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SHRM > Terms > Flashcards

Terms Flashcards

1
Q

Analysis, design, develop, implement, evaluate
-5 step framework to design learning programs

A

ADDIE

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2
Q

alternative dispute resolution

A

ADR

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3
Q

tools that add context or subclassifying comparison groups to data so that the data can be used for decision support

A

analytics

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4
Q

method of ADR, disputing parties agree to be bound by decision of one or more impartial persons to whom they submit dispute for final determination

A

arbitration

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5
Q

process by which candidates or employees are evaluated to determine suitability and/or readiness for employment, training, promotion, or assignment

A

assessment center

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6
Q

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

A

balance sheet

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7
Q

performance management tool that depicts organization’s overall performance as measured against goals, lagging indicators, and leading indicators

A

balance scorecard

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8
Q

process by which organization identifies performance gaps and sets goals for performance improvement by comparing its data, performance levels, and processes against other organizations

A

benchmarking

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9
Q

bona fide occupational qualification, factor that is reasonably necessary, in normal operations of an organization, to carry out particular job function

A

BFOQ

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10
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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11
Q

raw data that is translated into meaningful info for decision-makers to use in taking strategic actions

A

business intelligence

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12
Q

Process by which organizations use visual tools or guides to depict prototypical or exemplary career possibilities and paths in
terms of sequential positions, roles, and stages.

A

career mapping

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13
Q

Process by which employers provide employees with a clear outline for moving from a current to a desired position.

A

career pathing

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14
Q

Method of nonbinding alternative dispute resolution (ADR) by which a neutral third party tries to help disputing parties reach a mutually agreeable decision, such as mediation.

A

conciliation

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15
Q

Amount of time needed to complete all required elements or components of a task, which is determined by taking into ac- count all project-task relationships.

A

critical path

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16
Q

Corporate social responsibility; an organization’s commitment to operate ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as of the local and global community.

A

CSR

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17
Q

Employee value proposition; employees’ perceived value of the total rewards and tangible and intangible benefits they receive
from the organization as part of employment, which drives unique and compelling organizational strategies for talent acqui- sition, retention, and engagement.

A

EVP

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18
Q

Fair Credit Reporting Act

A

FCRA

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19
Q

Fair Labor Standards Act

A

FLSA

20
Q

method of assessing current state to determine what is needed to move to a desired future state

A

gap analysis

21
Q

genetic information nondiscrimination act

A

GINA

22
Q

process of broadening a job’s scope by adding different tasks to the job

A

job enlargement

23
Q

process of increasing a job’s depth by adding responsibilities to the job

A

job enrichment

24
Q

Key performance indicator; a quantifiable measure of perfor- mance that gauges an organization’s progress toward strategic
objectives or other agreed-upon performance standards.

A

KPI

25
Q

Type of metric describing an activity that can change future per- formance and predict success in the achievement of strategic
goals.

A

leading indicator

26
Q

Type of metric describing an activity or change in performance that has already occurred.

A

lagging indicator

27
Q

labor management relations act

A

LMRA

28
Q

Merger and acquisition; a process by which two separate orga- nizations combine, either by joining together as relative equals
(merger) or by one procuring the other (acquisition).

A

M&A

29
Q

Method of nonbinding alternative dispute resolution (ADR) by which a neutral third party tries to help disputing parties reach a
mutually agreeable decision, such as conciliation.

A

mediation

30
Q

multinational corporation

A

MNC

31
Q

national labor relations act

A

NLRA

32
Q

Method by which an organization relocates its processes or production to an international location through subsidiaries or
third-party affiliates.

A

offshoring

33
Q

Political, economic, social, technological, legal, and environmen- tal analysis; a method used to assess external factors and their
influence on an organization.

A

PESTLE

34
Q

Process by which an unacceptable action or behavior is corrected.

A

remediation

35
Q

Total pay in the form of salary and wages received in exchange for employment, such as allowances, benefits, bonuses, cash
incentives, and monetary value of noncash incentives.

A

remuneration

36
Q

Process by which employees returning from international assign- ments reintegrate into their home country’s culture, conditions,
and employment.

A

repatriation

37
Q

set of techniques and tools for process improvement that aim to increase quality by decreasing defects in processes, also aims at increasing speed by eliminating waste

A

six sigma/lean six sigma

38
Q

Structured conversations with employees for the purpose of determining which aspects of a job encourage employee retention or may be improved to encourage retention, such as culture, engagement, leadership, organization, and satisfaction.

A

stay interviews

39
Q

Strengths, weaknesses, opportunities, and threats analysis; a method for assessing an organization’s strategic capabilities
through the environmental scanning process, which identifies and considers the internal and external factors that affect the achievement of organizational goals and objectives.

A

SWOT

40
Q

process for understanding how seemingly independent units within larger entity interact with and influence one another

A

systems thinking

41
Q

bilateral agreements between countries that are created for the purpose of eliminating double taxation of employees on international assinments

A

totalization agreements

42
Q

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

A

transformational leadership

43
Q

unfair labor practice

A

ULP

44
Q

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

A

validity

45
Q

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

A

variance analysis

46
Q

Modification of a job, job site, or way of doing a job so an indi- vidual with a disability has equal access to opportunity in all as- pects of work and is able to perform a job’s essential functions.

A

workspace solution

SHRM (5 decks)

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