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SHRM Learning System Vocab > Organization > Flashcards

Organization Flashcards

1
Q

Industial actions

A

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

Employee & Labor Relations

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2
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.

Employee & Labor Relations

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3
Q

Secondary action

A

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

Employee & Labor Relations

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4
Q

Policy

A

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

Employee & Labor Relations

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5
Q

Whistleblowing

A

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

Employee & Labor Relations

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6
Q

Sympathy strike

A

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

Employee & Labor Relations

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7
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.

Employee & Labor Relations

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8
Q

Work-to-rule

A

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

Employee & Labor Relations

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9
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.

Employee & Labor Relations

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10
Q

Constructive discipline

A

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

Employee & Labor Relations

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11
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.

Employee & Labor Relations

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12
Q

Lockout

A

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

Employee & Labor Relations

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13
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.

Employee & Labor Relations

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14
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.

Employee & Labor Relations

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15
Q

Wildcat strike

A

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

Employee & Labor Relations

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16
Q

Centralized HR Structure

A

All HR personnel located within HR department; delivers services to entire organization.

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17
Q

Decentralized HR structure

A

HR staff within each function, business unit, or location carrying out required activities.

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18
Q

Functional HR structure

A

Headquarters HR is staffed with specialists who craft policies. HR generalists, who may be located within divisions or other locales, implement these policies, adapt them as needed, and interact with employees.

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19
Q

Dedicated HR structure

A

Allows organizations with different strategies in multiple units to apply HR expertise to each unit’s specific strategic needs.

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20
Q

Shared services HR structure

A

Each business unit can supplement its resources by selecting what it needs from a menu of shared HR services (usually transactional) that the units agree to share.

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21
Q

Center of excellence HR structure

A

Leverages strategic expertise to foster growth and continuous improvement.

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22
Q

Business partners HR structure

A

Generalists who usually report to managers outside of the HR structure but indirectly report to HR and work to consult and help link their business area to the proper areas of the HR department.

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23
Q

Matrix HR structure

A

HR staff report directly to HR senior management but also report to other departments through the senior management positions.

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24
Q

Global resources

A

Refers to the ability to attain support and resources from around the world, often via outsourcing.

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25
Q

Absence rate

A

Ratio of lost days to number of employees

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26
Q

Accruals

A

comparison of budget to actual assignee cost

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27
Q

Applicant yield ratio

A

Percentage of applicants who proceed to the next step in the selection process

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28
Q

Cost per hire

A

Total costs of hiring divided by number hired

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29
Q

Customer satisfaction

A

Measure of various different customer opinions across services offered by HR

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30
Q

HR staff per full-time employee

A

Ratio of the number of staff retained to number of overall full-time staff retained.

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31
Q

Human capital return on investment

A

Ratio of employment-related expenses to revenue minus nonemployment expenses

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32
Q

Human capital value added

A

Revenue minus non employment expenses divided by number of full-time employees

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33
Q

Key talent retention

A

Percentage of key talent retained

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34
Q

Promotion pattern

A

Percentage of internal promotions

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35
Q

Success ratio

A

Proportion of selected applicants who are later judged to be successful on the job

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36
Q

Training return on investment

A

Economic benefit of enhanced performance minus costs of developing, producing, and delivering training

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37
Q

Transfer

A

Number or percentage of employees moving across divisions to new jobs

38
Q

Turnover costs

A

Costs associated with separation, vacancy, replacement, and training

39
Q

Turnover rate

A

Proportion of exiting employees to all employees

40
Q

Vacancy costs

A

Costs of substitute labor (temporary workers, contractors, outsourcing partners) minus wages and benefits not paid because vacant

41
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.

42
Q

Center of excellence

A

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

43
Q

Cosourcing

A

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

44
Q

Outsourcing

A

Process by which an organization contracts with third-party venders to provide selected services/activates instead of hiring new employees.

45
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.

46
Q

Functional HR

A

HR structural alternative in which headquarters HR specialist craft policies and HR generalist located within divisions or other locales implement the policies, adapt them as needed and interact with employees.

47
Q

HR audit

A

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

48
Q

Unfair labor practices

A

ULP

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

49
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.

50
Q

Picketing

A

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

51
Q

Product structure

A

Organizational structure in which functional departments are grouped under major product divisions. Each division with their own departments

52
Q

Organizational development

A

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

53
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, neither manager assuming a superior role.

54
Q

Chain of command

A

Line of authority within an organization

55
Q

Departmentalization

A

Way an organization groups jobs to coordinate work.

56
Q

Line Units

A

Work groups that conduct the major business of an organization.

57
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.

58
Q

Formalization

A

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

59
Q

Geographic Structure

A

Organizational Structure in which geographic regions define the organizational chart.

60
Q

Span of control

A

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

61
Q

Staff units

A

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

62
Q

Information system (IS)

A

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

63
Q

Encryption

A

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

64
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.

65
Q

Hacking

A

Act of deliberately accessing computer data without permission.

66
Q

Human resource information system (HRIS)

A

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

67
Q

Social networks

A

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

68
Q

Cloud computing

A

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

69
Q

Artificial intelligence (AI)

A

Ability of a computer to imitate human thought and behavior.

70
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 form many business activates.

71
Q

Social engineering

A

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

72
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.

73
Q

Knowledge management (KM)

A

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

74
Q

Turnover rate

A

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

75
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)

76
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.

77
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.

78
Q

Replacement planning

A

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

79
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.

80
Q

Regression analysis

A

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

81
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.

82
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.

83
Q

Workforce planning

A

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

84
Q

Restructuing

A

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

85
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.

86
Q

Independent contractors

A

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

87
Q

Workforce analysis

A

Systematic approach to anticipate human capital needs and data RH professionals can use to ensure that appropriate knowledge, skills, or abilities will be available when needed to accomplish organizational goals and objectives.

88
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.

89
Q

Workforce management

A

All activities needed to ensure that workforce size and competencies meet the organization’s strategic needs.

90
Q

Judgmental forecasts

A

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

91
Q

Turnover

A

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

SHRM Learning System Vocab (5 decks)

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