Vocab Flashcards
(401 cards)
1
Q
Any system in which employee performance is rated by managers, peers, subordinates, and (possibly)
outsiders and the employee as well.
A
360° appraisal
2
Q
A standardized test of personal skills. Examples of ability tests include the Watson-Glaser Critical
Thinking Appraisal, which measures critical thinking skills, the Scholastic Aptitude Test (SAT), the
Miller Analogies Test (MAT), and the Graduate Record Examination (GRE).
A
Ability test
3
Q
The process through which an organization hires new employees.
A
Acquiring talent
4
Q
A type of workforce in which employees are trained to complete multiple tasks and jobs and can
effectively fill many different roles in the organization.
A
Adaptable Workforce
5
Q
A learning platform that utilizes artificial intelligence to adapt content and activities to the trainee’s
needs.
A
Adaptive learning platform
6
Q
Type of system maintenance that focuses on changes to the software made necessary because of changes
in the business or environment
A
Adaptive maintenance
7
Q
This kind of HR efficiency refers to the capacity to conduct existing HRM processes accurately and on
time while minimizing costs. Centralizing certain HRM processes, for example, recruiting new
employees, offers process efficiency benefits.
A
Administrative process efficiency
8
Q
Employment practices that are designed to have a neutral impact but have a negative impact on a
protected class of employees.
A
Adverse impact
9
Q
The overall stylistic or innovative features of a website, such as contrasting colors, pictures, animation,
and playfulness that keep the user engaged while navigating through multiple Web pages.
A
Aesthetic features of a website
10
Q
A written report detailing how an employer actively seeks to hire and promote individuals in protected
classes. For employers with government contracts totaling $50,000 or more, the Office of Federal
Contract Compliance Programs (OFCCP) requires an AAP completion.
A
Affirmative action plan (AAP)
11
Q
The 1967 federal legislation prohibiting illegal discrimination in employment against individuals 40 years
of age and older.
A
Age Discrimination in Employment Act (ADEA)
12
Q
Partnerships between major HRIS vendors and small, independent vendors that allow organizations to
implement fuller (or total) solutions for companies.
A
Alliance programs
13
Q
The 1990 federal legislation prohibiting illegal discrimination in employment against individuals with
disabilities. A disability is a physical or mental impairment substantially limiting one or more major life
activities.
A
Americans with Disabilities Act (ADA)
14
Q
The phase in the systems development life cycle in which an organization’s current capabilities are
documented, new needs are identified, and the scope of an HRIS is determined.
A
Analysis phase
15
Q
Laws were enacted to prohibit unfair hiring practices that discriminate against people in protected groups,
such as women, racial/ethnic minorities, and older individuals.
A
Antidiscrimination laws
16
Q
A module in an HRIS that supports e-recruiting and processing applicants electronically.
A
Applicant-tracking system (ATS)
17
Q
A third-party firm that hosts and provides access to a bundle of one or more software application services
from a central location to multiple clients via the Internet. Clients pay a subscription fee, which generally
entails data management and software upgrades. ________ are often considered cost-effective for
organizations to manage their information requirements. Many learning management systems are _____
based; that is, access to applications is available through _______^.
A
Application service provider (ASP)
18
Q
A class of computer technologies that perform tasks commonly associated with human cognitive
processing such as reasoning, intelligence, and learning from past experiences.
A
Artificial intelligence
19
Q
Two-way communication in which transmission does not take place in real time. Examples include e-mail
or Internet discussion forums. It is useful for collaboration across different time zones.
A
Asynchronous communication
20
Q
One-time rewards used to attract prospective employees or to persuade existing employees to remain with
the organization
A
Attraction or retention awards
21
Q
Characteristics of an entity, for example, attributes of an employee entity may be employee ID, last name,
first name, phone number, and e-mail address.
A
Attributes
22
Q
HR metric is assessed as total gross profit divided by the firm’s number of employees or full-time
equivalents.
A
Average employee contribution (AEC)
23
Q
The effort to bring functionality that had previously been outsourced back in-house.
A
Backsourcing
24
Q
An approach for expatriate compensation that has as its goal the maintenance of a home-country living
standard plus a financial inducement for accepting an international assignment.
A
Balance-sheet approach
25
A means of measuring strategic organizational performance that gives managers a chance to look at their
company from the perspectives of stakeholders, including external customers, employees, and
shareholders
Balanced scorecard
26
The rate and volume of data transfer, measured in bits per second.
Bandwidth
27
The pay received by employees for doing their jobs, not taking into account overtime or bonuses. ___________ for some workers is stated in terms of pay per hour; for others, it is stated in terms of annual pay.
Base pay
28
A set of guidelines helping the benefit-cost analysis (BCA) team approach a BCA that provides them with
an improved likelihood of making the best financial decision regarding an investment in an HRIS.
BCA guidelines
29
A process used in management,
and particularly in human resource management, to evaluate various aspects of the HR function, both
activities and programs, usually within a firm’s own market sector.
(also known as best-practice _________ or process __________)
Benchmarking
30
The financial analysis of the benefits and costs of implementing a new or upgraded system. Important
calculations include the break-even point, net present value, return on investment, and the benefit-cost
ratio.
Benefit-cost analysis (BCA)
31
A measurement that expresses the benefits of an HR project (e.g., implementation of an HRIS) as the
numerator and the costs as the denominator; thus, values greater than 1 indicate a favorable ratio.
Benefit-cost ratio (BCR)
32
The size, or magnitude, of the benefits to be gained by implementing an HRIS.
Benefit magnitude
33
An approach to acquiring HRIS capabilities in which the company will pick the best application to
support each functional area of HR. Thus, the technology architecture combines the best-fit products from
multiple vendors.
Best of breed (BOB)
34
This is an approach to strategic HRM in which the organization adopts the practices that work most
effectively for it rather than adopting industrywide best practices.
“Best-fit” approach to strategic HRM
35
A model of the conditions necessary for the most successful learning outcomes
Best-fit learning event model
36
This is an approach to strategic HRM used by researchers in which organizations adopt industryrecognized best practices and use them in their organization.
“Best-practice” approach to strategic HRM
37
A collection of very large and complex data, created by transaction processing systems, which are mined
for hidden patterns of relationships regarding customers or employees.
Big data
38
As the term implies, it “blends” various approaches to learning and could incorporate, for instance, faceto-face, formal, informal, and online learning methods.
Blended learning
39
An encrypted, distributed digital ledger of public records that is maintained across several computers
linked in a peer-to-peer network.
Blockchain
40
A taxonomy of learning named after Benjamin Bloom that classifies levels of learning based upon the
complexity and specificity of the training.
Bloom’s taxonomy
41
Workplace use of employee-owned technology devices such as smartphones and tablets.
Bring your own device (BYOD)
42
A broad category of business applications focused on helping organizations and HR collect, store, and
analyze data. BI applications include tools such as decision-support systems, query and reporting,
statistical analysis, and data mining.
Business intelligence (BI)
43
A form of artificial intelligence that uses software algorithms to implement decisions with little human
intervention.
Business process automation
44
The analysis and redesign of work flow to improve an organization’s efficiency and effectiveness.
Business process reengineering
45
An HRM strategy that focuses on organizing jobs and processes based on elaborate rules with a clear
hierarchy.
Bureaucratic HRM Strategy
46
The early phase in the development of human resource management where HR was primarily involved in
clerical record keeping of employees.
“Caretaker” functions
47
A person responsible for leading an organizational change or someone who is influential and can
communicate and motivate others to accept a change by informal means
Change agent (also known as change leader)
48
A formula developed by David Gleicher that helps an organization assess its degree of readiness for
change.
Change equation formula
49
A structured approach to changing the mindset and perceptions of individuals.
Change management
50
A computer program that simulates conversations with humans.
Chatbot
51
The delivery of software functionality over the Internet in which HRIS functionality is delivered to
companies via the Web. For the company, there is no hardware and software to install. It is a specific type
of software as a service.
Cloud computing
52
A form of artificial intelligence in which the software retrieves and shares knowledge from a knowledge
base with employees, applicants, or retirees through natural and human-like social interaction.
Cognitive engagement
53
A form of artificial intelligence that utilizes algorithms and machine learning to interpret vast amounts of
data, looking for hidden patterns not previously identified by decision makers in organizations.
Cognitive insights
54
Software and hardware, such as groupware (electronic meeting software), instant messaging, e-mail, and
so on, that help groups (and trainees) communicate, interact, make decisions, and learn more effectively.
Collaborative technologies
55
Prewritten or developed software or hardware products that already exist for purchase.
Commercial off-the-shelf (COTS) software
56
A set of skills common to higher-performing and more talented employees.
Common attributes of talented individuals
57
A software program that inserts a copy of itself into another program and causes harm to a computer by
altering data, erasing files, or other damage.
Computer virus
58
Selection tests or batteries that are administered on a computer or over the Internet.
Computerized assessments
59
The use of tools within the software to adapt the look, feel, and functionality of software without writing
any additional code.
Configuration
60
A federal statute governing health care. It is most well known as the statue that provided opportunities for
employees to maintain insurance even if a qualifying event would cause them to lose the companysponsored insurance.
Consolidated Omnibus Budget Reduction Act (COBRA)
61
The degree to which the website hosts relevant information that the user deems valuable and informative
in nature
Content information
62
The highest-level data flow diagram that contains the least amount of detail. It is used to represent the
system, its boundaries, and the external entities that interact with the system.
Context-level diagram
63
A combination of some set of knowledge, skills, and abilities. Many industrial psychologists equate
competencies with traits.
Core competency
64
Long-term talent management strategies also need to be linked to corporate
Corporate brand management
65
An organization’s collective values, beliefs, experiences, and norms that shape the behavior of the group
and the individuals within it.
Corporate culture
66
In performance management, information fed back to an employee pointing out the discrepancy between
observed performance and a performance standard. The purpose is to solve any performance problem and
increase performance level.
Corrective feedback
67
Type of system maintenance that focuses on fixing errors in the software.
Corrective maintenance
68
Identification of mechanisms that can be used to protect data.
Countermeasures
69
This term refers to an attribute of an expatriate. It could include language ability, cultural empathy,
adaptability, and a positive attitude toward the assignment in the specific country being considered
Cross-cultural suitability
70
A shared set of beliefs, customs, practices, and behaviors within a country.
Cultural environment of countries
71
A specific belief, attitude, or behavior that is defined as right or wrong, correct or incorrect, within a
given culture in a country. ___________ are part of the cultural environment of a country.
Cultural norm
72
The shared beliefs, customs, social patterns, and values of a people, region, race, or religious group.
Culture
73
The feeling of uneasiness and discomfort experienced when going from one culture to another, as well as
the adjustment that occurs in a relatively short time when moving from one country to another.
Culture shock
74
The modification of a software product to match specific organizational processes or needs.
Customization
75
Politically motivated use of technology to do severe harm or disruption in society.
Cyber-terrorism
76
A type of interface for reporting HR data that uses a visual, or graphical, representation of key HR data
for view by managers
Dashboards
77
The extent to which the value stored for an object is correct.
Data accuracy
78
DFD component that represents the flow of data within the system. An arrow
indicates the direction of flow, and the name of the flow indicates the type of data.
Data flow
79
Graphical tool that represents the flow of data through a system and the various processes that manipulate
or change the data.
Data flow diagram (DFD)
80
The process of transferring employee data between storage types and computer systems or software
applications.
Data migration
81
The sophisticated statistical analysis of large datasets to identify recurring relationships and patterns. For
example, __________ an employee database might reveal that most employees reside within a group of
particular ZIP codes.
Data mining
82
A view of an HRIS that focuses on an analysis of what data the organization captures and uses and on the
definitions and relationships of the data while ignoring how or where the data are used by the
organization.
Data perspective
83
A DFD component that represents the temporary or permanent storage of data within the system. A ________ is represented by an open-ended rectangle in the data flow diagram.
Data store
84
A technique that attempts to make a computer, network, or service unavailable for legitimate users, often
by flooding it with external communication requests.
Denial-of-service (DoS)
85
The phase in the systems development life cycle in which the detailed specifications for the final system
are laid out and final vendor evaluation and selection occurs.
Design phase
86
Ensuring that data are kept confidential, have not been manipulated, and are available to those who are
authorized to access it.
Desired information goals
87
The process of preparing employees to become leaders.
Developing leaders
88
A network typology in which each device has the potential to be connected to any other device on the
network without human intervention
Device mesh
89
Benefits accruing from an information system that can be measured objectively in dollars.
Direct benefits
90
Costs associated with the implementation of a system that can be measured objectively in dollars
Direct costs
91
These costs include the actual money spent on selecting and training, relocation costs for the expatriate
(and family), and the salary of the expatriate.
Direct costs of expatriate failure
92
The electronic transfer (or deposit) of a payment directly into an employee’s bank account instead of
issuing a paper check.
Direct deposits
93
An approach to estimating indirect benefits of a new HRIS in which the analyst estimates the value of any
indirect benefits of the HRIS.
Direct estimation
94
The direct report is the employee whose job performance is being evaluated. At the broadest level, this
definition of the performance would include any employee who fills the job position, that is, it describes
the job performance expectations for any position in the organization.
Direct report
95
The outsourcing of only discrete, or selected, HR functions to third-party providers.
Discrete HRO
96
Employees who have grievances against an employer and who believe that these grievances cannot be
resolved.
Disgruntled employees
97
The delivery of training over the Web; see also e-learning
Distance learning
98
The extent to which the applicant pool contains a variety of applicants from different ethnic/racial
backgrounds, ages, and gender.
Diversity of the applicant pool
99
A federal U.S. law that significantly strengthened the regulation of financial institutions and markets.
Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010
100
The practice of human resources in organizations that only operate in one company
Domestic HRM
101
An individual’s perception regarding the usability of a system.
Ease of use
102
System feasibility assessment tool that focuses on the financial and economic benefits and costs that a
new system would bring to the organization.
Economic feasibility
103
An organization’s strategy for deploying technology and infusing HR processes with that technology; will
link to the broader HRM and organizational strategy.
eHRM strategy
104
A type of training in which trainees are often geographically distributed, communication and interaction
occur via technology, and the training is provided in online repositories. Individuals can access the
material via computers, kiosks, mobile devices, or other technology.
E-learning
105
The implementation and delivery of HR functionality enabled by an HRIS that supports employees and
their people-related decisions.
Electronic human resource management (eHRM)
106
A centralized repository of a company’s electronic data, specifically designed to facilitate reporting and
analysis for decision making.
Employee data warehouse
107
The extent to which an employee is emotionally connected and committed to an organization.
Employee engagement
108
Amount of time and effort an employee puts into the analysis, design, and implementation of a new
HRIS.
Employee participation and involvement
109
A federal U.S. law that established fiduciary standards governing private industry pension plans
Employee Retirement Income Security Act (ERISA)
110
A structural approach to HR administration through HR portals that provides a means for employees to
access their personal information and HR services and information
Employee self-service (ESS)
111
A report required to be filed annually with the EEO that lists employee data categorized by job category,
race/ethnicity, and gender.
Employer Information Report EEO-1
112
An organization’s well-known values or distinctive image and culture (think Southwest Airlines or
Apple). A company often sets itself apart from competitors by means of its employment brand.
Employment brand
113
A set of integrated applications, or modules, that carry out the most common business functions,
including human resources, general ledger, accounts payable, accounts receivable, order management,
inventory control, and customer relationship management. ERP modules are integrated primarily through
a common set of definitions and a common database.
Enterprise resource planning (ERP) software
114
An external person, department, or agent that interacts with the system through receiving or sending data.
An ________ is represented as a square on the DFD (data flow diagram).
Entity (data flow diagram)
115
An object or thing of significance to an organization that has multiple characteristics of interest to the
organization. For example, employees, dependents, managers, and health insurance plans are examples of
___________ in the human resources context.
Entity (database)
116
The condition in which all individuals have an equal chance for employment, regardless of their race,
color, religion, sex, age, disability, or national origin, as established in federal legislation and the U.S.
Constitution and its amendments (13 and 14).
Equal employment opportunity (EEO)
117
A work motivation theory based on the perceived fairness of the employee–employer exchange.
Equity Theory
118
An economic and political union of a number of European countries
European Union (EU)
119
The phase in needs analysis in which the data gathered are reviewed and assessed to create a clear picture
of the current and desired states.
Evaluation
120
Not subject to the provisions of the Fair Labor Standards Act. See nonexempt workers.
Exempt workers
121
A parent-country national employee assigned to a subsidiary of a multinational enterprise in another
country.
Expatriate
122
The return of expatriates prior to the completion of their overseas assignments.
Expatriate failure
123
A software specification (e.g., standard) in e-learning that allows learning content and learning systems to
share data.
Experience Application Programming Interface (xAPI)
124
The phase during needs analysis in which the analyst gathers detailed data about current HR processes.
Exploration
125
A markup language or set of rules for encoding an electronic document.
eXtensible Markup Language (XML)
126
The supply of potential labor (e.g., potential employees) available to the organization outside of the
organization.
External labor market
127
The 1938 federal legislation that established a minimum wage for hourly workers, set the rate of pay for
overtime work beyond the defined workweek of 40 hours, prohibited oppressive child labor by restricting
hours of work for children below 16 years, and listed hazardous occupations too dangerous for children.
Fair Labor Standards Act (FLSA)
128
The federal legislation that requires organizations with 50 or more employees to provide up to 12 weeks
of unpaid leave after childbirth or adoption, to care for a seriously ill family member, or for an
employee’s own serious illness.
Family and Medical Leave Act (FMLA)
129
A federal payroll tax that funds Medicare and Social Security.
Federal Insurance Contributions Act (FICA)
130
The degree to which a selection test accurately simulates a real business situation.
Fidelity
131
A device or set of devices that will permit or deny all computer traffic between computers with different
security requirements based on a set of rules.
Firewall
132
Employee benefit plans that allow the employee to choose the benefits they want from a set of benefits
provided by an employer.
Flexible benefit plans
133
Diverse groups of organizational stakeholders that are brought together to provide data to analysts in
support of the needs analysis of a new or upgraded HRIS.
Focus groups
134
A procedure to understand the forces during any organizational change that focuses
Force-field analysis
135
The use of game design elements in nongame contexts.
Gamification
136
An assessment of the differences between the current state of affairs in the organization and the desired
future state.
Gap analysis
137
A 2008 federal legislation that prohibits organizations from discriminating based on genetic information.
Genetic Information Nondisclosure Act (GINA)
138
A privacy law in the European Union (EU) that protects the privacy rights of individuals residing in the
EU and regulates organizational processing of personal information about individuals and places limits on
how data can be processed or transferred across national borders.
General Data Protection Regulation (GDPR)
139
A form of business organization in which an international company locates operations in multiple
countries and provides flexible and customized products for each country’s market.
Global corporation
140
The process of integrating business operations and free flow of trade and competition across international
borders.
Globalization of business
141
A work motivation theory with the fundamental tenet that goals and intentions are responsible for human
behavior on the job.
Goal-setting theory
142
An approach to expatriate compensation that ties the base salary for international employees to the salary
levels in the host country. For example, an expatriate would earn pay that is comparable with that earned
by employees in the host country.
Going-rate approach
143
An HRM strategy that focuses on organizing and managing groups of highly skilled and specialized
professionals.
Group-focused HRM strategy
144
An individual who accesses a computer or computer network unlawfully.
Hacker
145
An approach to managing employees that focuses more on empowerment, engagement, and autonomy of
employees than on managing as a form of controlling employee behavior to ensure compliance.
High-performance system
146
A form of compensating an expatriate based upon the salary levels in the host country
Host-country approach
147
Employees of the multinational enterprise who are citizens of a country in which a branch or subsidiary is
located but where the organization’s headquarters is located in a different country.
Host-country nationals (HCNs)
148
An approach to measuring the value of the human resource function by identifying the key value-added
HR activities that contribute to business goals, measuring them, and evaluating the effectiveness of HR
through them.
HR balanced scorecard
149
Measures used to evaluate the functioning of HR programs and as benchmarks for the total HRM
department.
HR metrics
150
Analytics that focus on how efficiently HR functionality is being delivered; may support metrics such as
cost per hire, days to fill positions, and HR department costs as a percentage of sales.
HR process efficiency analytics
151
The number of programs or functions—such as recruiting, compensation, and job analysis—that are
operational using the specific HRIS configuration and the features of these programs that enhance their
usability and capacity to affect outcomes.
HRIS functionality
152
The developers of the software used to support HR processes.
HRIS vendor
153
This encompasses “the knowledge, skills, competencies and attributes embodied in individuals that
facilitate the creation of personal, social and economic well-being”
Human capital
154
Another term used for talent management.
Human capital management (HCM)
155
Systems used to acquire, store, manipulate, analyze, retrieve, and distribute information regarding an
organization’s human resources.
Human resource information systems (HRIS)
156
An integral part of the organizational system dealing with strategies, policies, and practices that aims to
attract, develop, and retain high-quality intellectual capital.
Human resource management (HRM)
157
Moving a company’s human resource function outside the organization to an external company.
Human resources outsourcing (HRO)
158
A systematic approach to estimating the future needs of a company for human capital in terms of labor
and supply.
Human resources planning (HRP)
159
The predominant markup language for Web pages. It provides a means to describe the structure of textbased information in a document—by denoting certain text as links, headings, paragraphs, lists, and so
on—and to supplement that text with interactive forms, embedded images, and other objects.
Hypertext Markup Language (HTML)
160
The costs associated with implementing a new HRIS.
Implementation costs
161
The phase in the systems development life cycle in which an HRIS is built, tested, and readied for actual
rollout.
Implementation phase
162
The team working with the project manager to complete the actual software implementation
Implementation team
163
Compensation provided for some performance achievement. Unlike merit pay, it is not added to base pay
but is a one-off reward that must be re-earned to be received again.
Incentive pay
164
The benefits associated with the implementation and use of a new HRIS that cannot be measured with
certainty (also called intangible benefits). These can be factors such as improved HR reputation or
employee morale.
Indirect benefits
165
The costs associated with the implementation and use of a new HRIS that cannot be measured with
certainty (also called intangible costs). These can be factors such as lost employee productivity or a shortterm loss of HR goodwill as employees learn to use the new system.
Indirect costs
166
Indirect costs are harder to quantify than direct costs, but they could include loss of market share in the
country, negative reactions from the host-country government, and possible negative effects on local
employee morale.
Indirect costs of expatriate failure
167
A performance tool that helps facilitate employee performance and development to reach both short-term
and long-term performance goals.
Individual development plan (IDP)
168
A type of retirement account that allows individuals to invest for retirement while providing tax benefits
to investors.
Individual retirement account (IRA)
169
According to the Oxford English Dictionary, information is the result of informing or giving form or
shape to the mind. _______________ provides structure and meaning to abstract data and is of potential value to
organizations
Information
170
A general term that describes those technologies that are used to communicate and to create, store,
disseminate, and manage information. See also Information Technology(IT).
Information and communication technology (ICT)
171
A human value consisting of four elements that refer to human rights, namely, solitude, anonymity,
intimacy, and reserve. Information privacy concerns come into play wherever personally identifiable
information is collected, stored, and used.
Information privacy
172
Ensuring the confidentiality, integrity, and availability of information.
Information security
173
The use of computers and computing technology to store, receive, transmit, and manipulate data.
Information technology (IT)
174
A software service that provides access to computing resources such as hardware, software, and servers.
Infrastructure as a service (IaaS)
175
A way of assessing indirect benefits that estimates them based upon current organizational metrics.
Internal assessment
176
A capital budgeting metric that is the annualized effective compounded rate of return when the net present
value of an investment is zero; it is an indicator of the efficiency of an investment.
Internal rate of return (IRR)
177
The professional organization for specialists in both human resources and human resources technology.
International Association for Human Resource Information Management (IHRIM)
178
A domestic corporation that expands its business (e.g., sales of products or services) into markets outside
of its own country
International corporation
179
The profession and practice of HRM within an international or global corporation
International human resource management (IHRM)
180
A network of objects with embedded sensors and other technology that allow the objects to collect and
exchange data.
Internet of Things (IoT)
181
Any Web-based training (WBT) or online learning or education.
Internet-based training (IBT)
182
A meeting with an employee where an analyst will ask a series of questions about HR processes and
needs.
Interview
183
An internationally agreed-upon set of standards governing information security management.
ISO/IEC 27000
184
The basic hardware, software, and networking infrastructure of the organization.
IT architecture
185
The process of systematically obtaining information about jobs by determining the duties, tasks, or
activities of jobs, from which a set of KSA (knowledge, skills, and abilities) can be estimated
Job analysis
186
A written summary of the duties, tasks, responsibilities, and activities that define the working contract
between the employee and the organization
Job description
187
A rating or ranking system designed to create an internal hierarchy of job value. In many organizations,
job evaluation results form the basis of the salary structure.
Job evaluation
188
A four-level model for evaluating the effectiveness of learning; levels include employee reactions to
training, employee learning, change in behavior, organizational results.
Kirkpatrick’s evaluation taxonomy
189
A process for identifying, creating, collecting, processing, distributing, and using knowledge.
Knowledge management (KM)
190
The requirements for each job in the organization. These provide the basis for HR planning and for the
recruitment and selection of new employees.
Knowledge, skills, and abilities (KSAs)
191
A multiple-choice training posttest of knowledge of the tools, machines, and equipment used at a factory,
designed to measure how well the new hire has learned essential job information taught in classroom
training.
Knowledge test
192
A model of organizational change developed by Dr. John Kotter that outlines eight steps that should be
completed in order to manage change successfully and avoid the common pitfalls that have beset failed
change programs.
Kotter’s eight-stage change model
193
The level of control trainees have over pace, content, and structure of the training itself.
Learner control
194
The organizational conditions within an organization that help promote the learning process and
knowledge acquisition.
Learning climate
195
A software application that supports the creation, management, and implementation of training content.
Learning content management system (LCMS)
196
Software application that supports the administrative aspects of the training, including scheduling,
tracking, reporting, skills gap analysis, and resource allocation
Learning management system (LMS)
197
A company that values, supports, and facilitates employee learning and development.
Learning organization
198
The HR function focused on improving the knowledge, skills, and performance of employees, groups, and
the organization.
Learning, training, and development (LT&D)
199
A system feasibility assessment tool that focuses on the legal issues associated with the implementation of
a new system and any political impacts that would emerge from its use.
Legal and political feasibility
200
The first-level DFD (data flow diagram) that outlines the major processes (functions) of the system, the
basic sequence of these processes, the basic data stores, and the external entities that interact with the
system.
Level 0 diagram
201
One of the earliest key contributions to organizational change, Lewin’s framework serves as a general
model for understanding planned change.
Lewin’s three-step change model
202
A technique in computer networking that spreads work between computers, network links, or CPUs in
order to get optimal resource utilization from the network.
Load balancing
203
A phase in the SDLC (systems development life cycle) in which a new system is designed without regard to the technology (e.g., hardware, software, networking) in which it will be implemented.
Logical design
204
A model of the system that graphically illustrates what the system does, independent of any technological
architecture (e.g., hardware, software, networking).
Logical model
205
The application of artificial intelligence that allows systems to learn and improve from experience.
Machine learning
206
The phase in the systems development life cycle in which the implemented HRIS is refined and updated
to prolong its useful life, fix minor errors, and improve functionality.
Maintenance phase
207
A broad term that refers to malicious software whose primary purpose is to infiltrate a user’s machine
without his/her knowledge. Examples include viruses, worms, spyware, trojans, and
ransomware.
Malware
208
A type of information system designed to provide detailed data to aid managers in performing day-to-day
activities.
Management information system (MIS)
209
Within an HRIS, it is a portal that allows managers to access and manage employee and organizational
data related to subordinates and to perform administrative tasks associated with managing these
employees.
Manager self-service (MSS)
210
A compensation practice designed to provide labor market rates for jobs in an organization. The labor
markets may be local, regional, national, or global. The underlying rationale is that an organization should
pay for a job roughly what other employers in the relevant market pay to attract and retain employees.
Market benchmarking
211
An HRM strategy that designs the personal structure around the need to react quickly to market and
environmental developments; typically has fewer formalized relationships and rules than other HRM
strategies.
Market-oriented HRM strategy
212
A graphical model, or framework, of the architectural approach used when establishing or evaluating
organizational security measures.
McCumber Cube
213
A framework for explaining the extent to which a medium can communicate or reproduce information;
focuses on a medium’s ability to convey factors such as content, social cues, and feedback.
Media richness
214
The delivery of training/learning over mobile devices
Mobile learning
215
A company that has expanded production and distribution of products or services into multiple countries
to capitalize on lower costs.
Multinational corporation
216
Any organization that has a business presence in more than one country. A multinational enterprise is also
called a multinational corporation.
Multinational enterprise (MNE)
217
An approach to outsourcing HR administration, also known as comprehensive or blended services
outsourcing. This approach involves outsourcing to niche, third-party providers all of one or more related
HR functions, for example, recruitment and selection or defined and 401(k) retirement plan
administration.
Multiprocess HRO
218
A software environment that supports multiple customers on one server
Multitenant
219
An organizational performance model that is built on the view that organizations are systems and that
only if there is congruence (“fit”) between the various organizational subsystems can we expect optimal
performance.
Nadler’s congruence model
220
The norms, behaviors, beliefs, and customs that exist within a nation.
National culture
221
The overall ease with which a user can browse through multiple Web pages to locate topics of interest.
Navigability (of a website)
222
In the analysis of an HR system, the process by which an organization determines and documents its
current and future system needs. These needs become the targets or goals that the new system will attempt
to satisfy. See also requirements definition
Needs analysis
223
A stage in needs analysis that prepares the firm to investigate the current and new system.
Needs analysis planning
224
Subject to the requirements of the Fair Labor Standards Act. Employers of nonexempt employees must
pay them at least minimum wage, pay overtime of 1.5 times the base pay rate for every hour worked in
one week in excess of 40 hours with 2.5 allowed for meals, keep track of hours worked, and file reports
with the U.S. Labor Department demonstrating compliance.
Nonexempt workers
225
The software and hardware configurations in which databases, applications, and other resources are
distributed among many different computers around the world.
N-tier architectures
226
A database containing job descriptions for a large number of jobs in a variety of industries. It is a good
starting point for a job analysis project.
O*Net database
227
The phase in needs analysis in which the analyst observes the current processes and systems
Observation
228
Software developed and supported by the Economic Research Institute (ERI), which was founded in 1987
to provide compensation research to organizations and consultants in the form of published reports and
survey software.
Occupational Assessor® software
229
The 1970 law that authorizes the federal government to establish and enforce occupational safety and
health standards for all places of employment affecting interstate commerce.
Occupational Safety and Health Act (OSHA)
230
An office of the U.S. Department of Labor that focuses on ensuring that organizations contracting with
the federal government are in compliance with the relevant nondiscrimination laws and regulations.
Office of Federal Contract Compliance Programs (OFCCP)
231
A form of offshoring in which the company moves operations overseas but retains ownership of the
offshore operations in some form.
Offshore ownership
232
An organization’s use of groups outside of its home country (e.g., India, Ireland, or China for U.S.
corporations) to provide services (e.g., HR call centers) to achieve strategic organizational goals.
Offshoring
233
A formalized training program in which the training occurs outside of the employee’s normal work
context
Off-the-job training
234
Installation and operation of software on the premises (or on site) of an organization.
On-premise
235
The use of the Internet in attracting job seekers to a company’s job openings.
Online recruiting
(also known as Web-based recruiting, Internet-based recruiting, cyber recruiting, and e-recruiting)
236
The administration of a selection test over the Web.
Online test
237
Informal training conducted while an employee is doing her or his job.
On-the-job training
238
An approach to software development in which the developers make the source code available for anyone
to view, adapt, or change.
Open-source software
239
Software that manages the interaction between the computing hardware and software and provides
services common to all applications
Operating systems (OS)
240
Extent to which operational practices are of high quality and are designed around best practices
Operational effectiveness
241
The use of eHRM to facilitate employees’ tasks by making information easily available to them; supports
transactional HRM activities.
Operational eHRM
242
One of the most effective methods for developing the evidence on which to base managerial decisions
Operational experiments
243
System feasibility assessment tool that focuses on how well the new system will fit within the
organization and can be used to consider issues such as development schedule, extent of organizational
change, and user responses to the system.
Operational feasibility
244
The translation of images of handwritten or printed text into computer-editable text, usually by a scanner.
Optical character recognition (OCR)
245
A concept defined as a complex set of shared beliefs, guiding values, behavioral norms, and basic
assumptions acquired over time that shapes employees’ thinking and behavior; they are part of the social
fabric of the organization.
Organizational culture
246
An approach to justifying the purchase of HRIS software and systems that is based on identifying
instances in which the addition of the functionality provided in the software has the capability to improve
organization effectiveness by increasing revenues and/or reducing operating costs.
Organizational enhancement strategy
247
The process of creating, managing, and transferring knowledge in the organization.
Organizational learning
248
An organization’s plans for achieving long-term goals and a competitive advantage over its competitors.
Organizational strategy
249
The resources (e.g., tools, time allocation, and financial support) available to employees to pursue elearning activities.
Organizational support
250
Annual report required by OSHA in which an organization reports all work-related injuries and illnesses
OSHA Form 300
251
A summary report that displays total illnesses and injuries that occurred during the year, which is posted
for all employees to view.
OSHA Form 300A
252
A supplement form to the OSHA Form 300 in which information is provided for each reportable injury
and illness.
OSHA Form 301
253
An organization’s use of an outside group to provide services—from a few services (e.g., recruiting,
compensation processing) up to a broad set of services (e.g., all HR functions)—to achieve strategic
organizational goals.
Outsourcing
254
Employees of the multinational organization (MNE) who are citizens of the country in which the parent,
or headquarters, of the MNE is located.
Parent-country nationals (PCNs)
255
An individual who is currently employed but who is also open to considering other employment
opportunities.
Passive job seeker
256
A federal law passed in 2010 that focuses on the delivery and regulation of health care in the United
States. It represents one of the most sweeping regulatory overhauls of health care in 50 years and has
large implications for businesses.
Patient Protection and Affordable Care Act
257
A capital budgeting metric that calculates the number of years required for the flow of benefits returned
by an investment to equal the cost of the investment.
Payback period
258
a retirement plan in which either the retiree receives a defined sum of money payed at a regular interval
(e.g., defined benefit) or an employer makes a defined contribution to a retirement account (e.g., 401(k)).
Pension plans
259
The degree to which an individual believes that using a system will improve his or her performance.
Perceived usefulness
260
Type of system maintenance that focuses on making small changes to the system to improve performance.
Perfective maintenance
261
A retrospective system noting how an employee has performed during a previous period. Performance
appraisal data usually form the basis for merit pay
Performance appraisal
262
An agreed-upon performance standard by a manager and employee during the performance planning
process.
Performance contract
263
An outcome, behavior, or competency used in the performance management (or appraisal) process.
Performance criteria are the factors on which an employee’s performance is rated.
Performance criterion
264
Performance discrepancies between the current HR system, or HRIS, and the desired system.
Performance gaps
265
A managerial process designed to improve employees’ job performance. _______________________ is broader than performance appraisal because it focuses on planning for performance, providing
performance feedback to an employee, and rewarding changed job performance behavior.
Performance management
266
The observation of workplace performance by a manager or team leader; an employee may be “observed”
and performance data captured through technology or through direct observation.
Performance observation
267
A formal organizational process where managers and employees identify and discuss performance goals
and standards for the next performance review cycle.
Performance planning
268
A reward based on job status. In the past, these were usually reserved for executives (corporate jet,
executive dining room, special parking), but now they are frequently used as performance rewards for
other workers.
Prerequisite
269
A type of selection test that captures an applicant’s personality.
Personality test
270
Attempting to acquire usernames, passwords, account information, or other personal information by
appearing to look like an authentic source with which the victim does business.
Phishing
271
A phase in the SDLC (systems development life cycle) in which a new system is designed with particular
focus on how the hardware, software, networking, activities, and so on will be implemented.
Physical design
272
The phase in the systems development life cycle in which an organization reviews the existing
technological and system capabilities and develops a general plan for adapting, upgrading, or changing
these systems.
Planning phase
273
A software service that provides users a platform upon which they can design, test, and implement
software applications.
Platform as a service (PaaS)
274
A research-validated, structured/standardized job analysis tool consisting of 194 items that represent work
behaviors, work conditions, and job characteristics.
Position analysis questionnaire (PAQ)
275
Remarks made by a manager to a direct report concerning observed performance and designed to
reinforce efforts leading to high performance
Positive feedback
276
A type of test in which there is no designated time limit to create time pressure or in which the time limit
is set such that most candidates will complete the test without working hastily
Power test
277
The most demanding user(s) of HRIS who will use a large amount of the system functionality
Power user(s)
278
Training program for expatriates prior to taking an international position.
Predeparture training
279
A form of data analysis in which current and historical data are analyzed to make predictions about the
future.
Predictive analysis
280
Type of system maintenance that focuses on maintaining the system to reduce the risk of a system failure
or to extend the system’s life.
Preventative maintenance
281
A well-defined and succinct description of the known symptoms and causes of problems with current HR
operations and how the proposed system will address these problems.
Problem statement
282
A business function or activity through which data are created, manipulated, or transformed. A process is
represented on a DFD (data flow diagram) by a square with rounded edges.
Process
283
A model that represents the key business processes or activities conducted by the organization.
Process model
284
A perspective for analyzing an HRIS that focuses on the business processes and activities in which the
organization engages and on how data flow through the HRIS.
Process perspective
285
An individual or group that has the authority and status to ensure appropriate resources are applied to a project.
Project champion
286
Employees’ beliefs about the reciprocal obligations and promises between them and their organizations.
Psychological contract
287
A feeling that refers to mitigating the anxiety people feel whenever they are asked to do something
different or new. People are concerned about losing their identities, looking dumb, and losing their
effectiveness or self-esteem. This anxiety can be a significant restraining force to organizational change.
Psychological safety
288
Procedures of making information available to managers so that they can access any of it at a point in
time when it will be most useful for their decision making.
Pull systems
289
Push communications channels, such as e-mail, actively push information and analyses to the attention of
managers. These channels are used for information that is time critical or of which the manager is
unaware. These are excellent for getting information to decision makers.
Push systems
290
A paper or electronic set of questions produced to collect data from a large number of people.
Questionnaire
291
A form of malware that involves locking and access to a system or files until a ransom is paid to the
hacker.
Ransomware
292
The delivery of tailor-made e-learning content swiftly and inexpensively to a large number of learners and
the tracking of learning progress in order to stay abreast of rapidly changing knowledge and information
needs.
Rapid e-learning (REL)
293
A preview of what it is like to work for an organization that highlights cultural aspects of the company
such as its philosophy, value systems, history, diversity, salary structure, and benefits.
Realistic culture preview
294
A preview of what it is like to work for an organization that shows applicants both the positive and
negative attributes of a job.
Realistic job preview
295
Any reward (whether cash or noncash) with the primary purpose of celebrating the specific performance
achievements of individuals or groups by publicly rewarding them.
Recognition award
296
A recruitment website that has the dual purpose of both encouraging a potential applicant to apply and
engaging in initial candidate screening.
Recruiting- and screening-oriented website
297
An HR process whereby the organization attempts to identify and attract the most qualified and best
people.
Recruitment
298
The final phase in Lewin’s change model, in which the new behaviors and processes are reinforced,
institutionalized, and stabilized.
Refreezing
299
The use of eHRM to support core HRM processes such as recruitment, selection, onboarding, etc.;
supports traditional HRM activities
Relational eHRM
300
The extent to which the system is available when needed, provides accurate and timely information, and
is flexible enough to meet the needs of the trainees.
Reliability
301
The process that occurs as the expatriate and family return to their homeland. It is critically important that repatriation programs be established, since there is a readjustment (reverse culture shock) when individuals return to their home cultures.
Repatriation
302
The phase in needs analysis in which the final document is created that summarizes the needs analysis
findings and presents recommendations for the design phase.
Reporting
303
A set of decisions made about what metrics to report, how to report them, and to whom they should be
reported.
Reporting metrics
304
A document that solicits potential consultants or vendors to submit proposals and bids for proposed work.
Request for proposal (RFP)
305
A document that lists and prioritizes each requirement the new system must meet.
Requirements definition
306
Actions taken by individuals and groups to oppose a change when they perceive that the change is a threat
to them.
Resistance to change
307
A theory about organizations that suggests that the value of the firm is based upon its physical,
organizational, and human capital.
Resource-based view
308
Keeping current employees with the organization instead of them leaving for other opportunities.
Retaining talent
309
A capital budgeting metric in which the flow of benefits that result from an investment is compared with
the cost of the investment, usually in the form of a ratio, using the cost of the investment as the
denominator. ROI is generally expressed as a percentage of the total benefits less total costs over the total
costs, and it is usually determined by the following formula:
Return on investment (ROI)
310
A strategy used by organizations as part or all of the justification for purchasing HRIS software. Risk mitigation results from the software allowing the organization to avoid potentially negative future events
(e.g., a failed compliance audit, inability to generate data necessary to defend against a lawsuit).
Risk avoidance strategy
311
A type of virus that hides in the operating system and causes viruses to appear as necessary files.
Rootkit
312
A 2002 U.S. law that increased accounting and finance independence and reporting standards to better
protect investors from fraudulent accounting activities.
Sarbanes-Oxley Act (SOX)
313
A management theory that focuses on the application of engineering and science principles to improve
workflows and efficiency in production.
Scientific management
314
Enlargement of original project scope.
Scope creep
315
Illegal access to private data, services, networks, or devices by getting around security protections.
Security breaches
316
The tools used to help an organization choose among candidates or employees in a hiring or promotion
decision.
Selection procedures
317
The number of candidates who, based on the assessment, are chosen for the job divided by the number of
candidates who are assessed.
Selection ratio
318
The choice of a potential applicant to apply or not to apply for a position.
Self-selection
319
When considering the interoperability of systems, it is the level at which data share meanings across different applications.
Semantic level
320
A structure for organizing and utilizing distributed computing capabilities that may be under the control
of different ownership domains.
Service-oriented architecture (SOA)
321
A technology-enabled centralized group designed to provide excellent service to internal customers at
reduced costs
Shared-service center (SSC)
322
A strategy in which one or more business functions of a firm are concentrated in a semiautonomous
organization and managed like a business unit.
Shared services
323
A time-limited talent management strategy in which the firm quickly adapts to a rapid change in market
conditions.
Short-term tactical strategy
324
With respect to social media, it is a request made by a manager or supervisor for an employee or applicant
to provide the organization access to their social media accounts by entering their password.
Shoulder surfing
325
A defined contribution pension plan that allows a small business or self-employed individual to contribute
a percentage of salary, tax free, to a retirement account.
Simplified employee pensions (SEPs)
326
A software environment that supports only one customer on one server.
Single tenant
327
A form of electronic communication through which users create online communities to share information,
ideas, personal messages, and other content such as videos.
Social media
328
The organization’s plan to align social media initiatives (e.g., the when, where, and how of social media
use) with the organization’s strategy.
Social media playbooks
329
Group of Web pages, usually containing hyperlinks to each other, made available by an individual or
organization for the purpose of delivering information.
Social media websites (SMWs)
330
The use of online tools and websites to find and maintain relationships.
Social networking
331
Description of an individual’s social characteristics (e.g., interests, expertise, professional and personal
affiliations, geographic location, communication patterns and networks) that identify her or him on social
media sites such as LinkedIn and Facebook.
Social networking profiles
332
Websites that allow people to create and manage content and connect with others. Some examples include
Facebook, LinkedIn, Twitter, Instagram, and Pinterest.
Social networking websites
333
The act of recruiting candidates using social media platforms.
Social recruiting
334
The largest worldwide professional organization for HR practitioners and academics.
Society for Human Resource Management (SHRM)
335
An approach to the delivery and use of HR software in which the software is hosted remotely and accessed via a private or public (e.g., the Internet) network, and is often accessed using a Web browser. Instead of owning the hardware and software, the organization rents them. See also cloud computing.
Software as a service (SaaS)
336
The process of validating the accuracy and correctness of software code before it is implemented.
Software testing
337
An external firm that partners with a company to provide some of its HR functionality, for example,
recruitment or benefits management. _____________________________ require certain information to complete these
tasks, such as information about vacant positions, including position description, job specifications,
desired candidate competencies, potential salary range, and contact information. The information
provided is limited to specific searches for open jobs and is updated as needed.
Sourcing partner organizations
338
A type of selection that forces candidates to complete the test within an allotted time.
Speeded test
339
Software installed on a computer that gathers information about a user’s activities on the Web and
transmits it to third parties.
Spyware
340
Those who have a direct interest or involvement in the implementation of an HRIS, or those who are
affected by its implementation.
Stakeholders
341
The state in which data are currently residing. It can be in storage (data at rest, waiting to be accessed), in
process (being actively examined or modified), or in transmission (data in motion).
State of information
342
To regard an individual negatively or with disapproval.
Stigmatize
343
The choices a firm makes about how to organize itself, what markets to participate in, and what
opportunities to pursue based upon its unique capabilities.
Strategic choices
344
The strategic alignment of the HR management function with organizational goals. It aims to harness the potential of people as a key competitive advantage through the use of their creativity and innovation.
Strategic human resource management (strategic HRM)
345
The realignment of HR practices so that they are in alignment with overall corporate strategic goals.
Strategic realignment
346
A way a firm achieves long-term competitive advantage in its market by having a resource that is
valuable, rare, difficult to imitate, and does not have an easy substitute.
Sustainable competitive advantage
347
“Real-time” or live communication using tools such as messenger services or videoconferencing.
Synchronous communication
348
When considering the interoperability of systems, it is the level at which different systems share the
ability to interact and work with each other with respect to their programming languages
Syntactical level
349
The process of migrating from an old HRIS to a new HRIS.
System conversion
350
A formal process through which a system is analyzed, redesigned, and implemented. The ________ will
include phases such as analysis/evaluation, design/improvement, development, implementation, and
maintenance of the system.
Systems development life cycle (SDLC)
351
A formal or planned approach to workforce training and development that helps organizations design
more effective training; consists of four phases (identifying training needs, developing training initiatives,
implementing training, evaluating training).
Systems model of training and development
352
A strategic approach to the recruitment, selection, training, development, and management of employees,
including the management of their performance and promotion, to meet the strategic objectives of a firm
and thus improve the organization’s competitiveness in the marketplace.
Talent management (TM)
353
An integrated approach to managing talent that focuses on five key tasks: recruitment, selection, training,
performance management, and succession planning.
Talent management life cycle
354
An integrated software suite that comprises a range of HR activities such as applicant tracking, succession
and career planning, performance management, compensation and benefits management, and learning
management.
Talent management system (TMS)
355
A system feasibility assessment tool that focuses on the technical capability of the organization and the
availability of the technology necessary to implement a new system.
Technical feasibility
356
Protecting the security of selection tests so that the questions and answers do not become available to
those taking the test.
Test security
357
The most common advice regarding the management of a multinational enterprise (MNE). This advice
applies to the total management process of an MNE—its strategy, operations, finance, marketing, and
HR—and has been followed religiously for many years in international management. Beaman has argued
that this approach is completely the inverse of how we should be developing and managing our global
HRIS projects.
“Think global, act local”
358
Employees of the multinational enterprise who are citizens of a country other than the parent or host
country.
Third-country nationals (TCNs)
359
A computing architecture that distributes processing power across a machine that requests service (e.g.,
client) and two machines that provide data services (e.g., the database server) and application services
(e.g., the application server).
Three-tier architecture
360
Extent to which the executive managers of a firm (e.g., the C-suite) are willing to support and provide
resources and authority necessary for project success.
Top management support
361
An outsourcing approach that involves having all or nearly all HR functions handled by one or more
external vendors. All traditional HR administrative and functional activities would be managed through
third-party vendors.
Total HRO
362
Activities that involve HR programs such as planning, recruiting, selection, training, compensation, and
performance management.
Traditional HR activities
363
The level of information load, diversity, change, and interconnectedness required of learning tasks
Training complexity
364
Advice on how best to navigate and use e-learning tools.
Training guidance
365
The training activity that identifies any discrepancies between existing knowledge, skills, and abilities and
those required in the future (e.g., the “gap”).
Training needs analysis (TNA)
366
The transfer of competencies learned in training to the job.
Training transfer
367
The idea that organizations can choose to purchase the goods and services they need in the competitive
marketplace or make those goods and services internally.
Transaction cost theory
368
Routine, day-to-day activities of the HR department, such as record keeping, that are important but add
little value to the competitive position of the organization.
Transactional HR activities
369
The use of eHRM to facilitate strategic decision making and strategic change processes; supports
transformational HR activities.
Transformational eHRM
370
Those strategic-level activities tht focus on adding value to the organization—for example, cultural or
organizational change, structural realignment, strategic redirection, and increasing innovation.
Transformational HR activities
371
The phase in Lewin’s change model in which the change happens; also called changing
Transition
372
A type of multinational corporation that tailors business operations and HR management to the local
culture.
Transnational corporation
373
A type of malware that hides inside e-mail attachments or files and infects a user’s computer when it is
opened and/or executed.
Trojan
374
A U.S. government program that purchased financial assets of troubled companies with the goal of
stabilizing the U.S. economy.
Troubled Asset Relief Program (TARP)
375
The software and hardware configuration that divides a business application into two tiers, typically with
the user interface and some business logic on the user’s computer, such as a PC (the client), and the
database and mainstream parts of the application stored on a server.
Two-tier (client-server) architecture
376
To access employee (or other types) of data without permission or authority.
Unauthorized access
377
The disclosure of employee information to third parties without the permission of the employee.
Unauthorized disclosure
378
The first step in Lewin’s change model, in which the organization creates an awareness of the need for
change and a desire to change in employees.
Unfreezing
379
A 1994 federal legislation that protects the civilian employment of active and reserve military personnel
in the United States who are called to active duty.
Uniformed Services Employment and Reemployment Rights Act (USERRA)
380
A form of selection testing in which the job candidate is tested online at a location and time convenient to
them, and there is no proctoring of the exam by a test administrator.
Unproctored testing
381
A federal U.S. law that established the 40-hour work week, but it also required employers to maintain
records of basic employee information.
U.S. Fair Labor Standards Act of 1938
382
The extent to which users are able to use a website effectively. ____________ is often viewed as being
comprised of a number of dimensions, including navigability, content and display of information,
aesthetics, and ease of use.
Usability (of a website)
383
The willingness of a user of a system to employ the new technology.
User acceptance
384
A description of how to interact with the HRIS. It should cover a variety of tasks such as data entry, using
the system, and basic troubleshooting.
User documentation
385
The communication boundary between the hardware device (e.g., computer, PDA, kiosk) and the user of
that hardware. It is the point at which the user interacts with the system, providing inputs and receiving
information or feedback from the system.
User interface
386
The value that a selection test provides for an organization; assessed as a formula that takes into account
factors such as the validity of the test, the selection rate, and any change in performance that can be
attributed to the test.
Utility formula
387
A statistical correlation that indicates the correspondence between test scores and job performance or
some other important work outcomes.
Validity coefficient
388
The different forms of data collected by the organization and stored in the data warehouse.
Variety
389
The speed at which an organization captures data and stores it in the data warehouse.
Velocity
390
Quality of the data collected by the organization and included in a data warehouse.
Veracity
391
A work environment in which the employees of a company work away from company premises and
communicate with their respective workplaces via telephone or computer devices.
Virtual workspace
392
In data warehousing, it refers to the amount of data that organizations collect and include in a data
warehouse.
Volume
393
The first generation of the Web, in which static web-pages are connected via hyperlinks
Web 1.0
394
The second generation of the Web, which utilizes dynamic user-generated content, creativity,
collaboration, and information sharing.
Web 2.0
395
An evolution of Web 2.0 that is based on a number of developments such as the semantic Web, open and
mobile access, augmented reality, and intelligent applications.
Web 3.0
396
Any training and learning that takes place via the World Wide Web.
Web-based training (WBT)
397
An in-basket exercise in which the examinee must examine a variety of types of information
(correspondence, reports, and other information) and also interact with simulated coworkers, employees,
or other business associates (whether computer simulated or role-played by actors over the telephone or in
person). The examinee is evaluated on a variety of dimensions, from accuracy and the quality of decisions
to work-related competencies, interpersonal skills, and other personal attributes.
Work simulation
398
Strategies for combining data elements into metrics and for examining relationships or changes in HR
metrics.
Workforce analytics
399
A technique that attempts to understand how an organization’s human capital needs would change as a
function of some expected change in the organization’s environment. This change might be a shift in the
demand for the organization’s product, entry into a new market, divestiture of one of the organization’s
businesses, or a pending acquisition of or merger with another organization.
Workforce modeling
400
HR software that helps organizations manage workforce planning.
Workforce Planning Systems (WPSs)
401
Stand-alone software programs that are meant to disrupt computer and network operations that can
replicate themselves to spread. Unlike viruses that require the spreading of an infected file, can
spread by themselves without attaching to files.
Worms
