Glossary Terms to Know Flashcards
Use this deck to learn all of the terms in the glossary for the certification exam.
1
Q
ADA
A
Americans with Disabilities Act
2
Q
ADAAA
A
Americans with Disabilities Act Amendments Act
3
Q
ADDIE
A
Analysis, Design, Development, Implementation, Evaluation model; a five-step instructional design
framework that guides the design and development of learning programs
4
Q
ADEA
A
Age Discrimination in Employment Act
5
Q
ADR
A
Alternative dispute resolution; an umbrella term for the various approaches and techniques (other than litigation) that can be used to resolve a dispute, such as arbitration, conciliation and mediation.
6
Q
analytics
A
Tools that add context or subclassifying comparison groups to data so that the data can be used for decision support.
7
Q
applicant
A
Person who applies for or formally expresses interest in a position
8
Q
arbitration
A
Method of alternative dispute resolution (ADR) by which disputing parties agree to be bound by the
decision of one or more impartial individuals to whom they submit their dispute for final determination.
9
Q
assessment center
A
Process by which job candidates or employees are evaluated to determine suitability and/or readiness for employment, training, promotion or an assignment.
10
Q
ATS
A
Applicant tracking system; a software application that automates organizations’ management of the recruiting process, such as accepting application materials and screening applicants.
11
Q
balance sheet
A
Statement of an organization’s financial position at a specific point in time, showing assets, liabilities and shareholder equity
12
Q
balanced scorecard
A
Performance management tool that depicts an organization’s overall performance as measured
against goals, lagging indicators and leading indicators.
13
Q
benchmarking
A
Process by which an organization identifies performance gaps and sets goals for performance improvement by comparing its data, performance levels and/or processes against those of other organizations.
14
Q
benefits
A
Mandatory or voluntary payments or services provided to employees, which typically cover retirement, health care, sick pay/disability, life insurance and paid time off (PTO).
15
Q
BFOQ
A
Bona fide occupational qualification; a factor (such as gender, religion or age) that is reasonably necessary, in the normal operations of an organization, to carry out a particular job function.
16
Q
bias
A
A partiality or an inclination or predisposition for or against something.
17
Q
business case
A
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.
18
Q
business intelligence
A
Raw data (which may be internal or external to an organization) that is translated into meaningful information for decision-makers to use in taking strategic action.
19
Q
business unit
A
Element or segment of an organization that represents a specific business function, such as
accounting, marketing or production; also may be called department, division, group, cost center or functional area.
20
Q
buy-in
A
Process by which a person or group provides a sustained commitment in support of a decision,
approach, solution or course of action.
21
Q
candidate experience
A
Perception of a job seeker about an employer based on interaction during the complete recruitment process.
22
Q
career development
A
Progression through a series of employment stages characterized by relatively unique issues, themes and tasks.
23
Q
career mapping
A
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.
24
Q
career pathing
A
Process by which employers provide employees with a clear outline for moving from a current to a desired position.
25
cash flow statement
Statement of an organization’s ability to meet its current and short-term obligations by showing
incoming and outgoing cash and cash reserves in operations, investments and financing.
26
center of excellence
Team or structure that provides expertise, best practices, support and/or knowledge transfer in a
focused area.
27
CEO
Chief executive officer
28
CFO
Chief financial officer
29
change initiative
Transition in an organization’s technology, culture, or behavior of its employees and managers.
30
change management
Principles and practices for managing a change initiative so it is more likely to be accepted and to
receive the resources necessary (such as financial, human, physical, etc.) to reshape the organization and its people.
31
CHRO
Chief human resource officer
32
coaching
Focused, interactive communication and guidance intended to develop and enhance on-the-job performance, knowledge or behavior.
33
COBRA
Consolidated Omnibus Budget Reconciliation Act
34
code of conduct
Document that summarizes the standards of business conduct for an organization, such as rules, values, ethical principles and vision.
35
comparable worth
Concept that jobs that are primarily filled by women and require skills, effort, responsibility and working conditions comparable to similar jobs primarily filled by men should have the same classifications and salaries.
36
competencies
Clusters of highly interrelated attributes, including knowledge, skills, abilities and other characteristics (KSAOs), that give rise to the behaviors needed to perform a given job effectively
37
compliance
State of being in accordance with all national, federal, regional and/or local laws, regulations, and/ or other government authorities and requirements applicable to the places in which an organization operates
38
conciliation
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.
39
conflict of interest
Situation in which a person or organization may potentially benefit, either 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.
40
COO
Chief operating officer
41
cost-benefit analysis
Approach to determining the financial impact of an organization’s activities and programs on
profitability by comparing value created against the cost of creating that value.
42
critical path
Amount of time needed to complete all required elements or components of a task, which is
determined by taking into account all project-task relationships.
43
CSR
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.
44
culture
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.
45
diversity
The differences between individuals on any attribute that may lead to the perception that another person is different from the self
46
due diligence
Requirement to thoroughly investigate an action before it is taken through diligent research and
evaluation.
47
EAP
Employee assistance program
48
EEOC
Equal Employment Opportunity Commission
49
e-learning
Electronic media delivery of educational and training materials, processes and programs
50
emotional intelligence
Ability to be aware of, control and express one's emotions and to handle interpersonal relationships judiciously and empathetically
51
employee engagement
Employees’ emotional commitment to an organization, which is demonstrated by their willingness to put in discretionary effort to promote the organization’s effective functioning.
52
employee experience
Sum of all touchpoints an employee has with an employer, including those related to an employee's role, workspace, manager and well-being.
53
employee surveys
Instruments that collect and assess information on employees’ attitudes and perceptions of the work environment or employment conditions, such as engagement or job satisfaction.
54
employees
Individuals who exchange their work for wages or salary.
55
EPA
Equal Pay Act
56
equality
Equal treatment of individuals and groups.
57
equity
A relative form of equality that takes into consideration the needs and characteristics of the individuals, the context of the situation, and circumstances that result in disparate outcomes.
58
ERISA
Employee Retirement Income Security Act
59
ethics
Set of behavioral guidelines that an organization expects employees at all levels to follow to ensure appropriate moral and ethical business standards.
60
evidence-based
Approach to evaluation and decision-making that utilizes data and research findings to drive business
outcomes.
61
EVP
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 acquisition, retention and engagement.
62
exit interview
Meeting held with an employee who is about to leave an organization, typically to discuss the
employee's reasons for leaving and the employee's experience of working for the organization.
63
FCRA
Fair Credit Reporting Act
64
FLSA
Fair Labor Standards Act
65
FMLA
Family and Medical Leave Act
66
focus group
Small group of invited individuals (typically six to 12 people) who actively participate in a structured discussion in which a facilitator elicits input on a specific product, process, policy or program.
67
gap analysis
Method of assessing a current state to determine what is needed to move to a desired future state.
68
gig economy
Free market system in which temporary positions are common and organizations hire independent
workers for short-term commitments instead of full-time employees.
69
GINA
Genetic Information Nondiscrimination Act
70
globalization
Status of growing interconnectedness and interdependency among countries, people, markets and organizations worldwide.
71
governance
System of rules and processes set up by an organization to ensure its compliance with local and international laws, accounting rules, ethical norms, internal codes of conduct, and other standards.
72
hazard
Potential harm that is often associated with a condition or activity that, if left uncontrolled, can result in injury or damage to people or property.
73
HIPAA
Health Insurance Portability and Accountability Act
74
HR
Human resources
75
HR service model
Approach to structuring and delivering an organization’s HR services to support organizational success.
76
HRBP
HR business partner; an HR professional who advises an organization’s leaders in developing and implementing a human capital strategy that closely aligns with overall organizational mission, vision and goals.
77
HRIS
Human resource information system used for gathering, storing, maintaining, retrieving, revising and reporting relevant HR data.
78
HRM
Human resource management
79
inclusion
Extent to which each person in an organization is and feels welcomed, respected, supported and valued as a team member
80
individual development plan
Document that guides employees toward their goals for professional development and growth.
81
information management
Use of technology to collect, process and condense information for the purpose of managing the information efficiently as an organizational resource.
82
integrity
Adherence to a set of ethical standards that reflect strong moral principles, honesty and consistency in behavior.
83
IT
Information technology
84
job analysis
Process of systematically studying a job to identify the activities/tasks and responsibilities it includes, the personal qualifications necessary to perform it, and the conditions under which it is performed.
85
job description
Document that describes a job and its essential functions and requirements, such as knowledge, skills, abilities, tasks, reporting structure and responsibilities.
86
job enlargement
Process of broadening a job’s scope by adding different tasks to the job.
87
job enrichment
Process of increasing a job’s depth by adding responsibilities to the job.
88
job evaluation
Process of determining a job’s value and price to attract and retain employees by comparing the job against other jobs within the organization or against similar jobs in competing organizations.
89
KPI
Key performance indicator; a quantifiable measure of performance that gauges an organization’s progress toward strategic objectives or other agreed-upon performance standards.
90
KSAOs
Knowledge, skills, abilities and other characteristics.
91
labor union
Group of workers who formally organize and coordinate their activities to achieve common goals in their relationship with an employer or group of employers, such as a trade union.
92
lagging indicator
Type of metric describing an activity or change in performance that has already occurred
93
leadership
Ability to influence, guide, inspire or motivate a group or person to achieve their goals.
94
leadership development
Interventions designed to help an individual gain the knowledge, skills, abilities and other characteristics (KSAOs) needed to engage with people and persuade them to work toward a vision or goal.
95
leading indicator
Type of metric describing an activity that can change future performance and predict success in the achievement of strategic goals.
96
liabilities
Organization’s debts and other financial obligations.
97
LMRA
Labor Management Relations Act
98
M&A
Merger and acquisition; a process by which two separate organizations combine, either by joining together as relative equals (merger) or by one procuring the other (acquisition).
99
manager development
Interventions designed to help an individual gain the knowledge, skills, abilities and other characteristics (KSAOs) required to manage people and resources to deliver a product or service.
100
measurement
Process of collecting, quantifying and evaluating data.
101
mediation
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.
102
mentoring
Relationship in which one person helps guide another’s development.
103
mission statement
Concise outline of an organization’s strategy that specifies the activities it intends to pursue and the course its management has charted for the future.
104
MNC
Multinational corporation
105
motivation
Factors that initiate, direct and sustain human behavior over time.
106
negotiation
Process by which two or more parties work together to reach agreement on a matter.
107
NLRA
National Labor Relations Act
108
offshoring
Method by which an organization relocates its processes or production to an international location through subsidiaries or third-party affiliates.
109
onboarding
Process of integrating a new employee with a company and its culture, as well as getting a new hire the tools and information needed to become a productive member of the team.
110
organizational effectiveness
Degree to which an organization is successful in executing its strategic objectives and mission.
111
organizational learning
Acquisition and/or transfer of knowledge within an organization through activities or processes that may occur at several organizational levels; ability of an organization to learn from its mistakes and adjust its strategy accordingly.
112
organizational values
Beliefs and principles defined by an organization to direct and govern its employees’ behavior.
113
orientation
Process by which new employees become familiar with the organization and with their specific department, co-workers and job.
114
OSHA
Occupational Safety and Health Administration (agency)
115
OSH Act
Occupational Safety and Health Act (law)
116
outsourcing
Process by which an organization contracts with third-party vendors to provide selected services or activities instead of hiring new employees.
117
performance appraisal
Process of measuring and evaluating an employee’s adherence to performance standards and providing feedback to the employee.
118
performance management
Tools, activities and processes that an organization uses to manage, maintain and/or improve the job performance of employees.
119
performance measures
Data or calculations comparing current performance against key performance indicators (KPIs).
120
performance standards
Behaviors and results defined by an organization to communicate the expectations of management.
121
PESTLE analysis
Political, economic, social, technological, legal and environmental analysis; a method used to assess external factors and their influence on an organization.
122
position
Scope of work roles and responsibilities associated with one or more people.
123
PTO
Paid time off
124
realistic job preview
Tool used in the staffing/selection process to provide an applicant with honest, complete information about the job and work environment.
125
recruitment
Process by which an organization seeks out candidates and encourages them to apply for job openings.
126
regulation
Rule or order issued by an administrative agency of government, which usually has the force of law.
127
reliability
Extent to which a measurement instrument provides consistent results.
128
remediation
Process by which an unacceptable action or behavior is corrected.
129
remote work
Work that is completed away from a company's office or other dedicated workspace (also known as telework).
130
remuneration
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.
131
remuneration surveys
Instruments that collect information on prevailing market compensation and benefits practices such as base pay, pay ranges, starting wage rates, statutory and market cash payments, paid time off (PTO), and variable compensation.
132
repatriation
Process by which employees returning from international assignments reintegrate into their home country’s culture, conditions and employment.
133
restructuring
Act of reorganizing the legal, ownership, operational or other structures of an organization.
134
retention
Ability of an organization to keep its employees.
135
risk
Uncertainty that has an effect on an objective, where the effect may include opportunities, losses and threats.
136
risk management
System for identifying, evaluating and controlling actual and potential risks to an organization, and which typically incorporates mitigation and/or response strategies, including the use of insurance.
137
ROI
Return on investment; data or calculation comparing an investment’s monetary or intrinsic value against expended resources.
138
selection
Process of evaluating the most suitable candidates for a position.
139
sense of belonging
Extent to which individuals feel that they are a part of, included in and connected with people at their organization.
140
shared services
Self-service or call center operations that promote HR expertise and deliver improved services across
an organization.
141
Six Sigma/Lean Six Sigma
A set of techniques and tools for process improvement that aim to increase quality by decreasing defects in processes. Lean Six Sigma also aims to increase speed by eliminating waste.
142
social media
Internet technology platforms and communities that people and organizations use to communicate and share information, opinions and resources.
143
socialization
Process by which people learn the knowledge, language, social skills, culture and values of a group or organization.
144
sourcing
Process by which an organization generates a pool of qualified job applicants.
145
stakeholders
People affected by an organization’s social, environmental and economic impact, such as customers, employees, local communities, regulators, shareholders and suppliers.
146
stay interviews
Structured conversations with employees for the purpose of determining which aspects of a job, such as culture, engagement, leadership, organization and satisfaction, encourage employee retention or may be improved to encourage retention.
147
strategic management
System of actions that leaders take to drive an organization toward its goals and objectives.
148
strategic planning
Process of setting goals and designing a path toward organizational success.
149
strategy
Plan of action for accomplishing an organization’s overall and long-range goals.
150
succession planning
Process of implementing a talent management strategy to identify and foster the development of high-potential employees or other job candidates who, over time, may move into leadership positions
of increased responsibility.
151
sustainability
Practice of purchasing and using resources wisely by balancing economic, social and environmental concerns toward the goal of securing present and future generations’ interests.
152
SWOT analysis
Strengths, weaknesses, opportunities, 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.
153
systems thinking
Process for understanding how seemingly independent units within a larger entity interact with and influence one another.
154
talent management
System of integrated HR processes for attracting, developing, engaging and retaining employees who have the knowledge, skills, abilities and other characteristics (KSAOs) to meet current and future
business needs.
155
totalization agreements
Bilateral agreements between countries that are created for the purpose of eliminating double taxation of employees on international assignments.
156
training
Process by which employees are provided with the knowledge, skills, abilities and other characteristics (KSAOs) specific to a task or job.
157
transformational leadership
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.
158
transparency
Extent to which an organization’s agreements, dealings, information, practices and transactions are open to disclosure and review by relevant individuals.
159
turnover
Rate at which employees leave a workforce.
160
ULP
Unfair labor practice; a violation of employee rights that is prohibited under U.S. labor-relations statutes.
161
unfair labor practice
A violation of employee rights that is prohibited under global labor-relations statutes.
162
validity
Extent to which a measurement instrument measures what it is intended to measure.
163
value
Measure of usefulness, worth or importance.
164
variance analysis
Statistical method for identifying the degree of difference between planned and actual performance or outcomes.
165
vision
Description of what an organization hopes to attain and accomplish in the future, which guides it toward that defined direction.
166
VP
Vice president
167
WARN Act
Worker Adjustment and Retraining Notification Act
168
work/life integration
Approach to create harmony among all areas of life, such as work, home/family, community, personal well-being and health.
169
workforce planning
Strategic process by which an organization analyzes its current workforce and determines the steps required for it to prepare for future needs.
170
workspace solution
Modification of a job, jobsite or way of doing a job so an individual with a disability has equal access to opportunity in all aspects of work and is able to perform the job's essential functions.
