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SHRM /HRCI > ORGANISATION > Flashcards

ORGANISATION Flashcards

1
Q

Umbrella term for the various
approaches and techniques, other than
litigation, that can be used to resolve a
dispute.

A

Alternative dispute

resolution (ADR)

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2
Q 
Method of dispute resolution by which
disputing parties agree to be bound by
the decision of one or more impartial
persons to whom they submit their
dispute for final determination.
A

Arbitration

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3
Q

High-volume, high-velocity, and high variety information assets that require
innovative forms of information
processing for enhanced insight and
decision making.

A

“Big data”

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4
Q

Broadcast-style communications that
enable authors to publish articles,
opinions, product or service reviews, etc.,
on a web page.

A

Blogs

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5
Q

HR structural alternative established as
an independent department that provides
services within a focused area to internal
clients.

A

Center of excellence

COE

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6
Q

Line of authority within an organization.

A

Chain of command

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7
Q

Style of computing in which scalable IT enabled capabilities are delivered as a
service using Internet technologies.

A

Cloud computing

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8
Q 
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.
A

Co-determination

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9
Q 
Situation in which an organization shares
responsibility and liability for their
alternative workers with an alternative
staffing supplier; also known as joint
employment.
A

Co-employment

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10
Q 
Process by which management and
union representatives negotiate the
employment conditions for a particular
bargaining unit for a designated period of
time.
A

Collective bargaining

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11
Q 
Method of nonbinding dispute resolution
by which a neutral third party tries to help
disputing parties reach a mutually
agreeable decision; also called
mediation.
A

Conciliation

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12
Q

Form of corrective discipline that
implements increasingly severe penalties
for employees; also called progressive
discipline.

A

Constructive discipline

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13
Q

Arrangement in which an enterprise and
a vendor share different tasks within a
larger complex, often strategic
responsibility.

A

Co-sourcing

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14
Q

Approach to determining the financial
impact of an organization’s activities and
programs on profitability, through a
process of data or calculation comparing
value created against the cost of creating
that value.

A

Cost-benefit analysis

CBA

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15
Q

Reporting mechanisms that aggregate
and display metrics and key performance
indicators.

A

Dashboards

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16
Q

Process of studying data to detect
patterns and relationships that can be
used to make predictions and improve
decisions.

A

Data analytics

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17
Q

Data structure that stores organized
information (numeric information as well
as sound clips, pictures, and videos).

A

Database

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18
Q

Variety of software applications that

electronically manage stored data.

A

Database management

system (DBMS)

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19
Q

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

A

Dedicated HR

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20
Q

Way an organization groups jobs to

coordinate work.

A

Departmentalization

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21
Q 
Termination of employment of individual
employees and groups of employees for
reasons other than performance, for
example, economic necessity or
restructuring; also known as reduction in
force (RIF).
A

Downsizing

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22
Q 
Principle of employment in the U.S. 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 that
employees have the right to quit a job at
any time.
A

Employment at-will

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23
Q

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

A

Encryption

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24
Q 
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.
A

Enterprise resource

planning (ERP)

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25
Q

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.

A

Force-field analysis

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26
Q

Refers to the extent to which rules,
policies, and procedures govern the
behavior of employees in an
organization.

A

Formalization

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27
Q 
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.
A

Front-back structure

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28
Q 
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.
A

Functional HR

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29
Q 
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.
A

Functional structure

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30
Q

Selective use of game design and game
mechanics to drive employee
engagement in non-gaming business
scenarios.

A

Gamification

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31
Q

Organizational structure in which
geographic regions define the
organizational chart.

A

Geographic structure

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32
Q

Orderly way to resolve differences of

opinion.

A

Grievance procedure

33
Q

Umbrella term for specialized

collaborative software applications.

A

Groupware

34
Q

Act of deliberately accessing a computer

without permission.

A

Hacking

35
Q

Systematic and comprehensive
evaluation of an organization’s HR
policies, practices, procedures, and
strategies.

A

HR audit

36
Q

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

A

Human resource
information system
(HRIS)

37
Q

Organizational structure that mixes
elements of the functional, product, and
geographic structures.

A

Hybrid structure

38
Q

Self-employed individuals hired on a

contract basis for specialized services.

A

Independent contractors

39
Q

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

A

Industrial actions

40
Q

Use of technology to collect, process and
condense information, for the purpose of
managing the information efficiently as
an organizational resource.

A

Information management

IM

41
Q

Ownership of innovation by an individual
or business enterprise; includes
patented, trademarked, or copyrighted
property.

A

Intellectual property (IP)

42
Q

Situation in which an organization shares
responsibility and liability for their
alternative workers with an alternative
staffing supplier; also known as co-employment.

A

Joint employment

43
Q

Use of information from past and present

to predict future conditions.

A

Judgmental forecasts

44
Q

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

A

Knowledge management

KM

45
Q 
Group of workers who formally organize
and coordinate their activities to achieve
common goals in their relationship with
an employer or group of employers; also
called trade union.
A

Labor union

46
Q

Work groups that conduct the major

business of an organization.

A

Line units

47
Q 
Organizational structure that combines
departmentalization by division and
function to gain the benefits of both;
results in some employees reporting to
two managers rather than one, with
neither manager assuming a superior
role.
A

Matrix structure

48
Q 
Method of nonbinding dispute resolution
by which a neutral third party tries to help
disputing parties reach a mutually
agreeable decision; also called
conciliation.
A

Mediation

49
Q

Digitized instructional content delivered
to wireless mobile devices (e.g.,
smartphones, tablet computers,
notebooks, and digital readers).

A

Mobile learning

50
Q 
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.
A

Multi-criteria decision

analysis (MCDA)

51
Q

Process of enhancing the effectiveness
and efficiency of an organization and the
well-being of its members through
planned interventions.

A

Organizational

development

52
Q

Process by which an organization
contracts with third-party vendors to
provide selected services/activities,
instead of hiring new employees.

A

Outsourcing

53
Q

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

A

Picketing

54
Q

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

A

Policy

55
Q

Organizational structure in which
functional departments are grouped
under major product divisions.

A

Product structure

56
Q 
Termination of employment of individual
employees and groups of employees for
reasons other than performance, for
example, economic necessity or
restructuring; also known as downsizing.
A

Reduction in force (RIF)

57
Q

“Snapshot” assessment of the availability

of qualified backup for key positions.

A

Replacement planning

58
Q

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

A

Restructuring

59
Q

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

A

Secondary action

60
Q

Part of a service contract where the
service expectations are formally
defined.

A

Service-level agreement

SLA

61
Q

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.

A

Shared services HR

mode

62
Q

Refusal by workers to work; also refusal
by workers to leave their workstations,
making it impossible for the employer to
use replacement workers.

A

Sit-down strike

63
Q 
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.
A

Software as a service

SaaS

64
Q

Refers to the number of individuals who

report to a supervisor.

A

Span of control

65
Q

Work groups that assist line units by
providing specialized services, such as
HR.

A

Staff units

66
Q 
Process of implementing a talent
management strategy for identifying and
fostering the development of highpotential employees or other job
candidates who, over time, may move
into leadership positions of increased
responsibility.
A

Succession planning

67
Q

Action taken in support of another union

that is striking the employer.

A

Sympathy strike

68
Q 
System of integrated HR processes for
attracting, developing, engaging, and
retaining employees who have the
knowledge, skills, and abilities to meet
current and future business needs.
A

Talent management

69
Q 
Group of workers who formally organize
and coordinate their activities to achieve
common goals in their relationship with
an employer or group of employers; also
called labor union.
A

Trade union

70
Q

Act of replacing employees leaving an
organization; attrition or loss of
employees.

A

Turnover

71
Q

Annualized formula that tracks number of
separations and total number of
workforce employees per month.

A

Turnover rate

72
Q

Violation of employee rights; act

prohibited under labor relations statutes.

A

Unfair labor practice

ULP

73
Q

Work stoppages at union contract
operations that have not been sanctioned
by the union.

A

Wildcat strike

74
Q 
Systematic approach to anticipate human
capital needs and data HR professionals
can use to ensure that appropriate
knowledge, skills, or abilities will be
available when needed to accomplish
organizational goals and objectives.
A

Workforce analysis

75
Q 
All activities needed to ensure that the
knowledge, skills, abilities, and other
characteristics of the workforce meet
current and future organizational and
individual needs.
A

Workforce management

76
Q

Strategic process by which an
organization analyzes its current
workforce and determines the steps
required to prepare for its future needs.

A

Workforce planning

77
Q 
Groups that represent employees,
generally on a local or organizational
level, for the primary purpose of receiving
from employers and conveying to
employees information about the
workforce and the health of the
enterprise.
A

Works councils

78
Q

Situation in which workers slow
processes by performing tasks exactly to
specifications or according to job or task
descriptions.

A

Work-to-rule

SHRM /HRCI (5 decks)

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