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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.

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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.

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3
Q

“Big data”

A

High-volume, high-velocity, and high-variety information assets that require innovative forms of information processing for enhanced insight and decision making.

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4
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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5
Q

Center of excellence (COE)

A

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

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6
Q

Chain of command

A

Line of authority within an organization.

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7
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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8
Q

Codetermination

A

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.

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9
Q

Co-employment

A

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

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10
Q

Collective bargaining

A

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

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11
Q

Conciliation

A

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

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12
Q

Constructive discipline

A

Form of corrective discipline that implements increasingly severe penalties for employees; also called progressive discipline.

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13
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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14
Q

Cost-benefit analysis (CBA)

A

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.

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15
Q

Dashboards

A

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

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16
Q

Data analytics

A

Process of studying data to detect patterns and relationships that can be used to make predictions and improve decisions.

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17
Q

Database

A

Data structure that stores organized information (numeric information as well as sound clips, pictures, and videos).

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18
Q

Database management system (DBMS)

A

Variety of software applications that electronically manage stored data.

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19
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.

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20
Q

Departmentalization

A

Way an organization groups jobs to coordinate work.

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21
Q

Downsizing

A

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).

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22
Q

Employment at-will

A

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.

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23
Q

Encryption

A

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

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24
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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25
Q

Force-field analysis

A

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.

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26
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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27
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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28
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.

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29
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.

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30
Q

Gamification

A

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

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31
Q

Geographic structure

A

Organizational structure in which geographic regions define the organizational chart.

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32
Q

Grievance procedure

A

Orderly way to resolve differences of opinion.

33
Q

Groupware

A

Umbrella term for specialized collaborative software applications.

34
Q

Hacking

A

Act of deliberately accessing a computer without permission.

35
Q

HR audit

A

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

36
Q

Human resource information system (HRIS)

A

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

37
Q

Hybrid structure

A

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

38
Q

Independent contractors

A

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

39
Q

Industrial actions

A

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

40
Q

Information management (IM)

A

Use of technology to collect, process and condense information, for the purpose of managing the information efficiently as an organizational resource.

41
Q

Intellectual property (IP)

A

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

42
Q

Joint employment

A

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

43
Q

Judgmental forecasts

A

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

44
Q

Knowledge management (KM)

A

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

45
Q

Labor union

A

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.

46
Q

Line Units

A

Work groups that conduct the major business of an organization.

47
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.

48
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.

49
Q

Mobile Learning

A

Digitized instructional content delivered to wireless mobile devices (e.g., smartphones, tablet computers, notebooks, and digital readers).

50
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.

51
Q

Organizational Development

A

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

52
Q

Outsourcing

A

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

53
Q

Picketing

A

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

54
Q

Policy

A

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

55
Q

Product Structure

A

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

56
Q

Reduction In Force (RIF)

A

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.

57
Q

Replacement Planning

A

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

58
Q

Restructuring

A

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

59
Q

Secondary Action

A

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

60
Q

Service-Level Agreement (SLA)

A

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

61
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.

62
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.

63
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.

64
Q

Span of Control

A

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

65
Q

Staff Units

A

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

66
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, over time, may move into leadership positions of increased responsibility.

67
Q

Sympathy Strike

A

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

68
Q

Talent Management

A

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.

69
Q

Trade Union

A

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.

70
Q

Turnover

A

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

71
Q

Turnover Rate

A

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

72
Q

Unfair Labor Practice (ULP)

A

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

73
Q

Wildcat Strike

A

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

74
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.

75
Q

Workforce Management

A

All activities needed to ensure that the knowledge, skills, abilities, and other characteristics of the workforce meet current and future organizational and individual needs.

76
Q

Workforce Planning

A

Strategic process by which an organization analyzes its current workforce and determines the steps required to prepare for its future needs.

77
Q

Works Councils

A

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.

78
Q

Work-to-Rule

A

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

SHRM (8 decks)

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