Brainscape's Knowledge GenomeTM

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


See full index

SHRM > Organization > Flashcards

Organization Flashcards

1
Q

Alternative dispute resolution (ADR)

A

Umbrella term for the various approaches and techniques, other than litigation, that can be used to resolve a dispute.

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

Arbitration

A

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.

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

artificial intelligence (AI)

A

Ability of a computer to imitate human thought and behavior.

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

center of excellence (COE)

A

An organizational structure that leverages staff expertise in certain areas to improve the entire organization’s strategic performance.

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

chain of command

A

Line of authority within an organization.

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

cloud computing

A

Style of computing in which scalable IT-enabled capabilities are delivered as a service using Internet technologies.

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

co employment

A

Situation in which an organization shares responsibility and liability for its alternative workers with an alternative staffing supplier; also known as joint employment.

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

constructive discipline

A

Form of corrective discipline that implements increasingly severe penalties for employees.

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

cosourcing

A

Arrangement in which an enterprise and a vendor share different tasks within a larger complex, often strategic responsibility.

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

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

departmentalization

A

Way an organization groups jobs to coordinate work.

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

downsizing

A

Termination of employment of individual employees or groups of employees for reasons other than performance, for example, economic necessity or restructuring; also known as reduction in force (RIF).

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

due diligence

A

Process of investigating a decision thoroughly before finalizing it to identify all potential factors that could affect the positive and negative impacts of the decision.

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

encryption

A

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

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

enterprise resource planning (ERP)

A

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.

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

formalization

A

Refers to the extent to which rules, policies, and procedures govern the behavior of employees in an organization.

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

functional hr

A

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.

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

functional structure

A

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.

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

geographic structure

A

Organizational structure in which geographic regions define the organizational chart.

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

grievance procedure

A

Orderly way to resolve differences of opinion.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

hacking

A

Act of deliberately accessing computer data without permission.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

hr audit

A

Systematic and comprehensive evaluation of an organization’s HR policies, practices, procedures, and strategies.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

human resource information system (HRIS)

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

independent contractors

A

Self-employed individuals hired on a contract basis for specialized services.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

industrial actions

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

information system (IS)

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

joint employment

A

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

28
Q

judgmental forecasts

A

Use of information from past and present to predict future conditions.

29
Q

knowledge management (KM)

A

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

30
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; also called trade union.

31
Q

line units

A

Work groups that conduct the major business of an organization.

32
Q

lockout

A

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

33
Q

matrix structure

A

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.

34
Q

mediation

A

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

35
Q

organizational development

A

Process of enhancing the effectiveness and efficiency of an organization and the well-being of its members through planned interventions.

36
Q

outsourcing

A

Process by which an organization contracts with thirdparty vendors to provide selected services/activities instead of hiring new employees.

37
Q

picketing

A

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

38
Q

policy

A

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

39
Q

product structure

A

Organizational structure in which functional departments are grouped under major product divisions.

40
Q

project labor agreement (PLA)

A

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

41
Q

reduction in force (RIF)

A

Termination of employment of individual employees or groups of employees for reasons other than performance, for example, economic necessity or restructuring; also known as downsizing.

42
Q

regression analysis

A

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

43
Q

replacement planning

A

“Snapshot” assessment of the availability of qualified backup for key positions.

44
Q

restructuring

A

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

45
Q

secondary action

A

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

46
Q

shared services hr model

A

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.

47
Q

simulations

A

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

48
Q

sit down strike

A

Refusal by workers to work; also refusal by workers to leave their workstations, making it impossible for the employer to use replacement workers.

49
Q

social engineering

A

In a computer context, tricking a user into sharing information that can then be used to access systems.

50
Q

social networks

A

Online clustering of individuals in groups with common or shared interests.

51
Q

software as a service (Saas)

A

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.

52
Q

span of control

A

Refers to the number of individuals who report to a supervisor.

53
Q

staff units

A

Work groups that assist line units by providing specialized services, such as HR.

54
Q

succession planning

A

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.

55
Q

sypathy strike

A

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

56
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 organizational needs.

57
Q

trade union

A

Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers; also called labor union.

58
Q

turnover

A

Act of replacing employees leaving an organization; attrition or loss of employees.

59
Q

turnover rate

A

Annualized formula that tracks number of separations and total number of workforce employees per month.

60
Q

unfair labor practice (ULP)

A

Violation of employee rights; act prohibited under labor relations statutes.

61
Q

whistelblowing

A

Reporting of an organization’s violations of policies and processes by employees.

62
Q

wildcat strike

A

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

63
Q

work to rule

A

Situation in which workers slow processes by performing tasks exactly to specifications or according to job or task descriptions.

64
Q

workforce analysis

A

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.

65
Q

workforce planning

A

Activities needed to ensure that workforce size and competencies meet current and future organizational and individual needs.

66
Q

workforce profile

A

Part of workforce analysis that identifies the current make-up of employees in terms of their demographics, skills, competencies, performance levels, expected retirement dates, pay grades, and other factors that help explain the workforce’s composition.

SHRM (4 decks)

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