HR Competencies

Question 1

HR Competencies

Authentic leadership

Answer 1

Leadership grounded in an individual’s values and principles and focused on empowering others to act.

Question 2

HR Competencies

Business Acumen competency

Answer 2

The ability to understand and apply information with which to contribute to the organization’s strategic plan.

Question 3

HR Competencies

Business intelligence

Answer 3

Ability to gather and analyze data from inside and outside the organization so that information is available for decision makers.

Question 4

HR Competencies

Civil law

Answer 4

Legal system based on written codes (laws, rules, or regulations).

Question 5

HR Competencies

Common law

Answer 5

Legal system in which each case is considered in terms of how it relates to legal decisions that have already been made; evolves through judicial decisions over time.

Question 6

HR Competencies

Communication competency

Answer 6

The ability to effectively exchange information with stakeholders.

Question 7

HR Competencies

Conflict of interest

Answer 7

Situation in which a person or organization has the potential to be influenced by opposing sets of incentives.

Question 8

HR Competencies

Consultation competency

Answer 8

The ability to provide guidance to organizational stakeholders.

Question 9

HR Competencies

Critical Evaluation competency

Answer 9

The ability to interpret information with which to make business decisions and recommendations.

Question 10

HR Competencies

Cultural noise

Answer 10

Type of measurement bias in which analyst fails to recognize that individual is responding with answers the analyst wants to hear and that analyst’s culture/ values are determining what he or she hears.

Question 11

HR Competencies

Cultural relativism

Answer 11

Concept that argues that ethical behavior is determined by local culture, laws, and business practices.

Question 12

HR Competencies

Culture

Answer 12

Set of beliefs, attitudes, values, and behaviors shared by members of a group and passed down from one generation to the next.

Question 13

HR Competencies

Due process

Answer 13

Concept that laws are enforced only through accepted, codified procedures.

Question 14

HR Competencies

Emotional intelligence (EI)

Answer 14

Quality of being sensitive to and understanding of one’s own and others’ emotions and the ability to manage one’s own emotions and impulses.

Question 15

HR Competencies

Ethical Practice competency

Answer 15

The ability to integrate core values, integrity, and accountability throughout all organizational and business practices.

Question 16

HR Competencies

Ethical universalism

Answer 16

Concept that argues that there are fundamental ethical principles that apply across cultures.

Question 17

HR Competencies

Extraterritoriality

Answer 17

Extension of the power of a country’s laws over its citizens outside that country’s sovereign national boundaries.

Question 18

HR Competencies

First-impression error

Answer 18

Type of measurement bias in which investigator makes snap judgments and lets first impression (either positive or negative) cloud subsequent evaluation.

Question 19

HR Competencies

Global and Cultural Effectiveness competency

Answer 19

The ability to value and to consider the perspectives and backgrounds of all parties in global business.

Question 20

HR Competencies

Global mindset

Answer 20

Ability to take an international, multidimensional perspective that is inclusive of other cultures, perspectives, and views.

Question 21

HR Competencies

Halo effect

Answer 21

Type of measurement bias in which analyst allows one strong point that he or she values highly and that works in subject’s favor to overshadow all other information.

Question 22

HR Competencies

Horn effect

Answer 22

Type of measurement bias in which analyst allows one strong point that he or she values highly and that works against subject to overshadow all other information.

Question 23

HR Competencies

HR Expertise (HR Knowledge)

Answer 23

The knowledge of principles, practices, and functions of effective human resource management.

Question 24

HR Competencies

Intercultural wisdom

Answer 24

Capacity to recognize, interpret, and behaviorally adapt to multicultural situations and contexts; also called cultural intelligence.

Question 25

# HR Competencies Jurisdiction

Answer 25

Right of a legal body to exert authority over a given geographical territory, subject matter, or persons or institutions.

Question 26

# HR Competencies Key performance indicators (KPIs)

Answer 26

Quantifiable measures of performance used to gauge progress toward strategic objectives or agreed standards of performance.

Question 27

# HR Competencies Leadership and Navigation competency

Answer 27

The ability to direct and contribute to initiatives and processes within the organization.

Question 28

# HR Competencies Mean

Answer 28

Average score or value.

Question 29

# HR Competencies Median

Answer 29

Middle point above and below which 50% of scores in a set of data lie.

Question 30

# HR Competencies Mode

Answer 30

Value that occurs most frequently in a set of data.

Question 31

# HR Competencies Negative emphasis

Answer 31

Type of measurement bias that involves weighting a small negative reaction or piece of information more than it should objectively merit.

Question 32

# HR Competencies Negotiation

Answer 32

Process in which two or more parties work together to reach agreement on a matter.

Question 33

# HR Competencies Regression analysis

Answer 33

Statistical method used to determine whether a relationship exists between variables and the strength of the relationship.

Question 34

# HR Competencies Relationship Management competency

Answer 34

The ability to manage interactions to provide service and to support the organization.

Question 35

# HR Competencies Reliability

Answer 35

Ability of an instrument to provide results that are consistent.

Question 36

# HR Competencies Root-cause analysis

Answer 36

Type of analysis that starts with a result and then works backward to identify fundamental cause.

Question 37

# HR Competencies Rule of law

Answer 37

Concept that stipulates that no individual is beyond the reach of the law and that authority is exercised only in accordance with written and publicly disclosed laws.

Question 38

# HR Competencies Scenario/what-if analysis

Answer 38

Statistical method used to test the possible effects of altering the details of a strategy to see if the likely outcome can be improved.

Question 39

# HR Competencies Stakeholder concept

Answer 39

Concept that proposes that any organization operates within a complex environment in which it affects and is affected by a variety of forces or stakeholders who all share in the value of the organization and its activities.

Question 40

# HR Competencies Stereotyping

Answer 40

Generalized opinions about how people of a given gender, race, religion, age, education level, job type, or national origin look, think, act, feel, or respond.

Question 41

# HR Competencies Transformational leadership

Answer 41

Leadership based on vision and strategy and focused on challenging and developing organizational members in order to attain long-range results.

Question 42

# HR Competencies Trend analysis

Answer 42

Statistical method that studies the way in which a variable may change over time.

Question 43

# HR Competencies Unweighted average

Answer 43

Raw average of data that gives equal weight to all values, with no regard for other factors.

Question 44

# HR Competencies Validity

Answer 44

Ability of an instrument to measure what it is intended to measure.

Question 45

# HR Competencies Value

Answer 45

The benefit created when an organization meets its strategic goals.

Question 46

# HR Competencies Value chain

Answer 46

The process by which an organization creates the product or service it offers to the customer.

Question 47

# HR Competencies Variance analysis

Answer 47

Statistical method that identifies the degree of difference between planned and actual performance.

Question 48

# HR Competencies Weighted average

Answer 48

Average of data that adds factors to reflect the importance of different values.