Human Resoures -organization Flashcards
(135 cards)
0
Q
Labor unions
A
Group of workers who coordinate their activities to achieve common goals (e.g., better wages, hours, and working conditions; job security; training) in their relationship with an employer or group of employers; also called trade union.
1
Q
HR Audit
A
Process to measure the effectiveness and efficiency of HR programs and positions.
2
Q
Information Management (IM)
A
Use of technology to collect, process, and condense information of information as an organizational resource.
3
Q
Intellectual property (IP)
A
Creations of the mind such as inventions, literary and artistic works, symbols, names, images, and designs used in commerce; as much an asset as is physical property.
4
Q
outsourcing
A
Buying services externally rather than producing them internally.
5
Q
Pareto chart
A
Vertical bar graph on which bar height reflects frequency or impact of causes.
6
Q
Performance appraisal
A
Process of measuring employees’ adherence to performance standards and providing feedback.
7
Q
Performance management
A
Process of maintaining/improving employee job performance
8
Q
Nominal group technique
A
Group of individuals who meet face-to-face to forecast ideas and assumptions and prioritize issues.
9
Q
Offboarding
A
Process of managing the way employees leave the organization.
10
Q
Organizational development
A
Process of enhancing the effectiveness and efficiency of an organization and the well-being of its members through planned interventions.
11
Q
Organizational exit
A
Process of managing the way employees leave the organization.
12
Q
Mobile learning
A
Digitized instructional content delivered to wireless mobile devices (e.g., smartphones, tablet computers, notebooks, and digital readers).
13
Q
Multi-criteria decision analysis (MCDA)
A
Decision-making tool in which a team determines critical characteristics of a successful decision; a matrix is used to score each alternative and compare results.
14
Q
Multiple linear regression
A
Statistical method that can be used to project future demand; more than one variable is utilized.
15
Q
Multinational enterprise (MNE)
A
Organization that owns or controls production or services facilities in one or more countries other than the home country.
16
Q
Measuring
A
Process of collecting and tabulating data.
17
Q
Mergers and acquisitions (M&A)
A
Combination of two separate firms either by their joining together as relative equals (merger) or by one acquiring the other (acquisition).
18
Q
Metrics
A
Performance parameters based on the relationship between two or more measures.
19
Q
Mediation
A
Method of non-binding dispute resolution involving a third party who helps disputing parties reach a mutually agreeable decision; also known as conciliation.
20
Q
Leniency errors
A
Errors that are the result of appraisers who don’t want to give low scores.
21
Q
Line units
A
Work groups that conduct the major business of an organization.
22
Q
Key performance indicators (KPIs)
A
Quantifiable measures of performance used to gauge progress toward strategic objectives of agreed standards of performance.
23
Q
Industrial actions
A
Various forms of collective employee actions taken to protest work conditions or employer action.
24
Geographic structure
Organizational structure in which geographic regions define the organizational chart.
25
Grievance procedure
Provides an orderly way to resolve differences of opinion in regard to a union contract.
26
Hacking
Act of deliberately accessing another computer without permission.
27
Histogram
Graphic representation of the distribution of a single type of measurement; data is represented by a series of rectangles of varying heights.
28
Functional structure
Organizational structure in which departments are defined by the services they contribute to the organization's overall mission, such as marketing and sales, operations, and HR.
29
Gamification
Selective use of game design and game mechanics to drive employee engagement in non-gaming business scenarios.
30
Groupware
Umbrella term for specialized collaborative software applications.
31
Human resource information system (HRIS)
Systematic tool for gathering, storing, maintaining, retrieving, and revising HR data; also known as a human resource management system (HRMS)
32
Hybrid structure
Organizational structure that mixes elements of the functional, product, and geographic structures.
33
ISO 9000 standards
Series of standards, developed/published by the International Organization for Standardization (ISO), that define, establish, and maintain a quality assurance system for manufacturing and service industries.
34
Judgmental forecasts
Use of information from past and present to predict future conditions.
35
KSAs
Knowledge, skills, and abilities needed to effectively perform a job.
36
Globalization
Growing interconnectedness and interdependency of countries, people, and companies.
37
Force-field analysis
Type of analysis in which factors that can influence an outcome in either a negative or positive manner are listed and then assigned weights to indicate their relative strengths.
38
Formalization
Refers to the extent to which rules, policies, and procedures govern the behavior of employees in an organization.
39
Front-back structure
Organizational structure that divides an organization into "front" functions, which focus on customers or market groups, and "back" functions, which design and develop products and services.
40
Functional HR
HR structural alternative in which headquarters HR specialists craft policies and HR generalists located within divisions or other locales implement the policies, adapt them as needed, and interact with employees.
41
Encryption
Conversion of data into a format that protects or hides its natural presentation or intended meaning.
42
Enterprise resource planning (ERP)
Business management software, usually a suite of integrated applications, that a company can use to collect, store, manage and interpret data from many business activities.
43
Environmental scanning
Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how these factors affect the organization currently and how they are likely to affect the organization in the future.
44
e-procurement
Use of electronic communications and transaction processing when buying (or contracting for/tendering) supplies and services.
45
Delphi technique
Forecasting technique that progressively collects information from a group without physically assembling the contributors.
46
Departmentalization
Way an organization groups jobs to coordinate work.
47
Divestuture
Sale by a company of an asset that is not performing well, that is not core to the company's business, or that is worth more as a separate entity.
48
At-will employment
Common-law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and employees have the right to quit a job at any time.
49
Analytics
Tools that convert metrics to be used for decision support by adding context or further sub-classifying comparison groups.
50
Alternative dispute resolution (ADR)
Umbrella term used to describe a number of problem-solving and grievance resolution approaches.
51
"Big data"
High-volume, high-velocity, and high-variety information assets that require innovative forms of information processing for enhanced insight and decision making.
52
Blogs
Broadcast-style communications that enable authors to publish articles, opinions, product or service reviews, etc., on a web page.
53
Arbitration
Procedure in which disputes are submitted to one or more impartial persons for final determination.
54
Bias
Occurs when an appraiser's values, beliefs, or prejudices distort performance ratings.
55
Balanced scorecard
Measurement approach that provides an overall picture of an organization's performance as measured against goals in finance, customers, internal business processes, and learning and growth.
56
Business case
Presentation to management that establishes that a specific problem exists and argues that the proposed solution is the best way to solve the problem in terms of time, cost efficiency, and probability of success.
57
Cause-and-effect diagram
Diagram that maps out a list of factors that are thought to affect a problem or a desired outcome.
58
Central tendency error
Error that occurs when an appraiser rates all employees within a narrow range, regardless of differences in actual performance.
59
Center of excellence (COE)
HR structural alternative established as an independent department that provides services within a focused area to internal clients.
60
Chain of command
Line of authority within a organization.
61
Codetermination
Form of corporate governance that requires a typical management board and a supervisory board and that allows management and employees to participate in strategic decision making.
62
Cloud computing
Style of computing in which scalable IT-enabled capabilities are delivered as a service using Internet technologies.
63
Checks sheets
Simple visual tools used to collect and analyze data.
64
Collective bargaining agreement
Agreement or contract negotiated through collective bargaining process.
65
Conciliation
Method of non-binding dispute resolution involving a third party who tries to help disputing parties reach a mutually agreeable decision; also known as mediation.
66
Collective bargaining
Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time.
67
Dashboards
Reporting mechanisms that aggregate and display metrics and key performance indicators (KPIs).
68
Contrast error
Error that occurs when an employee's rating is based on how his or her performance compares to that of another employee rather than objective standards.
69
Cosourcing
Arrangement in which an enterprise and a vendor share different tasks within a larger complex, often strategic responsibility.
70
Database management system (DBMS)
Variety of software applications that electronically manage stored data.
71
Codetermination
Form of corporate governance that requires a typical management board and a supervisory board and that allows management and employees to participate in strategic.
72
Constructive discipline
Form of corrective discipline that implements increasingly severe penalties for employees; also called progressive discipline.
73
Control chart
Chart that illustrates variations from normal in a situation over time.
74
Cost-benefit analysis
Ratio of value created to cost of creating that value; allows management to determine the financial impact particular activities and programs have on an organization's profitability.
75
Database
Data structure that stores organized information (numeric information as well as sound clips, pictures, and videos).
76
Dedicated HR
HR structural alternative that allows businesses with different strategies in multiple units to apply HR expertise to each unit's specific strategic needs.
77
Departmentalization
Way an organization groups jobs to coordinate work.
78
Due diligence
Necessary level of care and attention that is taken to investigate an action before it is taken.
79
HR audit
Process to measure the effectiveness and efficiency of HR programs and positions.
80
Hybrid structure
Organizational structure that mixes elements of the functional, product, and geographic structures.
81
Information management (IM)
Use of technology structure that mixes elements of the functional, product, and geographic structures.
82
ISO 9000 standards
Series of standards, developed/published by the International Organization for Standardization (ISO), that define, establish, and maintain a quality assurance system for manufacturing and service industries.
83
Encryption
Conversion of data into a format that protects or hides its natural presentation or intended meaning.
84
Environmental scanning
Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how these factors affect the organization currently and how they are likely to affect the organization in the future.
85
Force-field analysis
Type of analysis in which factors that can influence an outcome in either a negative or positive manner are listed and then assigned weights to indicate their relative strengths.
86
Front-back structure
Organizational structure that divides an organization into "front" functions, which focus on customers or market groups, and "back" functions, which design and develop products and services.
87
Human resource information system (HRIS)
Systematic tool for gathering, storing, maintaining, retrieving, and revising HR data; also known as a human resource management system (HRMS).
88
Industrial actions
Various forms of collective employee actions taken to protest work conditions or employer action.
89
Intellectual property (IP)
Creations of the mind such as inventions, literary and artistic works, symbols, names, images, and designs used in commerce; as much an asset as is physical property.
90
Judgmental forecasts
Use of information from past and present to predict future conditions.
91
Functional structure
Organizational structure in which departments are defined by the services they contribute to the organization's overall mission, such as marketing and sales, operations, and HR.
92
Multi-criteria decision analysis (MCDA)
Decision-making tool in which a team determines critical characteristics of a successful decision; a matrix is used to score each alternative and compare results.
93
Layoffs
Temporary employment separations; employees may be recalled to work, or the separation may become permanent.
94
Line units
Work groups that conduct the major business of an organization.
95
Matrix structure
Organizational structure that combines departmentalization by division and function to gain the benefits of both.
96
Leniency errors
Errors that are the result of appraisers who don't want to give low scores.
97
Lockout
Occurs when management shuts down operations to prevent union employees from working.
98
Performance standards
Expectations of management translated into behaviors and results that employees can deliver.
99
Primacy error
Occurs when an appraiser gives more weight to an employees's earlier performance and discounts recent occurrences.
100
Product structure
Organizational structure in which functional departments are grouped under major product divisions.
101
Recency error
Error that occurs when an appraiser gives more weight to recent occurrences and discounts an employee's earlier performance during the appraisal period.
102
Performance measures
Comparison of current performance against key performance indicators (KPIs).
103
Pluralism
Type of labor environment in which multiple forces are at work, each with its own agenda, and conflict is overcome through negotiation.
104
Process-flow analysis
Diagram of the steps involved in a process.
105
Radicalism
Belief that management-labor conflict is an inherent characteristic of capitalism and can be resolved only with a change in the economic system.
106
Theory of constraints (TOC)
Systems management philosophy that states that every organization is hindered by constraints that come from its internal policies.
107
Trade union
Groups of workers who coordinate their activities to achieve common goals (e.g., better wages, hours, and working conditions; job security; training) in their relationship with an employer or group of employers; also called trade union.
108
Turnover
Annualized formula that tracks number of separations and total number of workforce employees per month.
109
Unitarianism
Belief that employers and employees can act together for their common good.
110
Software as a service (SaaS)
Software that is owned, delivered, and managed remotely and delivered over the Internet to contracted customers on a pay-for-use basis or as a subscription based on use metrics.
111
Strictness
Error that occurs when an appraiser believes standards are too low and inflates the standards in an effort to make them meaningful.
112
Staff units
Work groups that assist line units by providing specialized serviced, such as HR
113
Supply chain
Network that delivers products and services from raw materials to end customers through an engineered flow of information, physical distribution, and cash.
114
Replacement planning
"Snapshot" assessment of the availability of qualified backup for key positions.
115
Scatter diagram
Illustration that depicts possible relationships between two variables.
116
Shared services HR model
HR structural alternative in which centers with specific areas of expertise develop HR policies in those areas; each unit can then select what it needs from a menu of these services.
117
Six Sigma
A set of techniques and tools for quality process improvement.
118
Work/life balance (WLB)
Umbrella term used to describe a variety of benefit-related initiatives to help employees effectively manage work, family, and personal life without extreme stress or negative impact.
119
Workforce management
All activities needed to ensure that the skills, knowledge, abilities, and performance of the workforce meet current and future organizational and individual needs.
120
Work councils
Groups that represent employees, generally on a local or firm level; primary purpose is to receive from employers and to convey to employees information that might affect the workforce and the health of the enterprise.
121
Workforce analysis
Systematic approach to anticipate human capital needs and data HR professionals can use to ensure that appropriate knowledge, skills, and abilities will be available when needed to accomplish organizational goals and objectives.
122
Workforce planning
Process of analyzing the organization's workforce and determining steps required to prepare for future needs.
123
SWOT analysis
Process for assessing an organization's strategic capabilities in comparison to threats and opportunities identified during environmental scanning.
124
Total quality management (TQM)
Strategic, integrated management system for achieving customer satisfaction that involves all managers and employees and utilizes quantitative methods to continuously improve an organization's processes.
125
Trend and ratio analyses
Use of statistics to determine whether relationships exist between two variables.
126
Unfair labor practice (ULP)
Violation of rights under labor-relations statues.
127
Regression analysis
Statistical method used to predict a variable from one or more predicto variables.
128
Restructuring
Act of reorganizing legal, ownership, operational, or other organizational structures.
129
Service-level agreement (SLA)
Part of a service contract where the service expectations are formally defined.
130
Simple linear regression
Projection of future demand based on a past relationship; involves a single variable.
131
Social movement unionism
Type of union activity that focuses on social topics such as anti-discrimination, environmental actions, and HIV/AIDS treatment and prevention.
132
Span of control
Refers to the number of individuals who report to a supervisor.
133
Strategy
A plan of action for accomplishing an organization's long-range goals
134
Succession planning
A talent management strategy to help identify and foster the development of high-potential employees.
