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SHRM CP 2022 > Organization > Flashcards

Organization Flashcards

(71 cards)

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1
Q

Core competency

A

A unique capability that differentiates a business from its competitors; an organization’s strength

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2
Q

Employee self-service (ESS)

A

Software designed to allow employees to manage personal administrative tasks such as address changes, enrolling in health benefits, changing W4 deductions

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3
Q

Enterprise management system (EMS)

A

Software designed to connect and manage company operations such as inventory, accounting, and productivity

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4
Q

Social engineering

A

The use of psychology and social sciences by cybercriminals to take advantage of individuals

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5
Q

Intervention

A

A person, process, or structural strategy designed to improve organizational results in organizational design and development

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6
Q

Organizational development

A

Planned interventions to respond to internal and external forces affecting company performance

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7
Q

Nonpredictive personality assessment

A

Personality test used to increase self-awareness

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8
Q

Predictive personality assessment

A

Personality tests that aim to predict the success or failure of an individual as it relates to a role or task

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9
Q

Balanced scorecard

A

Performance management tool that measures outcomes compared to goals

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10
Q

Centralized structure

A

All HR staff housed in one location; best for smaller, one-location employers

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11
Q

Decentralized structure

A

HR is performed within each business unit, at individual locations, or within multiple countries

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12
Q

Job posting

A

Process of recruiting INTERNAL candidates for an open position within the organization

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13
Q

Process intervention

A

Auditing work processes for efficiency and the need for updating, redesigning, and testing

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14
Q

UGESP

A

Uniform Guidelines on Employee Selection Procedures

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15
Q

UGESP (definition)

A

Guidelines created to ensure that preselection tests and procedures were reliable (consistent over time) and valid (predict what the test says it will predict)

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16
Q

Human resource information system (HRIS)

A

The IT framework and tools for gathering, storing, maintaining, retrieving, revising, and reporting relevant HR data

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17
Q

Mobile device management (MDM)

A

Process of monitoring, managing, and securing mobile devices in the workplace

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18
Q

Cloud computing

A

Data saved to remote servers that are connected through the internet

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19
Q

Arbitration

A

Disputing parties agree to be bound by the decision of one or more impartial person to whom they submit their dispute for final determination

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20
Q

Employee handbook

A

Book/guide given to employees to communicate the policies, rules, and procedures of the company

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21
Q

Employer of record

A

The entity that is responsible for the health and welfare of the employee and who may set the conditions of employment

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22
Q

Grievance

A

A formal complaint against the organization by a union member

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23
Q

Mediation

A

A neutral third party tries to help disputing parties reach a mutually agreeable decision

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24
Q

Moonlighting

A

Employer working a second job

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25
Negotiation
The ability to reach mutually acceptable agreements with negotiating parties within and outside of the organization
26
Ombuds
Representative from within or outside of the organization is designated as a third party, neutral investigator
27
Conciliation
The action of mediating between two disputing people or groups
28
Bargaining unit
Group of employees represented by a union
29
Sit-down strike
Refusal by workers to work, also refusal to leave workstations, preventing replacements
30
Sympathy strike
Action taken in support of another union that is striking the employer
31
Wildcat strike
Work stoppages at union contract operations that have not been sanctioned by the union
32
Boycott (secondary action)
Attempt by a union to influence an employer by putting pressure on another employer (ex a supplier)
33
Work-to-rule
Workers slow processes by performing tasks exactly to specifications
34
Overtime ban
Refusal to work any overtime
35
Picketing
Gathering in front of a business to raise awareness of an issue or to discourage people from entering to work or shop
36
Behavioral leadership theory
How a person acts determines their leadership ability (introvert v extrovert)
37
Trait leadership theory
Factors such as gender, intelligence, and social skills determine leadership ability
38
Contingency leadership theory
The specific situation determines the leadership ability
39
Demand analysis
Used to Determine the staffing levels and competencies that will be needed in the future
40
Knowledge management
The process of creating, acquiring, sharing, and managing knowledge to increase individual and organizational performance
41
Knowledge workers
Those who apply high-level knowledge obtained through education and experience to achieve outcomes
42
Leader-membership exchange (LMX) theory
The relationship between a manager and the employee has the greatest effect on trust and performance
43
Situational leadership
Focus on the circumstances under which a leader must act: leader adapts their style to the situation
44
Statistical forecasting
Quantitative analysis that relies on objective, measurable data to use in organizational decision making
45
Succession planning
Process of implementing a talent management strategy to identify and develop high-potential employees for new roles
46
Supply analysis
Identifies the staffing levels and competencies that are currently available
47
Transactional leadership
Focuses on reward + punishment of employees to determine leadership success
48
Transformational leadership
Quality of relationship between leader/follower determines leadership success
49
Active listening
The ability to fully engage with the speaker, understand their message, and respond with relevance
50
Business case
Tool or document that defines a specific problem, proposes a solution, and provides justification for the proposal in terms of time, cost efficiency, and probability of success
51
Buy-in
Process by which a person or group provides a sustained commitment in support of a decision, approach, solution or course of action
52
Key Performance Indicator (definition)
Quantifiable measures of performance that gauge an organization’s progress toward specific objectives or other performance standards
53
Outsourcing
The process of contracting with third-party vendors to take over an entire business unit, a particular function, or to work on projects
54
HR shared service model
Each business unit selects what resources it needs from a menu of shared services (payroll, benefit enrollment, etc)
55
Center of excellence
Team or structure that provides expertise, best practices, support and/or knowledge teams in a focused area
56
Proactive intervention
Seeks to anticipate problems before they arise
57
Remedial intervention
Used to resolve a change or problem that has been identified
58
Customer/Product structure
Organizational design structure in which each product/customer unit will have its own support staff (health, beauty, food, etc)
59
Functional structure
Organizational design structure in which employees are grouped into business units organized by skills or roles (marketing, sales, production, etc)
60
Geographic structure
Organizational design structure in which each business unit is independently managed at a local or regional level (North America, South America, etc)
61
Matrix structure
Organizational design structure in which there is a hybrid blend of function, product, and geographic
62
Organizational effectiveness
The degree to which an organization is successful in executing the strategic objectives and mission
63
What are the 3 OED intervention strategies?
Work process analysis strategy Structural intervention strategy Interpersonal strategy
64
Work process analysis intervention
Focuses on process inefficiencies. Involves reviewing job design or analyzing workflow
65
Structural intervention strategy
Reviews and organization’s structure and span of control to determine whether it is helping or hurting the company’s success
66
Interpersonal strategy
Focuses on how employees communicate and interact with one another
67
4 quality control tools
Fishbone (Ishikawa) diagram Scatter diagram Pareto chart Histogram
68
Fishbone (Ishikawa) diagram
Used to compare several causes suspected to affect an outcome
69
Scatter diagram
Used to compare TWO variables
70
Pareto chart
Used to determine priority of tasks/problems to gain the most improvement
71
Histogram
Used to show the changes (distribution) of a SINGLE variable

SHRM CP 2022 (7 decks)

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