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SHRM-CP Exam > Organization > Flashcards

Organization 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

Ability of a computer to imitate human thought

and behavior.

A

Artificial intelligence (AI)

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4
Q

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

A

Center of excellence (COE)

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5
Q

Line of authority within an organization.

A

Chain of command

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6
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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7
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

Codetermination

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8
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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9
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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10
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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11
Q

Form of corrective discipline that implements

increasingly severe penalties for employees.

A

Constructive discipline

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12
Q

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

A

Cosourcing

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13
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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14
Q

Way an organization groups jobs to coordinate

work.

A

Departmentalization

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15
Q

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).

A

Downsizing

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16
Q

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.

A

Due diligence

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17
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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18
Q

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

A

Encryption

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19
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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20
Q

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

A

Firewalls

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21
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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22
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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23
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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24
Q

Organizational structure in which geographic

regions define the organizational chart.

A

Geographic structure

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25
Q

Orderly way to resolve differences of opinion.

A

Grievance procedure

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26
Q

Act of deliberately accessing computer data

without permission.

A

Hacking

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27
Q

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

A

HR audit

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28
Q

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

A 
Human resource
information system (HRIS)
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29
Q

Self-employed individuals hired on a contract

basis for specialized services.

A

Independent contractors

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30
Q

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

A

Industrial actions

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31
Q

Way to collect, organize, store, analyze, and

share data.

A

Information system (IS)

32
Q

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

A

Intellectual property (IP)

33
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

34
Q

Use of information from past and present to

predict future conditions.

A

Judgmental forecasts

35
Q

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

A

Knowledge management

KM

36
Q

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.

A

Labor union

37
Q

Work groups that conduct the major business of

an organization.

A

Line units

38
Q

Action of an employer to shut down operations

to prevent employees from working.

A

Lockout

39
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

40
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

41
Q

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

A

Non-compete agreement

NCA

42
Q

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

A

Non-disclosure agreement

NDA

43
Q

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

A

Organizational

development

44
Q

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

A

Outsourcing

45
Q

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

A

Picketing

46
Q

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

A

Policy

47
Q

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

A

Product structure

48
Q

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.

A

Project labor agreement

PLA

49
Q

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.

A

Reduction in force (RIF)

50
Q

Statistical method used to predict a variable

from one or more predictor variables.

A

Regression analysis

51
Q

“Snapshot” assessment of the availability of

qualified backup for key positions.

A

Replacement planning

52
Q

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

A

Restructuring

53
Q

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

A

Secondary action

54
Q

Part of a service contract where the service

expectations are formally defined.

A

Service-level agreement

SLA

55
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 model

56
Q

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

A

Simulations

57
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

58
Q

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

A

Social engineering

59
Q

Online clustering of individuals in groups with

common or shared interests.

A

Social networks

60
Q

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.

A

Software as a service

SaaS

61
Q

Refers to the number of individuals who report

to a supervisor.

A

Span of control

62
Q

Work groups that assist line units by providing

specialized services, such as HR.

A

Staff units

63
Q

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.

A

Succession planning

64
Q

Action taken in support of another union that is

striking the employer.

A

Sympathy strike

65
Q

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.

A

Talent management

66
Q

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.

A

Trade union

67
Q

Act of replacing employees leaving an

organization; attrition or loss of employees.

A

Turnover

68
Q

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

A

Turnover rate

69
Q

Violation of employee rights; act prohibited

under labor relations statutes.

A

Unfair labor practice (ULP)

70
Q

Reporting of an organization’s violations of

policies and processes by employees.

A

Whistleblowing

71
Q

Work stoppages at union contract operations

that have not been sanctioned by the union.

A

Wildcat strike

72
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

73
Q

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

A

Workforce management

74
Q

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

A

Workforce planning

75
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

76
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-CP Exam (4 decks)

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