negotiation

A

The ability to reach mutually acceptable agreements with negotiating parties within and outside of the organization

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26
Q

Ombuds

A

Representative from within or outside of the organization is designated as a third party, neutral investigator

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27
Q

Conciliation

A

The action of mediating between two disputing people or groups

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28
Q

Bargaining unit

A

Group of employees represented by a union

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29
Q

Sit-down strike

A

Refusal by workers to work, also refusal to leave workstations, preventing replacements

30
Q

Sympathy strike

A

Action taken in support of another union that is striking the employer

31
Q

Wildcat strike

A

Work stoppages at union contract operations that have not been sanctioned by the union

32
Q

Boycott (secondary action)

A

Attempt by a union to influence an employer by putting pressure on another employer (ex a supplier)

33
Q

Work-to-rule

A

Workers slow processes by performing tasks exactly to specifications

34
Q

Overtime ban

A

Refusal to work any overtime

35
Q

Picketing

A

Gathering in front of a business to raise awareness of an issue or to discourage people from entering to work or shop

36
Q

Behavioral leadership theory

A

How a person acts determines their leadership ability (introvert v extrovert)

37
Q

Trait leadership theory

A

Factors such as gender, intelligence, and social skills determine leadership ability

38
Q

Contingency leadership theory

A

The specific situation determines the leadership ability

39
Q

Demand analysis

A

Used to Determine the staffing levels and competencies that will be needed in the future

40
Q

Knowledge management

A

The process of creating, acquiring, sharing, and managing knowledge to increase individual and organizational performance

41
Q

Knowledge workers

A

Those who apply high-level knowledge obtained through education and experience to achieve outcomes

42
Q

Leader-membership exchange (LMX) theory

A

The relationship between a manager and the employee has the greatest effect on trust and performance

43
Q

Situational leadership

A

Focus on the circumstances under which a leader must act: leader adapts their style to the situation

44
Q

Statistical forecasting

A

Quantitative analysis that relies on objective, measurable data to use in organizational decision making

45
Q

Succession planning

A

Process of implementing a talent management strategy to identify and develop high-potential employees for new roles

46
Q

Supply analysis

A

Identifies the staffing levels and competencies that are currently available

47
Q

Transactional leadership

A

Focuses on reward + punishment of employees to determine leadership success

48
Q

Transformational leadership

A

Quality of relationship between leader/follower determines leadership success

49
Q

Active listening

A

The ability to fully engage with the speaker, understand their message, and respond with relevance

50
Q

Business case

A

Tool or document that defines a specific problem, proposes a solution, and provides justification for the proposal in terms of time, cost efficiency, and probability of success

51
Q

Buy-in

A

Process by which a person or group provides a sustained commitment in support of a decision, approach, solution or course of action

52
Q

Key Performance Indicator (definition)

A

Quantifiable measures of performance that gauge an organization’s progress toward specific objectives or other performance standards

53
Q

Outsourcing

A

The process of contracting with third-party vendors to take over an entire business unit, a particular function, or to work on projects

54
Q

HR shared service model

A

Each business unit selects what resources it needs from a menu of shared services (payroll, benefit enrollment, etc)

55
Q

Center of excellence

A

Team or structure that provides expertise, best practices, support and/or knowledge teams in a focused area

56
Q

Proactive intervention

A

Seeks to anticipate problems before they arise

57
Q

Remedial intervention

A

Used to resolve a change or problem that has been identified

58
Q

Customer/Product structure

A

Organizational design structure in which each product/customer unit will have its own support staff (health, beauty, food, etc)

59
Q

Functional structure

A

Organizational design structure in which employees are grouped into business units organized by skills or roles (marketing, sales, production, etc)

60
Q

Geographic structure

A

Organizational design structure in which each business unit is independently managed at a local or regional level (North America, South America, etc)

61
Q

Matrix structure

A

Organizational design structure in which there is a hybrid blend of function, product, and geographic

62
Q

Organizational effectiveness

A

The degree to which an organization is successful in executing the strategic objectives and mission

63
Q

What are the 3 OED intervention strategies?

A

Work process analysis strategy
Structural intervention strategy
Interpersonal strategy

64
Q

Work process analysis intervention

A

Focuses on process inefficiencies. Involves reviewing job design or analyzing workflow

65
Q

Structural intervention strategy

A

Reviews and organization’s structure and span of control to determine whether it is helping or hurting the company’s success

66
Q

Interpersonal strategy

A

Focuses on how employees communicate and interact with one another

67
Q

4 quality control tools

A

Fishbone (Ishikawa) diagram
Scatter diagram
Pareto chart
Histogram

68
Q

Fishbone (Ishikawa) diagram

A

Used to compare several causes suspected to affect an outcome

69
Q

Scatter diagram

A

Used to compare TWO variables

70
Q

Pareto chart

A

Used to determine priority of tasks/problems to gain the most improvement

71
Q

Histogram

A

Used to show the changes (distribution) of a SINGLE variable

SHRM CP 2022 (7 decks)

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