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SHRM-CP Terms > 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

Co-employment

A

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

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3
Q

Database

A

Data structure that stores organized information

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4
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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5
Q

Collective bargaining

A

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

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6
Q

Database management system (DBMS)

A

Variety of software applications that electronically manage stored data

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7
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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8
Q

Conciliation

A

Method of nonbinding dispute resolution by which a neutral third party tries to help disputing parties reach a mutually agreeable decision (mediation)

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9
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 needs

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10
Q

Blogs

A

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

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11
Q

Constructive discipline

A

Form of corrective discipline that implements increasingly severe penalties for employees (progressive discipline)

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12
Q

Departmentalization

A

Way an organization groups jobs to coordinate work

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13
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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14
Q

Cosourcing

A

Arrangement in which an enterprise and a vendor share different tasks within a larger complex

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15
Q

Downsizing

A

Termination of employment of individual employees and groups of employees for reasons other than performance

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16
Q

Chain of command

A

Line of authority within an organization

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17
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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18
Q

Employment at-will

A

Principle of employment in the US 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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19
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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20
Q

Dashboards

A

Reporting mechanisms that aggregate and display metrics and key performance indicators

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21
Q

Encryption

A

Conversion of data into a formate that promotes or hides its natural presentation or intended meaning

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22
Q

Codetermination

A

Form of corporate governance that requires a typical management board and supervisory board and that allows management and employees to participate in strategic decision making

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23
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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24
Q

Enterprise resource planning (ERP)

A

Business management software that a company can use to collect, store, manage, and interpret data from many business activities

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25
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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26
Q

Hacking

A

Act of deliberately accessing a computer without permission

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27
Q

Joint employment

A

Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier (co-employment)

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28
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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29
Q

Groupware

A

Umbrella term for specialized collaborative software applications

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30
Q

Intellectual property (IP)

A

Ownership of innovation by an individual or business enterprise

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31
Q

Functional HR

A

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

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32
Q

Human resource information system (HRIS)

A

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

33
Q

Knowledge management (KM)

A

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

34
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

35
Q

HR audit

A

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

36
Q

Judgmental forecasts

A

Use of information from past and present to predict future conditions

37
Q

Gamification

A

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

38
Q

Independent contractors

A

Self employment individuals hired on contract basis for specialized services

39
Q

Line units

A

Work groups that conduct the major business of an organization

40
Q

Functional structure

A

Organizational structure in which departments are defined by the services they contribute to the organization’s overall mission

41
Q

Hybrid structure

A

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

42
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 employees (trade union)

43
Q

Grievance procedure

A

Orderly way to resolve differences of opinion

44
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

45
Q

Mediation

A

Method of nonbinding dispute resolution by which a neutral third party tries to help disputing parties reach a mutually agreeable decision (conciliation)

46
Q

Geographic structure

A

Organizational structure in which geographic regions define the organizational chart

47
Q

Industrial actions

A

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

48
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

49
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

50
Q

Restructuring

A

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

51
Q

Mobile learning

A

Digitized instructional content delivered to wireless mobile devices

52
Q

Replacement planning

A

Snapshot assessment of the availability of qualified backup for key positions

53
Q

Outsourcing

A

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

54
Q

Service level agreement (SLA)

A

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

55
Q

Organizational development

A

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

56
Q

Secondary action

A

Attempt by a union to influence an employer by putting pressure on another employer

57
Q

Reduction in force (RIF)

A

Termination of employment of individual employees and groups of employees for reasons other than performance

58
Q

Span of control

A

Refers to the number of individuals who report to a supervisor

59
Q

Product structure

A

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

60
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 us basis or as a subscription based on use metrics

61
Q

Policy

A

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

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

Picketing

A

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

64
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

65
Q

Staff units

A

Work groups that assist line units by providing specialized services

66
Q

Wildcat strike

A

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

67
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 may move into leadership positions of increased responsibility

68
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 objections

69
Q

Sympathy strike

A

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

70
Q

Workforce management

A

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

71
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 future business needs

72
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

73
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 (labor union)

74
Q

Work 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

75
Q

Turnover

A

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

76
Q

Work to rule

A

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

77
Q

Turnover rate

A

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

78
Q

Unfair labor practice (ULP)

A

Violation of employee rights; act prohibited under labor relations statutes

SHRM-CP Terms (4 decks)

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