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SCHRM CP Vocab > SHRM - Organization > Flashcards

SHRM - Organization Flashcards

1
Q

ADR - Alternative Dispute Resolution

A

Umbrella term used to describe a number of problem solving and grievance resolution approaches.

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2
Q

Analytics

A

Tools that convert metrics to be used for decision support by adding context or further subclassifying comparison groups.

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3
Q

Arbitration

A

Procedure in which disputes are submitted to one or more impartial persons for final determination

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4
Q

At Will Employment

A

Common-law principle stating 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 employees have the right to quit a job at any time.

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5
Q

Balanced Scorecard

A

Measurement approach that provides an overall picture of an organization’s performance as measured against goals in finance, customers, internal business processes and learning and growth.

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6
Q

Bias

A

Occurs when an appraiser’s values, beliefs, or prejudices distort performance ratings.

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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

Blogs

A

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

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9
Q

Departmentalization

A

Way an organization groups jobs to coordinate work.

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10
Q

Dedicated HR

A

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

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11
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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12
Q

Succession planning

A

A talent management strategy to help identify and foster the development of high-potential employees.

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13
Q

KPI - Key performance indicators

A

Quantifiable measures of performance used to gauge progress toward strategic objectives or agreed standards of performance.

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14
Q

Delphi technique

A

Forecasting technique that progressively collects information from a group without physically assembling the contributors.

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15
Q

Judgmental forecasts

A

Use of information from past and present to predict future conditions.

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16
Q

Restructuring

A

Act of reorganizing legal, ownership, operational, or other organizational structures.

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17
Q

Performance standards

A

Expectations of management translated into behaviors and results that employees can deliver.

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18
Q

ULP - Unfair labor practice

A

Violation of rights under labor-relations statutes.

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19
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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20
Q

Cost-benefit analysis

A

Ratio of value created to cost of creating that value; allows management to determine the financial impact particular activities and programs have on an organization’s profitability.

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21
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.

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22
Q

COE - Center of excellence

A

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

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23
Q

Organizational exit

A

Process of managing the way employees leave the organization.

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24
Q

Hybrid structure

A

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

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25
Staff units
Work groups that assist line units by providing specialized services, such as HR.
26
Social movement unionism
Type of union activity that focuses on social topics such as antidiscrimination, environmental actions, and HIV/AIDS treatment and prevention.
27
Supply chain
Network that delivers products and services from raw materials to end customers through an engineered flow of information, physical distribution, and cash.
28
Matrix structure
Organizational structure that combines departmentalization by division and function to gain the benefits of both.
29
ERP - Enterprise resource planning
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.
30
Conciliation
Method of nonbinding dispute resolution involving a third party who tries to help disputing parties reach a mutually agreeable decision; also known as mediation.
31
Database
Data structure that stores organized information (numeric information as well as sound clips, pictures, and videos).
32
Formalization
Refers to the extent to which rules, policies, and procedures govern the behavior of employees in an organization.
33
Recency error
Error that occurs when an appraiser gives more weight to recent occurrences and discounts an employee's earlier performance during the appraisal period.
34
Metrics
Performance parameters based on the relationship between two or more measures.
35
Outsourcing
Buying services externally rather than producing them internally
36
Globalization
Growing interconnectedness and interdependency of countries, people, and companies.
37
Cause-and-effect diagram
Diagram that maps out a list of factors that are thought to affect a problem or a desired outcome.
38
IM - Information management
Use of technology to collect, process, and condense information with a goal of efficient management of information as an organizational resource.
39
Dashboards
Reporting mechanisms that aggregate and display metrics and key performance indicators (KPIs).
40
Radicalism
Belief that management-labor conflict is an inherent characteristic of capitalism and can be resolved only with a change in the economic system.
41
TOC - Theory of constraints
Systems management philosophy that states that every organization is hindered by constraints that come from its internal policies.
42
Leniency errors
Errors that are the result of appraisers who don't want to give low scores.
43
Functional HR
HR structural alternative in which headquarters HR specialists craft policies and HR generalists located within divisions or other locales implement the policies, adapt them as needed, and interact with employees.
44
Performance management
Process of maintaining/improving employee job performance.
45
M&A - Mergers and acquisitions
Combination of two separate firms either by their joining together as relative equals (merger) or by one acquiring the other (acquisition).
46
Cloud computing
Style of computing in which scalable IT-enabled capabilities are delivered as a service using Internet technologies.
47
Mediation
Method of nonbinding dispute resolution involving a third party who helps disputing parties reach a mutually agreeable decision; also known as conciliation.
48
SLA - Service-level agreement
Part of a service contract where the service expectations are formally defined
49
Gamification
Selective use of game design and game mechanics to drive employee engagement in non-gaming business scenarios.
50
Product structure
Organizational structure in which functional departments are grouped under major product divisions.
51
e-procurement
Use of electronic communications and transaction processing when buying (or contracting for/tendering) supplies and services.
52
Business case
Presentation to management that establishes that a specific problem exists and argues that the proposed solution is the best way to solve the problem in terms of time, cost efficiency, and probability of success.
53
Pluralism
Type of labor environment in which multiple forces are at work, each with its own agenda, and conflict is overcome through negotiation.
54
Collective bargaining
Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time.
55
Cosourcing
Arrangement in which an enterprise and a vendor share different tasks within a larger complex, often strategic responsibility.
56
Lockout
Occurs when management shuts down operations to prevent union employees from working.
57
Mobile learning
Digitized instructional content delivered to wireless mobile devices (e.g., smartphones, tablet computers, notebooks, and digital readers).
58
Histogram
Graphic representation of the distribution of a single type of measurement; data is represented by a series of rectangles of varying heights.
59
Regression analysis
Statistical method used to predict a variable from one or more predictor variables.
60
Nominal group technique
Group of individuals who meet face-to-face to forecast ideas and assumptions and prioritize issues.
61
Process-flow analysis
Diagram of the steps involved in a process.
62
DBMS - Database management system
Variety of software applications that electronically manage stored data.
63
Performance appraisal
Process of measuring employees' adherence to performance standards and providing feedback.
64
Chain of command
Line of authority within an organization.
65
Strictness
Error that occurs when an appraiser believes standards are too low and inflates the standards in an effort to make them meaningful.
66
SaaS - Software as a service
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.
67
IP - Intellectual property
Creations of the mind such as inventions, literary and artistic works, symbols, names, images, and designs used in commerce; as much an asset as is physical property.
68
Divestiture
Sale by a company of an asset that is not performing well, that is not core to the company's business, or that is worth more as a separate entity.
69
Trade union
Group of workers who coordinate their activities to achieve common goals (e.g., better wages, hours, and working conditions; job security; training) in their relationship with an employer or group of employers; also called trade union.
70
Scatter diagram
Illustration that depicts possible relationships between two variables.
71
Turnover
Annualized formula that tracks number of separations and total number of workforce employees per month.
72
Workforce management
All activities needed to ensure that the skills, knowledge, abilities, and performance of the workforce meet current and future organizational and individual needs.
73
Performance measures
Comparison of current performance against key performance indicators (KPIs).
74
MNE - Multinational enterprise
Organization that owns or controls production or services facilities in one or more countries other than the home country.
75
Works councils
Groups that represent employees, generally on a local or firm level; primary purpose is to receive from employers and to convey to employees information that might affect the workforce and the health of the enterprise.
76
Hacking
Act of deliberately accessing another computer without permission.
77
Geographic structure
Organizational structure in which geographic regions define the organizational chart.
78
Replacement planning
"Snapshot" assessment of the availability of qualified backup for key positions.
79
HR audit
Process to measure the effectiveness and efficiency of HR programs and positions.
80
Strategy
A plan of action for accomplishing an organization's long-range goals.
81
Central tendency error
Error that occurs when an appraiser rates all employees within a narrow range, regardless of differences in actual performance.
82
SWOT analysis
Process for assessing an organization's strategic capabilities in comparison to threats and opportunities identified during environmental scanning.
83
Measuring
Process of collecting and tabulating data.
84
Six Sigma
A set of techniques and tools for quality process improvement.
85
Contrast error
Error that occurs when an employee's rating is based on how his or her performance compares to that of another employee rather than objective standards.
86
Span of control
Refers to the number of individuals who report to a supervisor.
87
Unitarianism
Belief that employers and employees can act together for their common good.
88
Groupware
Umbrella term for specialized collaborative software applications.
89
Line units
Work groups that conduct the major business of an organization.
90
Workforce planning
Process of analyzing the organization's workforce and determining steps required to prepare for future needs.
91
KSAs
Knowledge, skills, and abilities needed to effectively perform a job.
92
Environmental scanning
Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how these factors affect the organization currently and how they are likely to affect the organization in the future.
93
MCDA - Multi-criteria decision analysis
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.
94
Codetermination
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.
95
Primacy error
Occurs when an appraiser gives more weight to an employee's earlier performance and discounts recent occurrences.
96
Trend and ratio analyses
Use of statistics to determine whether relationships exist between two variables.
97
Simple linear regression
Projection of future demand based on a past relationship; involves a single variable.
98
ISO 9000 standards
Series of standards, developed/published by the International Organization for Standardization (ISO), that define, establish, and maintain a quality assurance system for manufacturing and service industries.
99
Constructive discipline
Form of corrective discipline that implements increasingly severe penalties for employees; also called progressive discipline.
100
Layoffs
Temporary employment separations; employees may be recalled to work, or the separation may become permanent.
101
Grievance procedure
Provides an orderly way to resolve differences of opinion in regard to a union contract.
102
Offboarding
Process of managing the way employees leave the organization.
103
TQM - Total quality management
Strategic, integrated management system for achieving customer satisfaction that involves all managers and employees and utilizes quantitative methods to continuously improve an organization's processes.
104
Control chart
Chart that illustrates variations from normal in a situation over time.
105
Labor unions
Group of workers who coordinate their activities to achieve common goals (e.g., better wages, hours, and working conditions; job security; training) in their relationship with an employer or group of employers; also called trade union.
106
Multiple linear regression
Statistical method that can be used to project future demand; more than one variable is utilized.
107
Front-back structure
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.
108
Collective bargaining agreement
Agreement or contract negotiated through collective bargaining process.
109
Encryption
Conversion of data into a format that protects or hides its natural presentation or intended meaning.
110
Work/life balance (WLB)
Umbrella term used to describe a variety of benefit-related initiatives to help employees effectively manage work, family, and personal life without extreme stress or negative impact.
111
Pareto chart
Vertical bar graph on which bar height reflects frequency or impact of causes.
112
Due diligence
Necessary level of care and attention that is taken to investigate an action before it is taken.
113
HRIS - Human resource information system
Systematic tool for gathering, storing, maintaining, retrieving, and revising HR data; also known as a human resource management system (HRMS).
114
Check sheets
Simple visual tools used to collect and analyze data.
115
Industrial actions
Various forms of collective employee actions taken to protest work conditions or employer action.
116
Organizational development
Process of enhancing the effectiveness and efficiency of an organization and the well-being of its members through planned interventions.
117
Workforce analysis
Systematic approach to anticipate human capital needs and data HR professionals can use to ensure that appropriate knowledge, skills, and abilities will be available when needed to accomplish organizational goals and objectives.

SCHRM CP Vocab (5 decks)

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