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HR Competencies > Study guide for HR Competencies > Flashcards

Study guide for HR Competencies Flashcards

1
Q

Concept that argues that ethical behavior is determined by local culture, laws, and business practices

A

Cultural Relativism

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2
Q

Tendency to enhance or diminish the strength or credibility of a statement or person based on one’s impression of a preceding statement or person.

A

Contrast Effect

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3
Q

Raw data, internal and external to an organization, that is translated into meaningful information for decision makers to use in taking strategic action

A

Business Intelligence

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4
Q

Quantifiable measures of performance that gauge an organization’s progress toward strategic objectives or other agreed-upon performance standards

A

Key Performance Indicators (KPIS)

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5
Q

Concept that argues that there are fundamental ethical principles that apply across cultures

A

Ethical Universalism

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6
Q

Average of data that adds factors to reflect the importance of different values

A

Weighted Average

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7
Q

Data-sorting technique in which group members add related ideas and indicate logical connections, eventually grouping similar ideas.

A

Mind Mapping

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8
Q

Type of measurement bias in which analyst allows one strong point that he or she values highly and that works in subject’s favor to overshadow all other information

A

Halo Effect

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9
Q

Amount of owners’ or shareholders’ portion of a business

A

Equity

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10
Q

Society in which relationships have less history; individuals know each other less well and don’t share a common database of experience, so communication must be very explicit

A

Low-context culture

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11
Q

Ability to be sensitive to and understand one’s own and others’ emotions and impulses

A

Emotional Intelligence (EI)

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12
Q

Concept that proposes that any organization operates within a complex environment in which it affects and is affected by a variety of forces or stakeholders who all share in the value of the organization and its activities

A

Stakeholder Concept

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13
Q

The basic belief and customs shared by members of an organization that contribute to the organization’s sense of its identity

A

Organizational Culture

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14
Q

Type of measurement bias in which analyst fails to recognize that individual is responding with answers the analyst wants to hear.

A

Cultural Noise

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15
Q

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

A

Bias

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16
Q

Tool or document that defines a specific problem, proposes a solution, and provides justifications for the proposal in terms of time, cost efficiency, and probability of success.

A

Business Case

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17
Q

Using relationships between data in financial statements to measure the financial health of an organization

A

Ratio Analysis

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18
Q

The benefit created when an organization meets its strategic goals;measure of usefulness, worth, or importance

A

Value

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19
Q

Value that occurs most frequently in a set of data

A

Mode

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20
Q

Technique in which participants each suggest ideas through a series of rounds and then discuss the items, eliminate redundancies and irrelevancies, and agree on the importance of the remaining items

A

Nominal group technique

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21
Q

Ratio of gross profit to net sales

A

Gross profit margin

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22
Q

Organization’s debts and other financial obligations

A

liabilities

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23
Q

The process by which an organization creates the product or service it offers to the customer

A

Value chain

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24
Q

Extent to which a measurement instrument provides consistent results

A

Reliability

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25
Q

Technique that progressively collects information from a group without physically assembling the contributors

A

Delphi Technique

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26
Q

Statement of an organization’s ability to meet its current and short-term obligations, showing incoming and outgoing cash and cash reserves in operations, investments, and financing

A

Cash Flow Statement

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27
Q

Situation in which a person or organization may potentially benefit, directly or indirectly, from undue influence, due to involvement in outside activities, relationships, or investments that conflict with or have an impact on the employment relationship or its outcomes

A

Conflict of interest

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28
Q

Concept that stipulates that no individual is beyond the reach of the law and that authority is exercised only in accordance with written and publicly disclosed laws

A

Rule of law

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29
Q

Capacity to recognize, interpret, and behaviorally adapt to multicultural situations and contexts; also called cultural intelligence

A

Intercultural wisdom

30
Q

Ratio of net income (gross sales - expenses and tax) to net sales

A

Net profit margin

31
Q

System of actions that leaders take to drive an organization towards its goals and objectives

A

Strategic management

32
Q

Generalized opinions about how people of a given gender, race, religion, age, education level, job type, or national origin look, think, act, feel, or respond

A

Stereotyping

33
Q

Leadership style that focuses on challenging and developing members of an organization to attain long-range results through continuous evolution, improvement, or change, based on the leader’s vision and strategy

A

Transformational leadership

34
Q

Right of a legal body to exert authority over a given geographical territory, subject matter, or persons or instituions

A

Jurisdiction

35
Q

Financial, physical, and sometimes intangible properties an organization owns

A

Assets

36
Q

Money an organization’s customers owe the organization

A

Accounts Receivable

37
Q

Process of setting goals and designing a path toward organizational success

A

Strategic planning

38
Q

Concept that laws are enforced only through accepted, codified procedures

A

Due process

39
Q

Statistical method used to test the possible effects of altering the details of a strategy to see if the likely outcome can be improved

A

Scenario/what-if analysis

40
Q

Process of charting a course through cultural differences

A

Dilemma reconciliation

41
Q

Extent to which an organization’s agreements, dealings, information, practices, and transactions are open to disclosure and review by relevant persons

A

Transparency

42
Q

Type of measurement bias in which analyst allows one strong point that he or she values highly and that works against subject to overshadow all other information

A

horn effect

43
Q

Legal system based on written codes (laws, rules, or regulations)

A

Civil law

44
Q

Type of analysis that starts with a result and then works backward to identify fundamental cause

A

Root-cause analysis

45
Q

Basic beliefs, attitudes, values, behaviors, and customs shared and followed by members of a group, which give rise to the group’s sense of identity

A

Culture

46
Q

Ability to create connections or rapport with others

A

Social intelligence

47
Q

Exchange of anything of value to gain greater influence preference

A

Bribery

48
Q

Extent to which a measurement instrument measures what it is intended to measure

A

Validity

49
Q

Money an organization owes its vendors and suppliers

A

Accounts Payable

50
Q

Type of measurement bias that involves weighting a small negative reaction or piece of information more than it should objectively merit.

A

Negative emphasis

51
Q

Statistical method that examines data from different points in time to determine if a variance is an isolated event or if it is part of a longer trend.

A

Trend analysis

52
Q

Plan of action for accomplishing an organization’s overall and long-range goals

A

Strategy

53
Q

Factors that initiate, direct, and sustain human behavior over time

A

Motivation

54
Q

Statements that reports revenues, expenses, and profits for a specified period of time, for example, quarterly or annually

A

Income statement

55
Q

Process of developing mutually beneficial contacts through the exchange of information

A

Networking

56
Q

Leadership style that focuses on challenging and developing members of an organization to attain long-range results through continuous evolution, improvement, or change, based on the leader’s vision and strategy

A

Authentic leadership

57
Q

Middle number in a range of values

A

Median

58
Q

Process by which two or more parties work together to reach agreement on a matter

A

Negotiation

59
Q

Raw average of data that gives equal weight to all values, with no regard for others factors

A

Unweighted average

60
Q

Type of measurement bias in which investigator makes snap judgments and lets first impression (either positive or negative) cloud subsequent evaluation

A

First-impression error

61
Q

Extension of the power of a country’s laws over its citizens outside that country’s sovereign national boundaries

A

Extraterritoriality

62
Q

Average score or value

A

Mean

63
Q

small group invited persons (typically six to twelve) who actively participate in a structured discussion, led by a facilitator, for the purpose of eliciting their input on a specific product, process, policy, or program.

A

Focus group

64
Q

Statistical method for identifying the degree of difference between planned and actual performance or outcomes

A

Variance analysis

65
Q

Statement of an organization’s financial position at a specific point in time, showing assets, liabilities, and shareholder equity

A

Balance sheet

66
Q

Statistical method used to determine whether a relationship exists between variables and the strength of the relationship

A

Regression analysis

67
Q

Society or group characterized by complex, usually long-standing networks of relationships; members share rich history of common experience, so the way they interact and interpret events is often not apparent to outsiders

A

High-context culture

68
Q

Requirement to thoroughly investigate an action before it is taken, through diligent research and evaluation

A

Due diligence

69
Q

Legal system in which each case is considered in terms of how it relates to legal decisions that have already been made; evolves through judicial decisions over time

A

Common law

70
Q

Data-sorting technique in which a group categorizes and subcategorizes data until relationships are clearly drawn

A

Affinity diagramming

71
Q

Ability to have an international perspective, inclusive of other cultures’ views

A

Global mindset

HR Competencies (13 decks)

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