HR Organization

Question 1

Human resource information

Answer 1

information technology framework and tools for gathering, storing, maintaining, retrieving, revising, and reporting HR data.

Question 2

Formalization

Answer 2

Refer to the extent to which rules, policies, and procedures governing the behavior of employees in an organization

Question 3

Encryption

Answer 3

Conversion of data into a format that protects or hides its natural presentation or intended meaning.

Question 4

Downsizing

Answer 4

Termination of employment of individual employees for reasons other than performance.
Ex: economic necessity or restructuring; aka reduction in force

Question 5

Industrial actions

Answer 5

Various forms of collective employee actions taken to protest work conditions or employer actions

Question 6

Dedicated HR

Answer 6

HR structural alternative that allows organizations with different strategies in multiple units to apply HR expertise to each unit’s specific strategic needs.

Question 7

Joint Employment

Answer 7

Situation in which an organization shares responsibility and liability for its alternative workers with an alternative staffing supplier; aka co-employment

Allows for each person to work shorter hours

Question 8

Knowledge Management (KM)

Answer 8

Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance.

Question 9

Information system (IS)

Answer 9

Way to collect, organize, store, analyze, and share data.

Question 10

Judgemental Forecasts

Answer 10

Use of information from past and present to predict future conditions

Question 11

Labor Union

Answer 11

Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers; aka trade union

Question 12

Lockout

Answer 12

Action of an employer to shut down operations to prevent employees from working

Question 13

Mediation

Answer 13

Method of nonbinding dispute resolution by which a neutral third party tries to help to disputing parties reach a mutually agreeable decision; aka conciliation

Question 14

Outsourcing

Answer 14

Process by which a company contracts with 3rd party vendors to provide selected services/activities instead of hiring new employees.

Question 15

Policy

Answer 15

Broad statement that reflects an company’s philosophy, objectives, or standards concerning a particular set of management or employee activities.

Question 16

Project Labor agreement (PLA)

Answer 16

Agreement that requires specific contracts to accept certain conditions in project contracts such as paying a fair wage and contributing to health insurance, pension, and training funds.

Question 17

Replacement planning

Answer 17

Snapshot assessment of the availability of qualified backup for key positioins

Question 18

Secondary Action

Answer 18

Attempt by a union to influence an employer by putting pressure on another employer for example s supplier.

Question 19

Simulations

Answer 19

Representations of real situations; give companies the opportunity to speculate as to what would happen if certain courses of action were pursued.

Question 20

Picketing

Answer 20

Positioning of employee at a place of work targeted for the action for the purpose of protest.

Protesting done by people in the union.

Question 21

Regression analysis

Answer 21

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

Question 22

Restructuring

Answer 22

Act of reorganizing the legal, ownership, operational, or other structures of an organization.

Question 23

Sit- down strike

Answer 23

Refusal by workers ;to work’ also refusal by workers to leave their workstations making it possible for the employer ton use replacement workers

Question 24

Succession planning

Answer 24

Process of implementing a talent management strategy for identifying and fostering the development of high-potential employees or other job candidates who overtime may move into leadership positions of increased responsibility

Who is next in line? Training particular employees for new higher up positions

Question 25

Talent management

Answer 25

Development and integration of HR processes that retain the knowledge, skills, and abilities of employees that will meet current and future company needs.

Focus on developing the employees