Organization

Question 1

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

Answer 1

Alternative dispute

resolution (ADR)

Question 2

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.

Answer 2

Arbitration

Question 3

Ability of a computer to imitate human thought

and behavior.

Answer 3

Artificial intelligence (AI)

Question 4

An organizational structure that leverages staff
expertise in certain areas to improve the entire
organization’s strategic performance.

Answer 4

Center of excellence (COE)

Question 5

Line of authority within an organization.

Answer 5

Chain of command

Question 6

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

Answer 6

Cloud computing

Question 7

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.

Answer 7

Codetermination

Question 8

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

Answer 8

Co-employment

Question 9

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

Answer 9

Collective bargaining

Question 10

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

Answer 10

Conciliation

Question 11

Form of corrective discipline that implements

increasingly severe penalties for employees.

Answer 11

Constructive discipline

Question 12

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

Answer 12

Cosourcing

Question 13

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

Answer 13

Dedicated HR

Question 14

Way an organization groups jobs to coordinate

work.

Answer 14

Departmentalization

Question 15

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

Answer 15

Downsizing

Question 16

Process of investigating a decision thoroughly
before finalizing it to identify all potential factors
that could affect the positive and negative
impacts of the decision.

Answer 16

Due diligence

Question 17

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.

Answer 17

Employment at-will

Question 18

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

Answer 18

Encryption

Question 19

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.

Answer 19

Enterprise resource

planning (ERP)

Question 20

Software and/or hardware that filters incoming
and outgoing communication according to
preset rules.

Answer 20

Firewalls

Question 21

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

Answer 21

Formalization

Question 22

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.

Answer 22

Functional HR

Question 23

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.

Answer 23

Functional structure

Question 24

Organizational structure in which geographic

regions define the organizational chart.

Answer 24

Geographic structure

Question 25

Orderly way to resolve differences of opinion.

Answer 25

Grievance procedure

Question 26

Act of deliberately accessing computer data | without permission.

Answer 26

Hacking

Question 27

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

Answer 27

HR audit

Question 28

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

Answer 28

``` Human resource information system (HRIS) ```

Question 29

Self-employed individuals hired on a contract | basis for specialized services.

Answer 29

Independent contractors

Question 30

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

Answer 30

Industrial actions

Question 31

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

Answer 31

Information system (IS)

Question 32

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

Answer 32

Intellectual property (IP)

Question 33

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

Answer 33

Joint employment

Question 34

Use of information from past and present to | predict future conditions.

Answer 34

Judgmental forecasts

Question 35

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

Answer 35

Knowledge management | KM

Question 36

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

Answer 36

Labor union

Question 37

Work groups that conduct the major business of | an organization.

Answer 37

Line units

Question 38

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

Answer 38

Lockout

Question 39

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.

Answer 39

Matrix structure

Question 40

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

Answer 40

Mediation

Question 41

Common form of post-employment agreement that prevents employee from leaving to work for one of employer’s competitors.

Answer 41

Non-compete agreement | NCA

Question 42

Common form of post-employment agreement, especially in knowledge industries, in which employee agrees not to discuss knowledge gained during employment.

Answer 42

Non-disclosure agreement | NDA

Question 43

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

Answer 43

Organizational | development

Question 44

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

Answer 44

Outsourcing

Question 45

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

Answer 45

Picketing

Question 46

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

Answer 46

Policy

Question 47

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

Answer 47

Product structure

Question 48

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

Answer 48

Project labor agreement | PLA

Question 49

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

Answer 49

Reduction in force (RIF)

Question 50

Statistical method used to predict a variable | from one or more predictor variables.

Answer 50

Regression analysis

Question 51

“Snapshot” assessment of the availability of | qualified backup for key positions.

Answer 51

Replacement planning

Question 52

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

Answer 52

Restructuring

Question 53

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

Answer 53

Secondary action

Question 54

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

Answer 54

Service-level agreement | SLA

Question 55

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.

Answer 55

Shared services HR model

Question 56

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

Answer 56

Simulations

Question 57

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

Answer 57

Sit-down strike

Question 58

In a computer context, tricking a user into sharing information that can then be used to access systems.

Answer 58

Social engineering

Question 59

Online clustering of individuals in groups with | common or shared interests.

Answer 59

Social networks

Question 60

Software that is owned, delivered, and managed remotely and delivered over the Internet to contracted customers on a pay-foruse basis or as a subscription based on use metrics.

Answer 60

Software as a service | SaaS

Question 61

Refers to the number of individuals who report | to a supervisor.

Answer 61

Span of control

Question 62

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

Answer 62

Staff units

Question 63

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

Answer 63

Succession planning

Question 64

Action taken in support of another union that is | striking the employer.

Answer 64

Sympathy strike

Question 65

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

Answer 65

Talent management

Question 66

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

Answer 66

Trade union

Question 67

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

Answer 67

Turnover

Question 68

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

Answer 68

Turnover rate

Question 69

Violation of employee rights; act prohibited | under labor relations statutes.

Answer 69

Unfair labor practice (ULP)

Question 70

Reporting of an organization’s violations of | policies and processes by employees.

Answer 70

Whistleblowing

Question 71

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

Answer 71

Wildcat strike

Question 72

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.

Answer 72

Workforce analysis

Question 73

All activities needed to ensure that workforce size and competencies meet the organization’s strategic needs.

Answer 73

Workforce management

Question 74

Activities needed to ensure that workforce size and competencies meet current and future organizational and individual needs.

Answer 74

Workforce planning

Question 75

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.

Answer 75

Works councils

Question 76

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

Answer 76

Work-to-rule