GPHR Glossary

Question 1

Acculturation

Answer 1

The process of adapting to a new culture

Question 2

Acculturization

Answer 2

The adaptation of a training program to the national/local culture so that training is effective, easy to use and as consistent with the culture as possible

Question 3

Achievement Culture

Answer 3

A culture that believes status and position are based on merit and competence

Question 4

ADDIE Model

Answer 4

The five-step instructional design model that is comprised of the analysis, design, development, implementation and evaluation stages

Question 5

Affective culture

Answer 5

A culture that believes expressing emotions is natural and appropriate

Question 6

Alien Tort Claims Act

Answer 6

A U.S. statue first enacted in 1789 that allows cases involving the violation of international law against aliens to be heard in U.S. federal court. More recently, this statute has been the basis for suits against U.S. based global companies for alleged human rights violations in their international operations.

Question 7

Alignment

Answer 7

The process of bringing various elements together to move in the same direction. HR strategy, for example needs to be in alignment with the company’s global strategy

Question 8

Andragogy

Answer 8

The art and science of teaching adults

Question 9

Assimilation

Answer 9

The process of being fully absorbed and incorporated into a culture

Question 10

Ascriptive culture

Answer 10

A culture where status is accorded based on birth and position

Question 11

Balanced scorecard

Answer 11

A measurement approach developed by Kaplan and Norton to assist in strategy implementation. The scorecard clearly shows the relationship among internal, external and financial measurements

Question 12

Balance sheet approach

Answer 12

An approach to international assignment compensation that attempts to equalize the purchasing power of an expatriate

Question 13

Benefits

Answer 13

Indirect financial payments provided in a similar manner to broad groups of employees to cover common workplace issues such as those related to retirement, insurance, vacation and other related benefits

Question 14

Benchmarks

Answer 14

A series of measures on key criteria or processes that can be compared across companies. Examples of HR benchmarks are healthcare costs per employee, repatriation drop out rates and number of HR staff per number of employees.

Question 15

Born global

Answer 15

Companies that have global operations from the inception of the company. These companies are contrasted with those who proceed through various stages of globalization.

Question 16

Boundaryless organization

Answer 16

Organizations that break down the traditional silos and barriers that separate organizations and hierarchical levels.

Question 17

Brownout

Answer 17

Expatriates who finish their assignments but are ineffective and unproductive.

Question 18

Cafeteria approach

Answer 18

An approach to expatriate compensation and benefits plans that enables employees to pick among various offerings.

Question 19

Centralization

Answer 19

In relation to decision-making within a company, decisions are made by a few people, usually higher levels of management at the headquarters location.

Question 20

Change management

Answer 20

The HR organizational development responsibility to guide the company through major change initiatives.

Question 21

Change partner

Answer 21

A strategic global HR role that helps global organization react, align and implement responses to the almost continuous change they face.

Question 22

Coaching

Answer 22

The offering of guidance on performance improvement, career goals and professional development activities to pursue usually performed on a regular basis by an employee’s supervisor or manager

Question 23

Code of ethics

Answer 23

A company’s position on how it will do business and what employee behavior is expected.

Question 24

Codetermination

Answer 24

A form of corporate governance that requires a two-tiered corporate board structure: a typical management board and supervisory board. The supervisory board includes workers and it has the authority to accept or reject management board decisions.

Question 25

Collective bargaining

Answer 25

The process by which management and labor negotiate wages, hours and other key employment issues.

Question 26

Collectivism

Answer 26

A culture that values cooperation and harmonious relationships among the group

Question 27

Comparative HR

Answer 27

The study of how human resources differs among countries. These differences are mainly based on cultural and legal factors.

Question 28

Competencies

Answer 28

The internal capabilities, such as knowledge, skills, abilities, and other person-based factors (KSAO’s), required to perform a job. Competencies are usually determined by analyzing the job behaviors of excellent performers.

Question 29

Confucian dynamism

Answer 29

A cultural dimension that values a long-term orientation, persistence and thrift.

Question 30

Corporate culture

Answer 30

The beliefs, value systems and shared attitudes of people in the same company. Just as with the broader definition of culture, these beliefs and values produce norms that shape the behavior of people in the company.

Question 31

Corporate social responsibility

Answer 31

The voluntary integration of social and economic concerns into a firm’s business operations and stakeholder relationships.

Question 32

Cost of living adjustments

Answer 32

This term as specific meaning for international assignment management programs that is distinct from its more generic meaning. These adjustments are payments to the expatriate as a means of maintaining an equitable standard of living while abroad.

Question 33

Criterion-referenced measurement

Answer 33

Measurement that provides data on the extent to which particular objectives or criteria are achieved.

Question 34

Cross-cultural communication

Answer 34

Communication among people of various cultures that is impacted by differences in language and cultural values and customs.

Question 35

Cultural determinism

Answer 35

The belief that all behavior is shaped by culture. This position ignores other possible factors such as political, economic or biological reasons.

Question 36

Cultural imperialism

Answer 36

The belief that one’s culture is right and others are wrong.

Question 37

Cultural relativism

Answer 37

The belief that right or wrong is determined by ones’ cultural and there are no universal principles of right or wrong (or good or bad) across cultures

Question 38

Culture

Answer 38

The shared values, understandings, assumptions, and beliefs held by members of a certain group or society that produce norms that shape the behavior of people in that group. A practical definition of culture is the way that people solve problems.

Question 39

Culture shock

Answer 39

The period in the cross-cultural adjustment cycle in which people feel