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SHRM > SHRM BoCK Definitions > Flashcards

SHRM BoCK Definitions Flashcards

1
Q

ADDIE

A

Analysis, design, development, implementation, evaluation

ISD for design/development of learning systems

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2
Q

ADR

A

Alternative dispute resolution - umbrella term for techniques other than litigation for dispute resolution (mediation, arbitration, etc.)

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3
Q

Analytics

A

Tools that add context or subclassifying comparison groups so data can be used for decision support

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4
Q

Applicant

A

Person who applied or formally expressed interest in a position

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5
Q

ATS

A

Applicant tracking system - software app that automates org’s mgmt of recruitment process

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6
Q

Arbitration

A

ADR method where parties agree to be bound by decision of impartial person(s) to whom they submit dispute

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7
Q

Assessment Center

A

Process by which candidates or EEs evaluated to determine suitability and/or readiness for employment, training, promotion, etc.

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8
Q

Balance sheet

A

Stmt of org financial position at specific point, shoring assets, liabilities & shareholder equity

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9
Q

Balanced scorecard

A

Performance mgmt tool depicting org’s overall performance measured against goals, lagging indicators, leading indicators

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10
Q

Benchmarking

A

ID’ing performance gaps, setting goals for improvement by comparing data, perf levels, and/or processes against other orgs

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11
Q

Benefits

A

Mandatory or voluntary payments/services provided to EEs, typically covering retirement, healthcare, sick pay/disability, life insurance, PTO

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12
Q

Bias

A

Conscious/unconscious beliefs influencing a person’s perceptions or actions, which may cause that person to become partial or prejudiced

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13
Q

BFOQ

A

Bona fide occupational qualification - factor that is reasonably necessary in the normal ops of an org to carry out particular job fx (eg gender, religion, etc.)

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14
Q

Business Case

A

Tool/doc defining specific problem, proposing solution, providing justifications for proposal in terms of time, efficiency, probability of success

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15
Q

Business Intelligence

A

Internal and external raw data of org translated into info for decision makers to use in taking strategic action

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16
Q

Business Unit

A

Element or segment of org that represents specific fx (legal, accounting, marketing, etc.)

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17
Q

Buy-In

A

Person/group provides sustained commitment in support of decision, approach, solution, action

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18
Q

Career Development

A

Progression thru series of employment stages characterized w/unique issues, themes, tasks

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19
Q

Career Mapping

A

Process of using visual tools/guides to depict typical or exemplary career paths, positions, roles, stages

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20
Q

Career Pathing

A

ERs provide EEs w/clear outline for moving from current to desired position

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21
Q

Cash flow Statement

A

Stmt of org’s ability to meet current/short-term obligations, showing incoming/outgoing cash/cash reserves in ops, investing, financing

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22
Q

Center of Excellence

A

Team or structure that provides expertise, best practices, support, and/or knowledge transfer in focused area

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23
Q

Change Initiative

A

Transition in org’s technology, culture, or behavior of EEs & mgrs

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24
Q

Change Mgmt

A

Principles/practices for managing change initiative so it’s more likely to be accepted and provided w/resources

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25
Q

Coaching

A

Focused, interactive communication & guidance to develop/enhance on the job performance, knowledge, behavior

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26
Q

Collective Bargaining

A

Mgmt & union reps negotiate employment conditions for particular bargaining unit for designated period of time

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27
Q

Comparable worth

A

Jobs primarily filled by women requiring skills, effort, resp, working conditions comparable to those primarily filled by men should have same class/salaries

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28
Q

Competencies

A

Clusters of highly interrelated attributes including KSAOs giving rise to behaviors needed to perform the job effectively

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29
Q

Compliance

A

Being in accordance w/all nat’l, fed, regional, local laws, regs, other gov’t auth/reqs applicable to where org operates

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30
Q

Conciliation

A

Method of nonbinding ADR where neutral 3rd party tries to help disputing parties reach agmt (eg mediation)

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31
Q

Conflict of interest

A

situation where person or org may directly/indirectly benefit from undue influence due to involvement in outside activities, relationships or investments that conflict w/or have impact on employment rlnship or outcomes

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32
Q

CSR

A

Corporate social responsibility - impact on lives of stakeholders and environment, considering philanthropy, sustainability, EE rights, social change, etc.

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33
Q

CBA

A

Cost benefit analysis - determines financial impact of org activities & programs on profitability, thru process of data or calculation comparing value created against cost of creating that value

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34
Q

Critical path

A

Amount of time needed to complete all req elements/components of task, taking into account all project-task rlnships

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35
Q

Culture

A

Basic beliefs, attitudes, values, behaviors, customs shared/followed by members of group - contributing to group ID

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36
Q

Disability

A

Physical or mental impairment that substantially limits ones’ major life activities

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37
Q

Diversity

A

Differences in ppl’s characteristics eg. age, race, gender, personality, work style, etc.

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38
Q

Due diligence

A

Req to fully investigate action before it is taken thru diligent research/evaluation

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39
Q

E-learning

A

Electronic media delivery of educational/training materials, processes, programs

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40
Q

EI

A

Emotional intelligence - ability to be sensitive & understand one’s own and others’ emotions and impulses

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41
Q

EE Engagement

A

EEs emotional commitment to org, demonstrated by willingness to make effort to promote effective functioning

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42
Q

EE surveys

A

Collect and assess info on EE attitudes and perceptions of work environment/conditions

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43
Q

EVP

A

Employee value proposition - perceived value of total rewards/benefits they receive from org

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44
Q

Employees

A

Ppl who exchange work for wages or salary

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45
Q

Ethics

A

Set of behavioral guidelines that org expects of all EEs, to ensure moral and ethical biz standards

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46
Q

Evidence-based

A

Approach to evaluation and decision-making that uses data/research findings to drive biz outcomes

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47
Q

Focus group

A

Small group of invited ppl who actively participate in structured discussion, led by facilitator to elicit input on product, policy, process, program

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48
Q

Gap analysis

A

Assessing current state in order to determine what is needed to move to desired future state

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49
Q

Global mindset

A

ability to have int’l perspective, inclusive of other cultures’ values

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50
Q

Globalization

A

Status of growing interconnectedness and interdependency among countries, ppl, orgs, markets worldwide

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51
Q

Governance

A

Rules/processes set up by org to ensure compliance w/local and int’l laws, accounting rules, ethical norms, codes of conduct, etc.

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52
Q

Hazard

A

Potential harm, often associated w/condition or activity that can result in injury or damage if left uncontrolled

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53
Q

HR Business Partner

A

HR professional who advises leaders in developing and implementing human capital strategy aligning w/org mission, vision, goals

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54
Q

HR Service Model

A

Structuring, delivering HR services to support org success

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55
Q

HRIS

A

Human resource info system - IT for gathering, storing, maintaining, retrieving, reporting HR data

56
Q

Inclusion

A

Degree to which each person in org feels welcomed, respected, supported, valued

57
Q

IDP

A

Individual development plan - document guiding EEs toward goals for professional development and growth

58
Q

IM

A

Information mgmt - technology collects, processes, condenses info efficiently for org

59
Q

Integrity

A

Adhering to set of ethical stds reflecting strong moral principles, honesty, consistency in behavior

60
Q

Internal Equity

A

EEs perception that monetary & other rewards are distributed equitably, based on skills, effort, etc.

61
Q

Job analysis

A

Systematically studying a job to ID activities, tasks, responsibilities, personal quals, conditions to perform it

62
Q

Job description

A

Document describing job and its essential functions, reqs (eg KSAO’s, responsibilities, etc.)

63
Q

Job enlargement

A

Broadening job scope by adding tasks

64
Q

Job enrichment

A

Broadening job scope by adding responsibilities

65
Q

Job evaluation

A

Determining job value/price to attract/retain EEs by comparing job w/others inside/outside org

66
Q

KPIs

A

Key performance indicators - quantifiable measures of perf to gauge org progress toward objectives/stds

67
Q

KSAOs

A

Knowledge, skills, abilities & other characteristics

68
Q

Labor union

A

Group of workers who formally organize and coordinate activities to achieve common goals in rlnship w/ERs

69
Q

Lagging indicator

A

Metric describing activity or change in performance that has already occurred

70
Q

Leader development

A

Professional program helping mgmt/execs develop KSAOs related to leadership

71
Q

Leadership

A

Ability to influence, guide, inspire, or motivate a group/person to achieve goals

72
Q

Leading indicator

A

Metric describing activity that can change future performance/predict success

73
Q

Liabilities

A

Org debts/financial obligations

74
Q

Measurement

A

Collecting, quantifying, evaluating data

75
Q

Mediation

A

Method of ADR where neutral 3rd party tries to help disputing parties reach agmt

76
Q

Mentoring

A

Rlnship where one person helps guide another’s development

77
Q

M&A

A

Merger & acquisition - process where 2 separate orgs combine either as relative equals (merger) or by one procuring the other (acquisition)

78
Q

Mission Statement

A

Concise outline of org strategy, specifying activities to pursue and course for future

79
Q

Motivation

A

Factors that initiate, direct, sustain human behavior over time

80
Q

Negotiation

A

2 or more parties working together to reach an agmt

81
Q

Offshoring

A

Org relocates processes or production to int’l location thru subsidiaries or 3rd parties

82
Q

Onboarding

A

Process of assimilating new EEs into org thru orientation programs; first few months of employment

83
Q

Organizational Effectiveness

A

Degree of org success in executing strategic objectives/mission

84
Q

Organizational Learning

A

Acquisition/transfer of knowledge w/in org thru activities/processes; learn from mistakes, adjust strategy

85
Q

Organizational Values

A

Beliefs/principles directing and governing org EE behavior

86
Q

Orientation

A

EEs becoming familiar w/org, dept, coworkers, job

87
Q

Outsourcing

A

Org contracting w/3rd party vendors to provide services/activities instead of hiring new EEs

88
Q

Performance Appraisal

A

Measuring/evaluating EE adherence to perf stds; providing feedback to EE

89
Q

Performance Mgmt

A

Tools, activities, processes org uses to manage, maintain, improve job performance

90
Q

Performance Measures

A

Data or calculations comparing current perf against key perf indicators (KPIs)

91
Q

Performance Standards

A

Behaviors/results defined by org to communicate mgmt expectations

92
Q

Pluralism

A

Labor environment where multiple forces each have their own agenda and conflict overcome by negotiation

93
Q

Position

A

Scope of work rules/responsibilities associated w/one or more ppl

94
Q

Radicalism

A

Mgmt/labor conflict inherent characteristic of capitalism and can be resolved only w/change in economic system

95
Q

RJP

A

Realistic job preview - shadowing to provide applicant w/honest, complete pic of job

96
Q

Recruitment

A

Org seeking out candidates and encouraging them to apply for jobs

97
Q

Regulation

A

Rule or order issued by gov agency w/force of law

98
Q

Reliability

A

Extent to which measurement provides consistent results

99
Q

Remediation

A

Unacceptable action or behavior is corrected

100
Q

Remuneration

A

Total pay of salary and wages in exchange for employment (eg. benefits, bonuses, etc.)

101
Q

Remuneration Survey

A

Collecting info on prevailing market comp and benefits practices

102
Q

Repatriation

A

EEs returning from int’l assignments reintegrate into home country culture, conditions, employment

103
Q

Restructuring

A

Reorganizing legal, ownership, operational, other structures of org

104
Q

Retention

A

Ability of org to keep EEs

105
Q

ROI

A

Return on investment - comparing investment’s monetary or intrinsic value against expended resources

106
Q

Risk

A

Uncertainty that has effect on objective, where effect outcomes may include opportunities, losses, threats

107
Q

Risk management

A

ID, eval, controlling actual/potential risks to org, typically incorporating mitigation and response, eg insurance

108
Q

Selection

A

Evaluating most suitable candidates for position

109
Q

Six Sigma

A

Techniques/tools for process improvement to increase quality by decreasing defects in processes (also increase speed by eliminating waste)

110
Q

Social Media

A

Internet tech platforms/communities that ppl and orgs use to share info, communicate opinions, resources

111
Q

Socialization

A

Ppl learning knowledge, language, social skills, culture, values, to assimilate into group/org

112
Q

Sourcing

A

Generating pool of qualified job applicants

113
Q

Stakeholders

A

Those affected by org’s social, environ, economic impact

114
Q

Stay interviews

A

Structured conversations w/EEs to determine which aspects of job encourage retention

115
Q

Strategic mgmt

A

System of actions leaders take to drive org toward goals

116
Q

Strategic planning

A

Setting goals, designing path toward org success

117
Q

Strategy

A

Plan of action to accomplish overall and long-range goals

118
Q

Succession Planning

A

Talent mgmt strategy to ID/foster development of high-potential EEs/candidates who may move into leadership w/increased responsibility

119
Q

Sustainability

A

Practice of purchasing and using resources wisely by balancing economic, social, environmental concerns to ensure present/future interests

120
Q

SWOT analysis

A

Strength, weakness, opportunity, threat - assess, ID, consider these for achievement of goals/objectives

121
Q

Systems thinking

A

Understand how seemingly independent units w/in larger entity interact w/and influence each other

122
Q

Talent management

A

Integrating HR processes for attracting, developing, engaging, retaining EEs w/proper KSAOs

123
Q

Totalization Agmts

A

Bilateral agmts btw countries to eliminate double taxation on EEs on int’l assignment

124
Q

Trade union

A

Group of workers who formally organize and coordinate activities to achieve common goals in rlnship w/ER

125
Q

Training

A

Provide EEs w/KSAOs specific to task or job

126
Q

Transformational Leadership

A

Focuses on challenging & developing members of org for results based on leader’s vision/strategy

127
Q

Transparency

A

Extent to which org’s agmts, dealings, info, practices, transactions open to disclosure and review

128
Q

Turnover

A

Replacing EEs leaving org; attrition or loss of EEs

129
Q

ULP

A

Unfair labor practice - violation of EE rights prohibited under labor relations statutes

130
Q

Unitarism

A

ERs and EEs can act together for common good

131
Q

Validity

A

Measurement instrument measures what it is meant to

132
Q

Value

A

Measure of usefulness, worth, importance

133
Q

Variance analysis

A

ID degree of difference btw planned and actual performance/outcomes

134
Q

Vision

A

What org hopes to attain/accomplish in future

135
Q

Workforce planning

A

Org analyzing current workforce and determining steps for its future needs

136
Q

Works councils

A

Groups repping EEs on local or org level to receive info from ER and convey to EE - info on workforce and enterprise health

SHRM (8 decks)

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