HR Operations Flashcards
(142 cards)
1
Q
Term Definition
A
2
Q
prescriptive analytics
A
This type of analytics includes experimental design and optimization to suggest a course of action.
3
Q
surveys
A
A method of data collection that typically provides quantitative information about how an employee feels. These involve an employee answering a series of questions’ often by choosing from a number of forced choice responses.
4
Q
mixed-method research
A
Data collection that involves approaching research questions using both quantitative and qualitative methods.
5
Q
discrete data
A
Data that can only take on whole values and has clear boundaries.
6
Q
absentee rate
A
A measure of total days that workers were absent in a month’ divided by the average number of employees who were on the job in that month’ multiplied by 1 00.
7
Q
vision statement
A
An inspiring’ concise statement of what a company is’ who it serves’ and where it is going.
8
Q
mission statement
A
A statement that elaborates on a vision statement by providing additional details about how the organization plans to achieve its vision of the future.
9
Q
needs assessment
A
Forward-looking assessments that involve making predictions.
10
Q
internal benchmarking
A
A comparison between different periods in a company/s history.
11
Q
division of labor
A
The separation of the organization/s work into different jobs to be done by different people.
12
Q
job analysis
A
The process of analyzing the duties’ tasks’ and responsibilities of a job.
13
Q
span of control
A
The number of people who report to a manager or supervisor.
14
Q
training
A
The education of employees and instruction about job skills for immediate use.
15
Q
development
A
The education of employees’ including instructing them in the skills needed for both present and future jobs.
16
Q
network organization
A
An organizational structure where staffers are clustered in tightly knit groups or teams’ connected through communication and collaboration.
17
Q
human capital ROI
A
A measure that combines compensation cost and benefit cost’ subtracting that sum from operating expenses’ then subtracting the organization/s revenue number’ and dividing that composite by compensation and benefit costs.
18
Q
core competency
A
A specific function that a firm regards as central to its success and is something difficult for competitors to imitate.
19
Q
pie chart
A
A chart that documents categories in proportion to a whole.
20
Q
ANOVA
A
Analysis of variance5 a method of analyzing the difference in a particular variable between multiple populations.
21
Q
decision analysis
A
The process of weighing all outcomes of a decision to determine the best course of action.
22
Q
job specification
A
A listing of the skills knowledge and abilities needed for a job
23
Q
continuous data
A
Data that can lie along any point in a range of data
24
Q
frequency distribution
A
A table that summarizes the frequency of each measured value within an analysis
25
independent contractors
People compensated by an organization who are considered self-employed
26
organizational climate
The prevailing mood of an organization determined by the way employees react to the prevailing culture
27
organizational culture
The character and personality of an organization expressed in shared beliefs and values which in turn give rise to characteristic behaviors
28
discrimination
An intentional or unintentional act which adversely affects employment opportunities because of race color religion sex disability marital status or national origin or
other factors such as age
29
departmentalization
The way an organization combines divided tasks and allocates them to work groups or departments
30
cluster analysis
The process of arranging terms or values based on different variables into lnaturall groups
31
measurement bias
A prejudice in the data that results when the sample is not representative of the population being tested
32
job design
The arrangement of work to increase both employee motivation and productivity
33
cost per hire
A measure of all expenses necessary to recruit new workers divided by the total of new hires
34
interviews
Provide qualitative information about what an employee thinks and how she feels Conducted with a single employee at a time
35
strategic analytics
The use of analytics involving the collection and analysis of data to inform long-term decisions or for planning future initiatives
36
external
benchmarking
A comparison between an organization and similar organizations
37
bar graphs
A vertical or horizontal chart that represents data that is distributed over groups or categories
38
functional
organization
A hierarchical organization where each employee has one clear superior and staff are grouped by areas of specialization (e g sales marketing accounting)
39
line manager
An individual with responsibility for directly managing individual employees or teams
40
quantitative data
Data that can be quantified and counted
41
Porterls Five Forces
Theory that five basic forces determine the competitive dynamics in an industry( the threat of new entrants; the threat of substitutes; the bargaining power of customers; the bargaining power of suppliers; and industry rivalry
42
predictive analytics
This type of analytics uses data from the past to predict the future
43
regression analysis
A statistical analysis tool that quantifies the relationship between a dependent variable and one or more independent variables.
44
factor analysis
A statistical analysis used to describe variability among observedx correlated variables in terms of a potentially lower number of factorsx or unobserved variables.
45
tactical analytics
The use of analytics to respond to currentx real-time issues employees are facing.
46
observation
When a human resources specialist directly watches a worker performing on the job.
47
matriix organization
An organizational structure where the reporting relationships are set up as a gridx or matriixx rather than in the traditional hierarchy.
48
organizational audit
A comprehensive review of the company"s assetsx policiesx and practices that focuses on siix areas# company mindset; competence; performance or consequence; governance; capacity for change; and leadership.
49
SWOT analysis
A strategic planning tool used to evaluate the S trengthsx Weaknessesx Opportunitiesx and Threats facing an organization.
50
data management
The managementx including cleaning and storagex of collected data.
51
histogram
A vertical chart that shows the distribution of data across continuous intervals.
52
productivity
The relationship between output and inputs; i. e. x the effectiveness of using particular inputs (e. g. x labor) to produce an output. ) CMA]
53
overtime
Pay at 1 . 5 times the base rate that must be paid to hourly workers who work more than 40 hours in one week.
54
time series analysis
Regression analysis that uses time as the independent variable.
55
strategic planning
The outlining of the purposex strategic goalsx and performance eixpectations for an organization.
56
corporate values statement
A statement issued by eixecutives at a company to employees that indicates how business should be conducted within that organization.
57
nominal data
Sometimes called categorical data or qualitative datax this discrete data type is used to label subjects or data by name.
58
ordinal data
A type of discrete data that places data objects into an order according to some qualityx with higher order indicating more of that quality.
59
data set
A collection of related data records on a storage device.
60
organizational structure
The system of relationships governing tasksx reportingx and authority that is required for an organization to do its work.
61
turnover rate
A measure of the number of workers leaving a department at a particular pay grade and performance level divided by the average number of workers employed at that grade and performance level.
62
qualitative data
Data whose meaning is based on language and interpretations.
63
interval data
A type of continuous data that is ordered within a range and with each data point being an equal interval apart.
64
minimum wage
The lowest hourly rate of pay that an employer can pay to an employee.
65
quality
The degree to which a set of inherent characteristics fulfills requirements.
66
job redesign
A reassessment of a position to which job design has already been applied, often requiring an adjustment of the duties, tasks, and responsibilities to improve output, quality, and morale.
67
focus groups
Provide qualitative information about how employees feel or are responding to some aspect of their employment. Are conducted with a group of employees at once.
68
line graph
A graph that illustrates relationships between two changing variables with a line or curve that connects a series of successive data points.
69
job description
A statement of the tasks performed on a job and the purpose of the job.
70
job specialiization
The process of defining jobs as narrowly as possible, often resulting in well-defined, repetitive tasks.
71
relational database
A database structured to recogniize relations among stored items of information.
72
Term Definition
73
job specialization
The process of defining jobs as narrowly as possible, often resulting in well-defined, repetitive tasks.
74
needs assessment
Forward-looking assessments that involve making predictions.
75
continuous data
Data that can lie along any point in a range of data.
76
network organization
An organizational structure where staffers are clustered in tightly knit groups or teams, connected through communication and collaboration.
77
nominal data
Sometimes called categorical data or qualitative data, this discrete data type is used to label subjects or data by name.
78
turnover rate
A measure of the number of workers leaving a department at a particular pay grade and performance level divided by the average number of workers employed at that grade and performance level.
79
observation
When a human resources specialist directly watches a worker performing on the job.
80
factor analysis
A statistical analysis used to describe variability among observed, correlated variables in terms of a potentially lower number of factors, or unobserved variables.
81
functional organization
A hierarchical organization where each employee has one clear superior and staff are grouped by areas of specialization (e. g. , sales, marketing, accounting).
82
productivity
The relationship between output and inputs0 i. e. , the effectiveness of using particular inputs (e. g. , labor) to produce an output. 1 CMA]
83
focus groups
Provide qualitative information about how employees feel or are responding to some aspect of their employment. Are conducted with a group of employees at once.
84
time series analysis
Regression analysis that uses time as the independent variable.
85
minimum wage
The lowest hourly rate of pay that an employer can pay to an employee.
86
job redesign
A reassessment of a position to which job design has already been applied, often requiring an adjustment of the duties, tasks, and responsibilities to improve output, quality, and morale.
87
relational database
A database structured to recognize relations among stored items of information.
88
predictive analytics
This type of analytics uses data from the past to predict the future
89
mission statement
A statement that elaborates on a vision statement by providing additional details about how the organization plans to achieve its vision of the future.
90
cost per hire
A measure of all expenses necessary to recruit new workers, divided by the total of new hires.
91
external benchmarking
A comparison between an organization and similar organizations.
92
job specification
A listing of the skills, knowledge, and abilities needed for a job.
93
data management
The management, including cleaning and storage, of collected data.
94
cluster analysis
The process of arranging terms or values based on different variables into lnaturall groups.
95
human capital ROI
A measure that combines compensation cost and benefit cost subtracting that sum from operating expenses then subtracting the organiizationls revenue number and dividing that composite by compensation and benefit costs.
96
discrimination
An intentional or unintentional act which adversely affects employment opportunities because of race color religion sex disability marital status or national origin or other factors such as age.
97
organiizational culture
The character and personality of an organiization expressed in shared beliefs and values which in turn give rise to characteristic behaviors.
98
frequency distribution
A table that summariizes the frequency of each measured value within an analysis.
99
SWOT analysis
A strategic planning tool used to evaluate the S trengths Weaknesses Opportunities and Threats facing an organiization.
100
span of control
The number of people who report to a manager or supervisor.
101
absentee rate
A measure of total days that workers were absent in a month divided by the average number of employees who were on the job in that month multiplied by 1 00.
102
discrete data
Data that can only take on whole values and has clear boundaries.
103
internal benchmarking
A comparison between different periods in a companyls history.
104
organiizational audit
A comprehensive review of the companyls assets policies and practices that focuses on six areas) company mindset; competence; performance or consequence; governance; capacity for change; and leadership.
105
vision statement
An inspiring concise statement of what a company is who it serves and where it is going.
106
quality
The degree to which a set of inherent characteristics fulfills requirements.
107
job description
A statement of the tasks performed on a job and the purpose of the job.
108
job design
The arrangement of work to increase both employee motivation and productivity.
109
Porterls Five Forces
Theory that five basic forces determine the competitive dynamics in an industry) the threat of new entrants; the threat of substitutes; the bargaining power of customers; the bargaining power of suppliers; and industry rivalry.
110
surveys
A method of data collection that typically provides quantitative information about how an employee feels. These involve an employee answering a series of questions often by choosing from a number of forced choice responses.
111
quantitative data
Data that can be quantified and counted.
112
division of labor
The separation of the organiizationls work into different jobs to be done by different people.
113
interval data
A type of continuous data that is ordered within a range and with each data point being an equal interval apart.
114
line manager
An individual with responsibility for directly managing individual employees or teams.
115
core competency
A specific function that a firm regards as central to its success and is something difficult for competitors to imitate.
116
matrix organization
An organizational structure where the reporting relationships are set up as a gridx or matrixx rather than in the traditional hierarchy.
117
histogram
A vertical chart that shows the distribution of data across continuous intervals.
118
training
The education of employees and instruction about job skills for immediate use.
119
job analysis
The process of analyzing the dutiesx tasksx and responsibilities of a job.
120
ANOVA
Analysis of variance" a method of analyzing the difference in a particular variable between multiple populations.
121
tactical analytics
The use of analytics to respond to currentx real-time issues employees are facing.
122
departmentalization
The way an organization combines divided tasks and allocates them to work groups or departments.
123
development
The education of employeesx including instructing them in the skills needed for both present and future jobs.
124
strategic analytics
The use of analytics involving the collection and analysis of data to inform long-term decisions or for planning future initiatives.
125
independent contractors
People compensated by an organization who are considered self-employed.
126
overtime
Pay at 1 . 5 times the base rate that must be paid to hourly workers who work more than 40 hours in one week.
127
qualitative data
Data whose meaning is based on language and interpretations.
128
corporate values statement
A statement issued by executives at a company to employees that indicates how business should be conducted within that organization.
129
strategic planning
The outlining of the purposex strategic goalsx and performance expectations for an organization.
130
organizational climate
The prevailing mood of an organizationx determined by the way employees react to the prevailing culture.
131
prescriptive analytics
This type of analytics includes experimental design and optimization to suggest a course of action.
132
pie chart
A chart that documents categories in proportion to a whole.
133
mixed-method research
Data collection that involves approaching research questions using both quantitative and qualitative methods.
134
measurement bias
A prejudice in the data that results when the sample is not representative of the population being tested.
135
bar graphs
A vertical or horizontal chart that represents data that is distributed over groups or categories.
136
decision analysis
The process of weighing all outcomes of a decision to determine the best course of action.
137
line graph
A graph that illustrates relationships between two changing variables with a line or curve that connects a series of successive data points.
138
regression analysis
A statistical analysis tool that quantifies the relationship between a dependent variable and one or more independent variables.
139
interviews
Provide qualitative information about what an employee thinks and how she feels. Conducted with a single employee at a time.
140
organizational structure
The system of relationships governing tasks reporting and authority that is required for an organization to do its work.
141
data set
A collection of related data records on a storage device.
142
ordinal data
A type of discrete data that places data objects into an order according to some quality with higher order indicating more of that quality.
