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SHRM-CP 2024 > Organization Definitions > Flashcards

Organization Definitions 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

Artificial Intelligence (AI)

A

Ability of a computer to imitate human thought and behavior.

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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. 

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5
Q

Chain of Conmand

A

Line of Authority within an organization.

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6
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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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. 

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8
Q

Constructive Discipline

A

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

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9
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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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. 

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11
Q

Departmentalization

A

Way an organization groups jobs to coordinate work.

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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).

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13
Q

Due Diligence 

A

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

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14
Q

Encryption

A

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

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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.

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16
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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17
Q

Functional HR

A

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

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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. 

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19
Q

Geographic Structure

A

Organizational structure in which geographic regions define the organizational chart.

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20
Q

Grievance Procedure

A

Orderly way to resolve differences of opinion.

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21
Q

Hacking

A

Act of deliberately accessing computer data without permission.

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22
Q

HR Audit

A

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

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23
Q

Human Resource Information Systems (HRIS)

A

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

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24
Q

Independent Contractor

A

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

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25
Q

Industrial Actions

A

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

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26
Q

Information Systems (IS)

A

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

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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 non-binding 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 third-party 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 the 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 back up for key positions.

44
Q

Restructuring

A

Act of re-organizing 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

HRR structural alternative in which centers with specific areas of expertise develop HR policies in those areas; each unit and then select what it needs from a menu of the 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

Whistleblowing

A

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

49
Q

Wildcat Strike

A

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

50
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. 

51
Q

Workforce Planning

A

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

52
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.

53
Q

Work-to-rule

A

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

54
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.

55
Q

Social Engineering

A

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

56
Q

Social Networks

A

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

57
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. 

58
Q

Span of Control

A

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

59
Q

Staff Units

A

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

60
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 increase responsibility. 

61
Q

Sympathy Strike

A

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

62
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 organization needs.

63
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. 

64
Q

Turnover Rate

A

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

65
Q

Turnover

A

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

66
Q

Unfair Labor Practice (ULP)

A

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

SHRM-CP 2024 (3 decks)

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