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SHRM-CP Terms > Organization > Flashcards

Organization Flashcards

(78 cards)

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1
Q

Alternative dispute resolution (ADR)

A

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

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2
Q

Co-employment

A

Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier (joint employment)

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3
Q

Database

A

Data structure that stores organized information

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4
Q

Arbitration

A

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

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5
Q

Collective bargaining

A

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

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6
Q

Database management system (DBMS)

A

Variety of software applications that electronically manage stored data

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7
Q

Big data

A

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

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8
Q

Conciliation

A

Method of nonbinding dispute resolution by which a neutral third party tries to help disputing parties reach a mutually agreeable decision (mediation)

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9
Q

Dedicated HR

A

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

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10
Q

Blogs

A

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

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11
Q

Constructive discipline

A

Form of corrective discipline that implements increasingly severe penalties for employees (progressive discipline)

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12
Q

Departmentalization

A

Way an organization groups jobs to coordinate work

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13
Q

Center of excellence (COE)

A

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

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14
Q

Cosourcing

A

Arrangement in which an enterprise and a vendor share different tasks within a larger complex

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15
Q

Downsizing

A

Termination of employment of individual employees and groups of employees for reasons other than performance

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16
Q

Chain of command

A

Line of authority within an organization

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17
Q

Cost-benefit analysis (CBA)

A

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

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18
Q

Employment at-will

A

Principle of employment in the US 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

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19
Q

Cloud computing

A

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

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20
Q

Dashboards

A

Reporting mechanisms that aggregate and display metrics and key performance indicators

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21
Q

Encryption

A

Conversion of data into a formate that promotes or hides its natural presentation or intended meaning

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22
Q

Codetermination

A

Form of corporate governance that requires a typical management board and supervisory board and that allows management and employees to participate in strategic decision making

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23
Q

Data analytics

A

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

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24
Q

Enterprise resource planning (ERP)

A

Business management software that a company can use to collect, store, manage, and interpret data from many business activities

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25
Formalization
Refers to the extent to which rules, policies, and procedures govern the behavior of employees in an organization
26
Hacking
Act of deliberately accessing a computer without permission
27
Joint employment
Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier (co-employment)
28
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
29
Groupware
Umbrella term for specialized collaborative software applications
30
Intellectual property (IP)
Ownership of innovation by an individual or business enterprise
31
Functional HR
HR structural alternative in which headquarters HR specialists craft polices and HR generalists located within divisions or other locales implement the polices, adapt them as needed, and interact with employees
32
Human resource information system (HRIS)
Information technology framework and tools for gathering, storing, maintaining, retrieving, revising, and reporting relevant HR data
33
Knowledge management (KM)
Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance
34
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
35
HR audit
Systematic and comprehensive evaluation of an organization's HR polices, practices, procedures and strategies
36
Judgmental forecasts
Use of information from past and present to predict future conditions
37
Gamification
Selective use of game design and game mechanics to drive employee engagement in non-gaming business scenarios
38
Independent contractors
Self employment individuals hired on contract basis for specialized services
39
Line units
Work groups that conduct the major business of an organization
40
Functional structure
Organizational structure in which departments are defined by the services they contribute to the organization's overall mission
41
Hybrid structure
Organizational structure that mixes elements of the functional, product, and geographic structures
42
Labor union
Group of workers who formally organize and coordinate their activities to achieve common goals in their relationship with an employer or group of employees (trade union)
43
Grievance procedure
Orderly way to resolve differences of opinion
44
Information management (IM)
Use of technology to collect, process, and condense information, for the purpose of managing the information efficiently as an organizational resource
45
Mediation
Method of nonbinding dispute resolution by which a neutral third party tries to help disputing parties reach a mutually agreeable decision (conciliation)
46
Geographic structure
Organizational structure in which geographic regions define the organizational chart
47
Industrial actions
Various forms of collective employee actions taken to protest work conditions or employer action
48
Matrix structure
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
49
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
50
Restructuring
Act of reorganization the legal, ownership, operational, or other structures of an organization
51
Mobile learning
Digitized instructional content delivered to wireless mobile devices
52
Replacement planning
Snapshot assessment of the availability of qualified backup for key positions
53
Outsourcing
Process by which an organization contracts with third-party vendors to provide selected services/activities, instead of hiring new employees
54
Service level agreement (SLA)
Part of a service contract where the service expectations are formally defined
55
Organizational development
Process of enhancing the effectiveness and efficiency of an organization and the well being of its members through planned interventions
56
Secondary action
Attempt by a union to influence an employer by putting pressure on another employer
57
Reduction in force (RIF)
Termination of employment of individual employees and groups of employees for reasons other than performance
58
Span of control
Refers to the number of individuals who report to a supervisor
59
Product structure
Organizational structure in which functional departments are grouped under major product divisions
60
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 us basis or as a subscription based on use metrics
61
Policy
Broad statement that reflects an organization's philosophy, objectives, or standards concerning a particular set of management or employee activities
62
Sit down strike
Refusal by workers to work; also refusal by workers to leave their workstations, making it impossible for the employer to use replacement workers
63
Picketing
Position of employees at a place of work targeted for the action for the purpose of protest
64
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
65
Staff units
Work groups that assist line units by providing specialized services
66
Wildcat strike
Work stoppage at union contract operations that have not been sanctioned by the union
67
Succession planning
Process of implementing a talent management strategy for identifying and fostering the development of high potential employees or other job candidates who may move into leadership positions of increased responsibility
68
Workforce analysis
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 objections
69
Sympathy strike
Action taken in support of another union that is striking the employer
70
Workforce management
All activities needed to ensure that the knowledge, skills, and abilities, and other characteristics of the workforce meet current and future organizational and individual needs
71
Talent management
System of integrated HR processes for attracting developing, engaging, and retaining employees who have the knowledge, skills, and abilities to meet current future business needs
72
Workforce planning
Strategic process by which an organization analyzes its current workforce and determines the steps required to prepare for its future needs
73
Trade union
Group of workers who formally organize and coordinate their activities to achieve common goals in their relationship with an employer or group of employers (labor union)
74
Work councils
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
75
Turnover
Act of replacing employees leaving an organization; attrition or loss of employees
76
Work to rule
Situation in which workers slow processes by performing tasks exactly to specifications or according to job or task descriptions
77
Turnover rate
Annualized formula that tracks number of separations and total number of workforce employees per month
78
Unfair labor practice (ULP)
Violation of employee rights; act prohibited under labor relations statutes

SHRM-CP Terms (4 decks)

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