Organization notecards directly from SHRM Flashcards
Digitized instructional content delivered to wireless mobile devices (E.g., smartphones, tablet computers, notecards, and digital readers
Mobile learning
Form of corrective discipline that implements increasingly severe penalties for employees; also called progressive discipline
Constructive discipline
Umbrella term for the various approaches and techniques, other than litigation, that can be used to resolve a dispute
Alternative dispute resolution (ADR)
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
Arbitration
Line of authority within an organization
Chain of command
Various forms of collective employee actions taken to protest work conditions or employer action.
Industrial actions
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
Functional HR
Broadcast-style communications that enable authors to publish articles, opinions, product or service reviews, etc., on a web page
Blogs
High-volume, high-velocity, and high-variety information assets that require innovative forms of information processing for enhanced insight and decision making.
Big Data
Organizational structure that mixes elements of the functional, product, and geographic structures.
Hybrid Structure
Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance.
Knowledge Management (KM)
Self-employed individuals hired on a contract basis for specialized services
Independent Contractors
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
Front-Back Structure
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
Employment at-will
Orderly way to resolve differences of opinion
Grievance procedure
HR structural alternative that allows organizations with different strategies in multiple units to apply HR expertise to each unit’s specific strategic needs
Dedicated HR
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
Succession Planning
Systematic and comprehensive evaluation of an organization’s HR policies, practices, procedures, and strategies
HR Audit
Organizational structure in which functional departments are grouped under major product divisions
Product structure
Variety of software applications that electronically manage stored data
Database Management System (DBMS)
Work groups that conduct the major business of an organization
Line units
Positioning of employees at a place of work targeted for the action for the purpose of protest
Picketing
Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time.
Collective Bargaining
Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as co-employment
Joint Employment
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
Cost- benefit analysis (CBA)
Organizational structure in which geographic regions define the organizational chart
Geographic structure
Act of deliberately accessing a computer without permission
hacking
Style of computing in which scalable IT-enabled capabilities are delivered as a service using internet technolgoies
Cloud computing
Situation in which an organization shares responsbility and liability for their alternative workers with an alternative staffing supplier;also known as joint employment
Co-Employment
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)
Downsizing
Data structure that stores organized information (numeric information as well as sound clips, pictures, and videos)
Database
Selective use of game design and game mechanics to drive employee engagement in non-gaming business scenarios
Gamification
Refusal by workers to work; also refusal by workers to leave their workstations, making it impossible for the employer to use replacement workers
Sit-down strike
Refers to the extent to which rules, policies, and procedures govern the behavior of employees in an organization
Formalization
Act of reorganizing the legal, ownership, operational, or other structures of an organization
Restructuring
Arrangement in which an enterprise and a vendor share different tasks within a larger complex, often strategic responsibility.
Cosourcing
HR structural alternative in which centers with specific areas of expertise develop HR policies in those areas;
Shared Services HR model
Ownership of innovation by an individual or business enterprise; includes patented, trademarked, or copyrighted property
Intellectual Property (IP)
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
Force-field analysis
Situation in which workers slow processes by performing tasks exactly to specifications or according to job or task descriptions
Work-to-rule
Reporting mechanisms that aggregate and display metrics and key performance indicators
Dashboards
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
Enterprise resource planning (ERP)
Annualized formula that tracks number of separations and total number of workforce employees per month
turnover rate
Strategic process by which an organization analyzes its current workforce and determines the steps required to prepare for its future needs
Workforce Planning
Information technology framework and tools for gathering, storing, maintaining, retrieving, revising, and reporting relevant HR data.
Human Resource Information System (HRIS)
Violation of employee rights; act prohibited under labor relations statutes
Unfair labor practice (ULP)
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
Functional Structure
Conversion of data into a format that protects or hides its natural presentation or intended meaning
Encryption
use of information from past and present to predict future conditions
Judgmental forecasts
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.
Labor union
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.
Works councils
Work stoppages at union contract operations that have not been sanctioned by the union
Wildcat strike
Part of a service contract where the service expectations are formally defined
Service-level agreement (SLA)
Process by which an organization contracts with third-party vendors to provide selected services/activities, instead of hiring new employees
Outsourcing
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
Software as a service (SAAS)
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
Talent management
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.
matrix structure
Umbrella term for specialized collaborative software applications
groupware
Work groups that assist line units by providing specialized services, such as HR
Staff units
Process of studying data to detect patterns and relationships that can be used to make predictions and improve decisions
Data analytics
Method of nonbinding dispute resolution by which a neutral third party tries to help disputing parties reach a mutually agreeable decision;also called mediation
Conciliation
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.
Reduction in force (RIF)
Use of technology to collect, process and condense information, for the purpose of managing the information efficiently as an organizational resource
Information Management (IM)
Method of nonbinding dispute resolution by which a neutral third party tries to help disputing parties reach a mutually agreeable decision; also called conciliation
Mediation
Way an organization groups jobs to coordinate work
Departmentalization
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
Trade union
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
Workforce analysis
Action taken in support of another union that is striking the employer
Sympathy strike
Process of enhancing the effectiveness and efficiency of an organization and the well-being of its members through planned interventions
Organizational Development
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
Multi-criteria decision analysis
Broad statement that reflects an organization’s philosophy, objectives, or standards concerning a particular set of management or employee activities
Policy
HR structural alternative established as an independent department that provides services within a focused area to internal clients
Center of Excellence (COE)
“Snapshot” assessment of the availability of qualified backup for key positions
Replacement Planning
All activities needed to ensure that the knowledge, skills, abilities, and other characteristics of the workforce meet current and future organizational and individual needs
Workforce management
Attempt by a union to influence an employer by putting pressure on another employer, for example, a supplier
Secondary action
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
Codetermination
Act of replacing employees leaving an organization; attrition or loss of employees
Turnover
Refers to the number of individuals who report to a supervisor
Span of control
