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Applying knowledge > Organization notecards directly from SHRM > Flashcards

Organization notecards directly from SHRM Flashcards

1
Q

Digitized instructional content delivered to wireless mobile devices (E.g., smartphones, tablet computers, notecards, and digital readers

A

Mobile learning

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2
Q

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

A

Constructive discipline

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3
Q

Umbrella term for the various approaches and techniques, other than litigation, that can be used to resolve a dispute

A

Alternative dispute resolution (ADR)

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4
Q

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

A

Arbitration

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5
Q

Line of authority within an organization

A

Chain of command

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6
Q

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

A

Industrial actions

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7
Q

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

A

Functional HR

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8
Q

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

A

Blogs

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9
Q

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

A

Big Data

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10
Q

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

A

Hybrid Structure

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11
Q

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

A

Knowledge Management (KM)

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12
Q

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

A

Independent Contractors

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13
Q

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

A

Front-Back Structure

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14
Q

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

A

Employment at-will

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15
Q

Orderly way to resolve differences of opinion

A

Grievance procedure

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16
Q

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

A

Dedicated HR

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17
Q

Process of implementing a talent management strategy for indentifying and fostering the development of high-potential employees or other job candidates who, over time, may move into leadership positions of increased responsibility

A

Succession Planning

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18
Q

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

A

HR Audit

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19
Q

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

A

Product structure

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20
Q

Variety of software applications that electronically manage stored data

A

Database Management System (DBMS)

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21
Q

Work groups that conduct the major business of an organization

A

Line units

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22
Q

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

A

Picketing

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23
Q

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

A

Collective Bargaining

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24
Q

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

A

Joint Employment

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25
Q

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

A

Cost- benefit analysis (CBA)

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26
Q

Organizational structure in which geographic regions define the organizational chart

A

Geographic structure

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27
Q

Act of deliberately accessing a computer without permission

A

hacking

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28
Q

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

A

Cloud computing

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29
Q

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

A

Co-Employment

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30
Q

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)

A

Downsizing

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31
Q

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

A

Database

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32
Q

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

A

Gamification

33
Q

Refusal by workers to work; also refusal by workers to leave their workstations, making it impossible for the employer to use replacement workers

A

Sit-down strike

34
Q

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

A

Formalization

35
Q

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

A

Restructuring

36
Q

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

A

Cosourcing

37
Q

HR structural alternative in which centers with specific areas of expertise develop HR policies in those areas;

A

Shared Services HR model

38
Q

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

A

Intellectual Property (IP)

39
Q

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

A

Force-field analysis

40
Q

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

A

Work-to-rule

41
Q

Reporting mechanisms that aggregate and display metrics and key performance indicators

A

Dashboards

42
Q

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

A

Enterprise resource planning (ERP)

43
Q

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

A

turnover rate

44
Q

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

A

Workforce Planning

45
Q

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

A

Human Resource Information System (HRIS)

46
Q

Violation of employee rights; act prohibited under labor relations statutes

A

Unfair labor practice (ULP)

47
Q

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

A

Functional Structure

48
Q

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

A

Encryption

49
Q

use of information from past and present to predict future conditions

A

Judgmental forecasts

50
Q

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.

A

Labor union

51
Q

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.

A

Works councils

52
Q

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

A

Wildcat strike

53
Q

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

A

Service-level agreement (SLA)

54
Q

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

A

Outsourcing

55
Q

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

A

Software as a service (SAAS)

56
Q

Systems 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

A

Talent management

57
Q

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.

A

matrix structure

58
Q

Umbrella term for specialized collaborative software applications

A

groupware

59
Q

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

A

Staff units

60
Q

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

A

Data analytics

61
Q

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

A

Conciliation

62
Q

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.

A

Reduction in force (RIF)

63
Q

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

A

Information Management (IM)

64
Q

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

A

Mediation

65
Q

Way an organization groups jobs to coordinate work

A

Departmentalization

66
Q

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

A

Trade union

67
Q

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

A

Workforce analysis

68
Q

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

A

Sympathy strike

69
Q

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

A

Organizational Development

70
Q

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

A

Multi-criteria decision analysis

71
Q

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

A

Policy

72
Q

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

A

Center of Excellence (COE)

73
Q

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

A

Replacement Planning

74
Q

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

A

Workforce management

75
Q

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

A

Secondary action

76
Q

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

A

Codetermination

77
Q

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

A

Turnover

78
Q

Refers to the number of individuals who report to a supervisor

A

Span of control

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