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Human Resources > Organization > Flashcards

Organization Flashcards

1
Q

Affinity diagramming

A

Data sorting technique in which a group categorizes and subcategorizes data until relationships are clearly drawn.

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2
Q

Alternative dispute resolution (ADR)

A

Umbrella term used to describe a number of problem-solving and grievance resolution approaches.

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3
Q

Arbitration

A

Procedure in which disputes are submitted to one or more impartial person for FINAL determination.

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4
Q

Balanced Scorecard

A

Measurement approach that provides an overall picture of an organization’s performance as measured against goals in finance, customers, internal business processes, and learning and growth.

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5
Q

Bias

A

Occurs when an appraiser’s values , beliefs, or prejudices distort performance ratings

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6
Q

“Big Data”

A

High-volume, high-velocity, and high-variety information assets.
Extremely large data sets that may be analyzed computationally to reveal patterns, trends, and associations, especially relating to human behavior and interactions.

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7
Q

Blogs

A

Broadcast-style communications that enable authors to publish articles, opinions, product or service reviews, etc. on a web page.

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8
Q

Center of excellence (COE)

A

HR structural alternative established as an independent department that provides services within a focused area to internal clients

A team, a shared facility or an entity that provides leadership, best practices, research, support and/or training for a focus area.

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9
Q

Central tendency error

A

Error that occurs when an appraiser rates all employees with a narrow range, regardless of differences in actual performance.

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10
Q

Chain of command

A

Line of authority with an organization

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11
Q

Cloud computing

A

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

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12
Q

Codetermination

A

From 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

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13
Q

Collective bargaining

A

Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated time.

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14
Q

Collective bargaining agreement

A

Agreement or contract negotiated through collective bargaining process

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15
Q

Conciliation/ Mediation

A

Method of nonbinding dispute resolution involving a third party who tries to help disputing parties reach a mutually agreeable decision

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16
Q

Constructive discipline / Progressive discipline

A

Form of corrective discipline that implements increasingly severe penalties for employees

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17
Q

Contrast error

A

Error that occurs when an employee’s rating is based on how his or her performance COMPARES to that of another employee rather than objective standards.

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18
Q

Cosourcing

A

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

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19
Q

Co-employment/Joint Employment

A

Situation which an organization shares responsibility and liability for an alternative worker with an alternative staffing supplier

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20
Q

Cost-benefit analysis

A

Ratio of value created to cost of creating that value; allows management to determine the financial impact particular activities and programs have on an organization’s profitability

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21
Q

Critical path

A

Describes the shortest amount of time required to complete a project, taking into account all project task relationships

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22
Q

Dashboards

A

Reporting mechanisms that aggregate and display metrics and key performance indicators.

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23
Q

Database

A

Data structure that stores organized information

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24
Q

Database management system (BMS)

A

Variety of software applications that electronically manage stored data

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25
Q

Dedicated HR

A

HR structural alternative that allows businesses with different strategies in multiple units to apply HR expertise to each unit’s specific strategic needs

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26
Q

Delphi technique

A

Forecasting technique that progressively collects information from a group without physically assembling the contributors

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27
Q

Departmentalization

A

Way that an organization groups jobs to coordinate work

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28
Q

Employment-at-will

A

Principle of employment in the US that employers have the right to hire, fire, demote, and or promote whomever they choose for any reason unless there is a law or contract to the contrary and employees have a right to quit a job at anytime.

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29
Q

Encryption

A

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

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30
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

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31
Q

Environmental scanning

A

Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how these factors affect the organization currently and how they are likely to affect the organization in the future

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32
Q

E-procurement

A

Use of electronic communications and transaction processing when buying (or contacting for/tendering) supplies and services

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33
Q

Focus group

A

Small group (normally 6 to 12) invited to actively participate in a structured discussion with a facilitator

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34
Q

Force-field analysis

A

Type of analysis in which factors that can influence an outcome in either a negative or positive manner are listen and then assigned weights to indicate their relative strengths

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35
Q

Formalization

A

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

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36
Q

Front-back structure

A

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

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37
Q

Functional HR

A

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

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38
Q

Functional structure

A

Organizational structure where departments are defined by the services they contribute to the organization’s overall mission, such are marketing , sales , operations and HR

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39
Q

Gamification

A

Selective use of game design and game design and game mechanics to drive employee engagement in non-gaming business scenarios.

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40
Q

Geographic structure

A

Organizational structure in which geographic regions define the organizational chart

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41
Q

Grievance procedure

A

Orderly way to resolve differences of opinion in regards to union contracts

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42
Q

Groupware

A

Umbrella term for specialized collaborative software applications

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43
Q

Hacking

A

Act of deliberately accessing a computer without permission

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44
Q

Halo Effect

A

Occurs when an employee is extremely competent in one area and is therefore rated highly in all categories

45
Q

Horn Effect

A

Occurs when an employee receives an overall low rating because of one weakness

46
Q

HR audit

A

Systematic and comprehensive evaluation of an organizations HR policies , practices, procedures, and strategies

47
Q

Human resources information system (HRIS)

A

Systemic tool for gathering , storing, maintaining , retrieving and revising HR data

48
Q

Hybrid structure

A

Organizational structure that mixes elements of the functional , product, and geographic structure

49
Q

Independent contractors

A

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

50
Q

Industrial actions

A

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

51
Q

Information management (IM)

A

Use of technology to collect , process, and condense information with a goal of efficient management of information as an organizational resource.

52
Q

Intellectual property (IP)

A

Ownership of innovation by an individual or business enterprise; includes patented, trademarked or copyrighted property.

53
Q

Joint Employment/Co Employment

A

Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier

54
Q

Key performance indicators (KPIs)

A

Quantifiable measures for performance used to gauge progress toward strategic objectives or agreed standards of performance

55
Q

Judgmental forecasts

A

Use of information from past and present to predict future conditions

56
Q

Knowledge management (KM)

A

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

57
Q

KSA

A

Knowledge skill and abilities needed to effectively perform a job

58
Q

Labor union/ trade union

A

Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers

59
Q

Layoffs

A

Temporary employments separations; employees may be recalled to work or the separation may become permanent

60
Q

Leniency errors

A

Errors that are the result of appraisers who don’t want to give low scores

61
Q

Line units

A

Work groups that conduct the major business of an organization

62
Q

Lockout

A

Occurs when management shuts down operations to prevent union employees from working

63
Q

Matrix structure

A

Organizational structure that combines departmentalization by division and function to gain the benefits of both

64
Q

Mediation / Conciliation

A

Method of nonbinding dispute resolution involving a third party who helps disputing parties reach a mutually agreeable decision

65
Q

Mind mapping

A

Data sorting technique in which group members add related ideas and indicate logical connections, eventually grouping similar ideas

66
Q

Mobile learning

A

Digitized instructional content delivered to wireless mobile devices

67
Q

Multi-criteria decision analysis (MCDA)

A

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

68
Q

Nominal group technique

A

Group of individuals who meet face to face to forecast ides and assumptions and prioritize issues

69
Q

Organizational development

A

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

70
Q

Outsourcing

A

Contracting with third-party vendors to provide selected services /activities

71
Q

Performance appraisal

A

Process of measuring employees’ adherence to performance standards and providing feedback

72
Q

Performance management

A

Process of maintaining/improving employee job performance

73
Q

Performance standards

A

Expectations of management translated into behavior and results that employees can deliver

74
Q

Picketing

A

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

75
Q

Pluralism

A

Type of labor environment in which multiple forces are at work , each with its own agenda, and conflict is overcome through negotiation

76
Q

Primacy error

A

Occurs when an appraiser gives more weight to an employees earlier performance and discounts recent occurrences

77
Q

Product structure

A

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

78
Q

Radicalism

A

Belief that management-labor conflicts is an inherent characteristic of capitalism and can be resolved only with a change n the economic system

79
Q

Recency error

A

Error that occurs when an appraiser give more weight to recent occurrences and discounts an employee’s earlier performance during the appraisal period

80
Q

Regression analysis

A

Statistical method used to predict a variable from one or more predictor variables

81
Q

Replacement planning

A

Snapshot assessment of the availability of qualified backup for key positions

82
Q

Restructuring

A

Act of reorganizing legal ownership, operational , or other organizational structures

83
Q

Secondary action

A

Attempts by a union to influence an employer by putting pressure on another employer- for example , a supplier

84
Q

Service-level agreement (SLA)

A

Part of a service contract where the service expectations are formally defined

85
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 need from a menu of these services

86
Q

Simulations

A

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

87
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

88
Q

Six Sigma

A

A set of techniques and tools for quality process improvement

89
Q

Social media

A

Variety of online internet technology platforms and communities that people use to communicate and share information

90
Q

Social movement unionism

A

Type of union activity that focuses on social topics such as antidiscrimination , environmental actions, and HIV AIDS treatment and prevention

91
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

92
Q

Span of control

A

Refers to the number of individuals who report to a supervisor

93
Q

Staff units

A

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

94
Q

Strictness

A

Error that occurs when an appraiser believes standards are too low and inflates the standard in an effort to make them meaningful

95
Q

Succession planning

A

A talent management strategy to help identify and foster the development of high potential employees

96
Q

SWOT analysis

A

Process of assessing an organization’s strategic capabilities in comparison to threats and opportunities identified during environmental scanning

97
Q

Sympathy strike

A

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

98
Q

Talent management

A

Development and integration of HR processes that attract , develop, engage, and retain the knowledge, skills, or abilities of employees that will meet current and future business needs

99
Q

Trend and ratio analyses

A

Use of statistics to determine whether relationships exist between two variables

100
Q

Turnover

A

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

101
Q

Unfair labor practice (ULP)

A

Violation of rights under labor-relations statutes

102
Q

Unitarianism

A

Belief that employers and employees can act together for their common good

103
Q

Wildcat strike

A

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

104
Q

Workforce analysis

A

Systematic approach to anticipate human capital needs and data HR can use to ensure that appropriate KSA will be available when needed

105
Q

Workforce management

A

All activities needed to ensure that the KSA and performance of the workforce meet current and future organizational and individual needs

106
Q

Workforce planning

A

Process of analyzing the organization’s workforce and determining steps required to prepare for future needs

107
Q

Works council

A

Groups that represent employees, generally on a local or firm level; primary purpose is to receive from employers and to convey to employees information that might affect the workforce and the heath of the enterprise

108
Q

Work-to-rule

A

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

Human Resources (2 decks)

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