Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

Workforce Planning > Vocab > Flashcards

Vocab Flashcards

1
Q

The HR function that links workforce strategies with the strategic goals and objectives of the organization. forecasting staffing needs, helping to ensure that the organization has the right number of employees, with the right skills, at the right time.

A

“Workforce Planning”

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

The knowledge, skills, abilities, and behaviors that are essential for successful performance.

A

Competency

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Refers to the process of determining the specific competencies associated with being a successful high performer in a particular occupation or industry.

A

Competency Modeling

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

A company’s ____________ consists of its standards for behavior and the values shared by its employees.

A

Culture

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

A course of instruction aimed at increasing the participants’ cultural awareness, knowledge, and skills.

A

Diversity Training

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Federal law that dictates how electronic communication in the workplace is monitored. The ECPA restricts the interception and monitoring of oral, wire, and electronic communications.

A

Electronic Communications Privacy Act of 1986 (ECPA)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

The process used to study the work done by employees.

A

Job Analysis

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Identify the essential functions of a job and provide information concerning a job’s duties and responsibilities. They should explain what employees do, how they do it, and the conditions under which they do it.

A

Job Descriptions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Identifies the minimum acceptable qualifications required for an employee to perform a job adequately.

A

Job Specification

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

A business planning strategy that identifies what an organization is about, what it expects to do, and why it exists.

A

Long-range Business Strategy

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

A business planning strategy that formulates the specific organizational goals and objectives that the organization expects to achieve within the next two to five years.

A

Middle-range Business Planning

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

How the organization decides what is right and what is wrong.

A

Moral Philosophy

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

The failure to use reasonable care in the employee selection process, resulting in harm caused to others.

A

Negligent Hiring

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

The degree to which the applicant fits with the job for which he/she is applying.

A

Person-job Fit

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

The degree to which the applicant fits with the company.

A

Person-organization Fit

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Agencies which specialize in helping employers find applicants to fill job openings.

A

Private Employment Agencies

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

The process of attracting potential job applicants.

A

Recruitment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

The extent to which a test produces consistent results.

A

Reliability

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

A formal process in which the organization first identifies the tasks, duties, and responsibilities (TDRs) of the job, evaluates the applicant’s ability to perform the TDRs, and then finally offers the job to the most qualified applicant.

A

Selection

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

A business planning strategy involves developing short-term performance goals or annual operating plans.

A

Short-range Business Planning

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

Invokes the use of hypotheticals by asking candidates what they would do or how they would act in a certain situation.

A

Situational Interview

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

Agencies which help companies fill positions on a part-time basis without having to make a permanent hiring decision.

A

Temporary Staffing Agencies

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

Refers to whether a test measures what it is supposed to measure.

A

Validity

24
Q

The HR function that links workforce strategies with the strategic goals and objectives of the organization. Workforce planning is about forecasting staffing needs, helping to ensure that the organization has the right number of employees, with the right skills, at the right time.

A

Workforce Planning

25
Q

The number of applicants that make it from one stage of the selection process to the other.

A

Yield Ratio

26
Q

List of prewritten questions asked to all applicants, allows no follow up questions

A

Structured Interview

27
Q

Asks applicants questions and guides interview questions and discussions based on the interviewers interpretation of the applicant’s answers

A

non-directive interview

28
Q

Applicants interviews with multiple employees who all ask questions and guide the interview from the answers. The applicant can get a better feel for corporate structure based on interacting with multiple employees.

A

Team Interview

29
Q

motivate change, lay high performance foundation, sustain high performance behavior, and monitor and improve

A

Four steps for building a high-performing culture

30
Q

Who is responsible for helping employees improve performance?

A

Human Resources

31
Q

conflict between two people

A

Interpersonal

32
Q

Conflict that occurs between two or more groups of people

A

intergroup

33
Q

conflict within a group

A

intragroup

34
Q

Number of grievances filed on time
Cost per grievances filed
Causes of grievances
Average close time
Return on investment

A

Metrics and Reporting for Conflict Resolution

35
Q

Law that dictates how electronic communication is monitored in the workplace

A

ECPA of 1986

36
Q

The monitoring or interception of written, oral, or electronic communication

A

ECPA Restrictions

37
Q

Use referrals to try to reach a particular group
Develop external partnerships with new customer bases or companies
Design an initiative to set diversity goals
Engage senior leadership and other stakeholders in diversity initiative

A

Strategies to increase diversity

38
Q

define and develop a scoreboard and establish accountability

A

HR’s role in managing diversity

39
Q

Financial and nonfinancial information related to diversity initiatives

A

Diversity Scorecard

40
Q

Makes a conscious effort to keep work and family life separate

A

Separator

41
Q

Bring work home and bring home to work with no distinction or boundary.

A

Integraters

42
Q

Both integrate home and work life and separate home and work life depending on their priorities at the time.

A

Volleyers

43
Q

Strategic, Cultural, Employee-Employer work life

A

Benefits of managing work/life balance

44
Q

Organization should enact changes that reflect the external environment. Create a culture that respects letting employees spend time with their families

A

Strategic benefit to work/life balance

45
Q

Global employers needs to realize work/life cultures vary around the world. Cultural competence

A

Cultural benefit to work/life balance

46
Q

employers and employees aligning how to achieve work/life balance - ex. creating flex times

A

Employer/Employee work/life balance

47
Q

Number of days it took managers,
legal personnel, and HR to resolve the
problem

A

Average close time

48
Q

Division of the reasons for grievances
into different categories.

A

Causes of grievances

49
Q

Measure of efficiency of the conflict
resolution process

A

Cost per grievance filed

50
Q

In ______________ method of resolving workplace conflicts, the aggrieved
employee presents his or her side of a dispute to a small panel of employees and
supervisors selected from a pool of employees trained in dispute resolution.

A

Peer review

51
Q

Freedom from unauthorized intrusion from employers is a definition of:

A

Privacy

52
Q

Increased retention

Increased flexibility in a changing environment

Increased creativity

A

Benefits of a diverse workforce

53
Q

Enacting policies that reflect changes
in the external environment

A

Strategic

54
Q

Being aware of different values placed
on family

A

Cultural

55
Q

Working together to figure out what is
important in the work/family relationship
and how goals can be achieved

A

Employee-employer
work/life relationship

56
Q

When creating a diversity program, each department should be
encouraged to _____________in order to increase “buy-in”

A

Create individual diversity plans

Workforce Planning (4 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions