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SHRM-SCP > Post Vocabulary Alpha 2016 Pt. 1 > Flashcards

Post Vocabulary Alpha 2016 Pt. 1 Flashcards

1
Q

Accounts payable

A

Money an organization owes its vendors and suppliers.

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2
Q

Accounts receivable

A

Money an organization’s customers owe the organization.

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3
Q

ADA Amendments Act (ADAAA)

A

Amendments to U.S. Americans with Disabilities Act covering the definition of individuals regarded as having a disability, mitigating measures, and other rules of construction to guide the analysis of what constitutes a disability.

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4
Q

ADDIE model

A

Five-step instructional design process that governs the development of learning programs.

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5
Q

Adverse impact

A

Type of discrimination that results when a neutral policy has a discriminatory effect; also known as disparate impact.

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6
Q

Affinity diagramming

A

Data sorting technique in which a group categorizes and subcategorizes data until relationships are clearly drawn.

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7
Q

Age Discrimination in Employment Act (ADEA)

A

U.S. act that prohibits discrimination in the workplace on the basis of age.

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8
Q

Alternative dispute resolution (ADR)

A

Umbrella term used to describe a number of problem-solving and grievance resolution approaches.

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9
Q

Amendment

A

Modification of the U.S. Constitution or a U.S. law.

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10
Q

Americans with Disabilities Act (ADA)

A

U.S. act that prohibits discrimination against a qualified individual with a disability because of his/her disability.

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11
Q

Andragogy

A

Study of how adults learn.

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12
Q

Applicant tracking software (ATS)

A

Software that provides an automated way for organizations to manage the recruiting process.

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13
Q

Apprenticeship

A

Related to technical skills training; often a partnership between employers and unions.

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14
Q

Arbitration

A

Procedure in which disputes are submitted to one or more impartial persons for final determination.

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15
Q

Assessment centers

A

Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises.

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16
Q

Assets

A

Financial, physical, and sometimes intangible properties an organization owns.

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17
Q

Assignees

A

Employees who work outside their home countries.

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18
Q

Auditory learners

A

People who learn best by relying on their sense of hearing.

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19
Q

Authentic leadership

A

Leadership grounded in an individual’s values and principles and focused on empowering others to act.

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20
Q

Balanced scorecard

A

Measurement approach that provides an overall picture of an organization’s performance as measured against goals in finance, customers, internal business processes, and learning and growth.

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21
Q

Balance sheet

A

Statement that reports the financial position of the organization at a specific point in time; shows assets, liabilities, and shareholder equity.

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22
Q

Behavioral interview

A

Type of interview that focuses on how applicants previously handled real situations.

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23
Q

Benchmarking

A

Process that compares performance levels and/or processes of one entity with those of another to identify performance gaps and set goals aimed at improving performance.

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24
Q

Benefits

A

Payments or services provided to employees to cover issues such as retirement, health care, sick pay/disability schemes, life insurance, and paid time off.

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25
Q

Bias

A

Occurs when an appraiser’s values, beliefs, or prejudices distort performance ratings.

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26
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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27
Q

Bill

A

A proposal presented to a legislative body for possible enactment as a statute.

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28
Q

Blended learning

A

Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training.

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29
Q

Blogs

A

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

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30
Q

Blue ocean strategies

A

Strategies that generate competitive advantage by creating a new marketplace arena in which there are no other competitors.

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31
Q

Bona fide occupational qualification (BFOQ)

A

Situation in which religion, sex, or national origin is reasonably necessary to carrying out a particular job function in the normal operations of an organization.

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32
Q

Brain drain

A

Exit of educated and skilled citizens from emerging and developing countries for better-paying jobs in developed countries.

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33
Q

Broadbanding

A

Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread.

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34
Q

Burlington Industries, Inc. v. Ellerth

A

U.S. court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not.

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35
Q

Business Acumen competency

A

The ability to understand and apply information with which to contribute to the organization’s strategic plan.

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36
Q

Business case

A

Presentation to management that establishes that a specific problem exists and argues that the proposed solution is the best way to solve the problem in terms of time, cost efficiency, and probability of success.

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37
Q

Business intelligence

A

Ability to gather and analyze data from inside and outside the organization so that information is available for decision makers.

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38
Q

Career development

A

Process by which employees progress through a series of stages in their careers, each of which is characterized by relatively unique issues, themes, and tasks.

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39
Q

Career management

A

Preparing, implementing, and monitoring employees’ career paths, with a primary focus on the goals and needs of the organization.

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40
Q

Career planning

A

Actions and activities that individuals perform in order to give direction to their work lives.

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41
Q

Cash flow statement

A

Statement that shows incoming and outgoing cash in the areas of operations, investments, and financing and remaining cash reserves; reflects an organization’s ability to meet its current and short-term obligations.

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42
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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43
Q

Central tendency error

A

Error that occurs when an appraiser rates all employees within a narrow range, regardless of differences in actual performance.

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44
Q

Chain of command

A

Line of authority within an organization.

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45
Q

Civil law

A

Legal system based on written codes (laws, rules, or regulations).

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46
Q

Civil Rights Act of 1964

A

First comprehensive U.S. law making it unlawful to discriminate on the basis of race, color, religion, sex, or national origin.

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47
Q

Civil Rights Act of 1991

A

U.S. act that expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged discrimination the right to a jury trial.

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48
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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49
Q

Code of conduct

A

Principles of conduct within an organization that guide decision making and behavior; also known as code of ethics.

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50
Q

Codetermination

A

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.

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51
Q

Co-employment

A

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

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52
Q

Collective bargaining

A

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

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53
Q

Collective bargaining agreement

A

Agreement or contract negotiated through collective bargaining process.

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54
Q

Common law

A

Legal system in which each case is considered in terms of how it relates to legal decisions that have already been made; evolves through judicial decisions over time.

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55
Q

Communication competency

A

The ability to effectively exchange information with stakeholders.

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56
Q

Comparable worth

A

Concept that states that jobs requiring comparable skills, effort, responsibility, and working conditions filled primarily by women should have the same job classification and salary as similar jobs filled by men.

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57
Q

Compa-ratio

A

Pay rate divided by the midpoint of the pay range.

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58
Q

Compensation

A

All financial returns (beyond any benefits payments or services), including salary and allowances.

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59
Q

Competencies

A

Clusters of highly interrelated attributes, including knowledge, skills, or abilities (KSA) that give rise to the behaviors needed to perform a given job effectively.

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60
Q

Competency-based interview

A

Type of interview in which the interviewer asks questions related to competencies for the position and asks candidates to provide examples of times they demonstrated the competencies.

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61
Q

Compliance

A

Being in accordance with all national, federal, regional, or local laws, regulations, and government authority requirements for all the nations in which an organization operates.

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62
Q

Compliance program

A

System for ensuring that policies and procedures addressing issues identified in the code of conduct are presented to and understood and acted on by everyone in the organization and for evaluating the results of those efforts.

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63
Q

Conciliation

A

Method of nonbinding dispute resolution involving a third party who tries to help disputing parties reach a mutually agreeable decision; also known as mediation.

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64
Q

Conflict of interest

A

Situation in which a person or organization has the potential to be influenced by opposing sets of incentives.

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65
Q

Consolidated Omnibus Budget Reconciliation Act (COBRA)

A

U.S. act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.

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66
Q

Constructive discipline

A

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

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67
Q

Consultation competency

A

The ability to provide guidance to organizational stakeholders.

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68
Q

Contingency plan

A

Protocol that an organization implements when an identified risk event.

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69
Q

Contrast error

A

Error that occurs when an employee’s rating is based on how his or her performance compares to that of another employee rather than objective standards.

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70
Q

Corporate social responsibility (CSR)

A

Recognition of the impact a corporation has on the lives of its stakeholders and the environment; can include corporate governance, corporate philanthropy, sustainability, and employee rights and workplace safety.

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71
Q

Cosourcing

A

Situation in which an enterprise outsources only one part of a function, often collocating it at the organization’s workplace.

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72
Q

Cost-benefit analysis

A

Ratio of value created to cost of creating that value; allows management to determine the financial impact particular activities and programs have on an organization’s profitability.

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73
Q

Cost-of-living adjustment (COLA)

A

Pay adjustment given to eligible employees regardless of performance or organizational profitability; usually linked to inflation.

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74
Q

Critical Evaluation competency

A

The ability to interpret information with which to make business decisions and recommendations.

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75
Q

Critical path

A

Describes the shortest amount of time required to complete a project, taking into account all project task relationships.

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76
Q

Cultural noise

A

Type of measurement bias in which analyst fails to recognize that individual is responding with answers the analyst wants to hear and that analyst’s culture/values are determining what he or she hears.

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77
Q

Cultural relativism

A

Concept that argues that ethical behavior is determined by local culture, laws, and business practices.

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78
Q

Culture

A

Set of beliefs, attitudes, values, and behaviors shared by members of a group and passed down from one generation to the next.

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79
Q

Dashboards

A

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

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80
Q

Database

A

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

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81
Q

Database management system (DBMS)

A

Variety of software applications that electronically manage stored data.

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82
Q

Dedicated HR

A

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

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83
Q

Delphi technique

A

Forecasting technique that progressively collects information from a group without physically assembling the contributors.

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84
Q

Departmentalization

A

Way an organi?zation groups jobs to coordinate work.

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85
Q

Developmental activities

A

Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs.

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86
Q

Differential pay

A

Pay rates that are affected by where or when an employee works.

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87
Q

Dilemma reconciliation

A

Process of charting a course through cultural differences.

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88
Q

Disability

A

Physical or mental impairment that substantially limits major life activities.

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89
Q

Disparate impact

A

Type of discrimination that results when a neutral policy has a discriminatory effect; also known as adverse impact.

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90
Q

Disparate treatment

A

Type of discrimination that occurs when an applicant or employee is treated differently because of his or her membership in a protected class.

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91
Q

Distance learning

A

Process of delivering educational or instructional programs to locations away from a classroom or site.

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92
Q

Diversity

A

Differences in characteristics of people; can involve personality, work style, race, age, ethnicity, gender, religion, education, functional level at work, etc.

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93
Q

Diversity council

A

Task force created to define a diversity and inclusion initiative and guide the development and implementation process.

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94
Q

Diversity dimensions

A

Framework for understanding the range and complexity of diversity; includes four layers (personality, internal dimensions, external dimensions, and organizational dimensions); also known as identity group.

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95
Q

Diversity of thought

A

Concept describing the presence of different types of cognitive processes in a workplace; opposed to “groupthink,” or similarity of thought processes and opinions.

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96
Q

Divestiture

A

Sale by a company of an asset that is not performing well, that is not core to the company’s business, or that is worth more as a separate entity.

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97
Q

Domestic partners

A

Unmarried couples, of the same or opposite sex, who live together and seek economic and noneconomic benefits comparable to those granted to their married counterparts.

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98
Q

Drug-Free Workplace Act

A

U.S. law that requires federal contractors with contracts of $100,000 or more as well as recipients of grants from federal government to certify they are maintaining a drug-free workplace.

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99
Q

Dual career ladders

A

Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles.

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100
Q

Due diligence

A

Necessary level of care and attention that is taken to investigate an action before it is taken.

101
Q

Due process

A

Concept that laws are enforced only through accepted, codified procedures.

102
Q

Duty of care

A

Principle that organizations should take all steps that are reasonably possible to ensure the health, safety, and well-being of employees and protect them from foreseeable injury.

103
Q

E-learning

A

Delivery of training and educational materials, processes, and programs via the use of electronic media.

104
Q

Emotional intelligence (EI)

A

Quality of being sensitive to and understanding of one’s own and others’ emotions and the ability to manage one’s own emotions and impulses.

105
Q

Employee engagement

A

Employees’ commitment to an organization; willingness to put in effort that promotes the effective functioning of the organization.

106
Q

Employee life cycle (ELC)

A

Activities associated with an employee’s tenure in an organization.

107
Q

Employee Polygraph Protection Act (EPPA)

A

U.S. act that generally prevents most private employers engaged in or affecting interstate commerce from using lie detector tests either for preemployment screening or during the course of employment, with certain exemptions.

108
Q

Employee resource group (ERG)

A

Voluntary group for employees who share a particular diversity dimension (race, religion, ethnicity, sexual orientation, etc.); also known as affinity group or network group.

109
Q

Employee Retirement Income Security Act (ERISA)

A

U.S. act that established uniform minimum standards for employer-sponsored retirement and health and welfare benefit programs.

110
Q

Employees

A

Individuals who exchange work for wages or salary; in the U.S., workers who are covered by Fair Labor Standards Act regulations as determined by the IRS.

111
Q

Employee surveys

A

Instruments used to collect and assess employee perceptions about the work environment.

112
Q

Employment at-will

A

Principle of employ?ment 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 employees have the right to quit a job at any time.

113
Q

Employment branding

A

Process of positioning an organization as an “employer of choice” in the labor market.

114
Q

Employment practices liability insurance (EPLI)

A

Type of liability insurance covering an organization against claims by employees, former employees, and employment candidates alleging that their legal rights in the employment relationship have been violated.

115
Q

Encryption

A

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

116
Q

Enterprise resource planning (ERP)

A

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.

117
Q

Environmental scanning

A

Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how these factors affect the organization currently and how they are likely to affect the organization in the future.

118
Q

E-procurement

A

Use of electronic communications and transaction processing when buying (or contracting for/tendering) supplies and services.

119
Q

Equal Employment Opportunity Act

A

U.S act that amended Title VII and gave the Equal Employment Opportunity Commission authority to implement its administrative findings and conduct its own enforcement litigation.

120
Q

Equal Pay Act (EPA)

A

U.S. act that prohibits wage discrimination by requiring equal pay for equal or “substantially equal” work.

121
Q

Equity

A

Amount of owners’ or shareholders’ portion of a business.

122
Q

Essential functions

A

Primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodation.

123
Q

Ethical Practice competency

A

The ability to integrate core values, integrity, and accountability throughout all organizational and business practices.

124
Q

Ethical universalism

A

Concept that argues that there are fundamental ethical principles that apply across cultures.

125
Q

Ethics

A

Set of behavioral guidelines by which all directors, managers, and employees of an organization are expected to behave to ensure appropriate moral and ethical business standards, typically beyond the letter of the law.

126
Q

Exempt employees

A

Employees who are excluded from U.S. Fair Labor Standards Act minimum wage and overtime pay requirements.

127
Q

External equity

A

Situation in which an organization’s compensation levels and benefits are similar to those of other organizations that are in the same labor market and compete for the same employees.

128
Q

Extraterritoriality

A

Extension of the power of a country’s laws over its citizens outside that country’s sovereign national boundaries.

129
Q

Fair and Accurate Credit Transactions Act (FACT Act)

A

U.S act that provides some relief to employers using third parties to conduct workplace investigations.

130
Q

Fair Credit Reporting Act (FCRA)

A

U.S act that protects privacy of background information and ensures that information supplied is accurate.

131
Q

Fair Labor Standards Act (FLSA)

A

U.S act that establishes minimum wage, overtime pay, youth employment, and record-keeping standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments.

132
Q

Family and Medical Leave Act (FMLA)

A

U.S act that provides employees with up to 12 weeks of unpaid leave to care for family members or because of a serious health condition of the employee.

133
Q

Faragher v. City of Boca Raton

A

U.S. court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not.

134
Q

First-impression error

A

Type of measurement bias in which investigator makes snap judgments and lets first impression (either positive or negative) cloud subsequent evaluation.

135
Q

Flat-rate pay

A

Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as single-rate pay.

136
Q

Focus group

A

Small group (normally six to twelve) invited to actively participate in a structured discussion with a facilitator.

137
Q

Force-field analysis

A

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.

138
Q

Formalization

A

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

139
Q

Front-back structure

A

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.

140
Q

Functional HR

A

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.

141
Q

Functional structure

A

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.

142
Q

Gamification

A

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

143
Q

Gender

A

Refers to the socially constructed system that associates masculinity or femininity to certain roles, behaviors, activities, and attributes.

144
Q

Gender identity

A

Refers to one’s internal, personal sense of being a man or a woman (or boy or girl), which may or may not be the same as one’s sexual assignment at birth.

145
Q

General Duty Clause

A

Statement in U.S. Occupational Safety and Health Act that requires employers subject to OSHA to provide employees with a safe and healthy work environment.

146
Q

General pay increase

A

Pay increase given to employees based on local competitive market requirements; awarded regardless of employee performance.

147
Q

Genetic Information Nondiscrimination Act (GINA)

A

U.S act that prohibits discrimination against individuals on the basis of their genetic information in both employment and health insurance.

148
Q

Geographic structure

A

Organizational structure in which geographic regions define the organizational chart.

149
Q

Global and Cultural Effectiveness competency

A

The ability to value and to consider the perspectives and backgrounds of all parties in global business.

150
Q

Global integration (GI) strategy

A

Globalization strategy that emphasizes consistency of approach, standardization of processes, and a common corporate culture across global operations.

151
Q

Globalization

A

Growing interconnectedness and interdependency of countries, people, and companies.

152
Q

Global mindset

A

Ability to take an international, multidimensional perspective that is inclusive of other cultures, perspectives, and views.

153
Q

Global remittances

A

Monies sent back home by migrants working in foreign countries.

154
Q

Glocalization

A

Characteristic of an organization with a strong global image but an equally strong local identity.

155
Q

Governance

A

System of rules and processes an organization puts in place to ensure its compliance with local and international laws, accounting rules, ethical norms, and its own codes of conduct.

156
Q

Green-circle rates

A

Situations in which an employee’s pay is below the minimum of the range.

157
Q

Grievance procedure

A

Orderly way to resolve differences of opinion in regard to a union contract.

158
Q

Griggs v. Duke Power

A

U.S. case that recognized adverse impact discrimination.

159
Q

Gross profit margin

A

Ratio of gross profit to net sales.

160
Q

Groupware

A

Umbrella term for specialized collaborative software applications.

161
Q

Hacking

A

Act of deliberately accessing a computer without permission.

162
Q

Halo effect

A

Type of measurement bias in which analyst allows one strong point that he or she values highly and that works in subject’s favor to overshadow all other information.

163
Q

Hazard

A

Potential for harm, often associated with a condition or activity that, if left uncontrolled, can result in injury or illness.

164
Q

Head count

A

Number of people on an organization’s payroll at a particular moment in time.

165
Q

High-context culture

A

Society or group where people have close connections over a long period of time and where many aspects of behavior are not made explicit, because most members know what to do and think from years of interaction.

166
Q

Horn effect

A

Type of measurement bias in which analyst allows one strong point that he or she values highly and that works against subject to overshadow all other information.

167
Q

Hostile environment harassment

A

Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual’s performance; creates an intimidating, threatening, or humiliating work environment; or perpetuates a situation that affects the employee’s psychological well-being.

168
Q

HR audit

A

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

169
Q

HR Expertise (HR Knowledge)

A

The knowledge of principles, practices, and functions of effective human resource management.

170
Q

Human resource information system (HRIS)

A

Systematic tool for gathering, storing, maintaining, retrieving, and revising HR data.

171
Q

Hybrid structure

A

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

172
Q

Identity alignment

A

Extent to which diversity is embraced in management of people, products/services, and branding.

173
Q

Immigration Reform and Control Act (IRCA)

A

U.S. act that prohibits discrimination against job applicants on the basis of national origin or citizenship; establishes penalties for hiring illegal aliens and requires employers to establish each employee’s identity and eligibility to work.

174
Q

Incentive pay

A

Form of direct compensation where employers pay for performance beyond normal expectations to motivate higher performance.

175
Q

Incentives

A

Payments in return for the achievement of specific, time-limited, targeted objectives.

176
Q

Inclusion

A

Extent to which each person in an organization feels welcomed, respected, supported, and valued as a team member.

177
Q

Income statement

A

Statement that reports revenues, expenses, and net income (profit) for a specified period.

178
Q

Independent contractors

A

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

179
Q

Industrial actions

A

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

180
Q

Information management (IM)

A

Use of technology to collect, process, and condense information with a goal of efficient manage?ment of information as an organizational resource.

181
Q

Insourcing

A

Transferring a previously outsourced function back in-house.

182
Q

Intellectual property (IP)

A

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

183
Q

Intercultural wisdom

A

Capacity to recognize, interpret, and behaviorally adapt to multicultural situations and contexts; also called cultural intelligence.

184
Q

Internal equity

A

Situation in which employees feel that performance or job differences result in corresponding differences in rewards that are fair.

185
Q

Intrinsic motivation

A

Desire to do things because they matter, because we like it, because they’re interesting, or because they are part of something important.

186
Q

Job analysis

A

Systematic study of jobs to determine what activities (tasks) and responsibilities they include, personal qualifications necessary for performance of the jobs, the conditions under which the work is performed, and the reporting structure.

187
Q

Job classification

A

Job evaluation method in which descriptions are written for each class of jobs; individual jobs are then put into the grade that best matches their class description.

188
Q

Job-content-based job evaluation

A

Job evaluation method in which the relative worth and pay structure of different jobs are based on an assessment of their content and their relationship to other jobs within the organization.

189
Q

Job description

A

Written description of a job and its requirements, including tasks, knowledge, skills, abilities, responsibilities, and reporting structure.

190
Q

Job enlargement

A

Broadening the scope of a job by expanding the number of different tasks to be performed.

191
Q

Job enrichment

A

Increasing the depth of a job by adding responsibilities such as planning, organizing, tracking, and completing reports.

192
Q

Job evaluation

A

Process that determines the value and price of a job in order to place and compare it within an organization as well as attract and retain employees in a competitive environment.

193
Q

Job ranking

A

Job evaluation method that involves establishing a hierarchy of jobs from lowest to highest based on each job’s overall value to the organization.

194
Q

Job rotation

A

Movement between different jobs.

195
Q

Job specifications

A

Written statements of the necessary qualifications for the job incumbent.

196
Q

Joint employment

A

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

197
Q

Judgmental forecasts

A

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

198
Q

Jurisdiction

A

Right of a legal body to exert authority over a given geographical territory, subject matter, or persons or institutions.

199
Q

Key performance indicators (KPIs)

A

Quantifiable measures of performance used to gauge progress toward strategic objectives or agreed standards of performance.

200
Q

Key risk indicators (KRIs)

A

Metrics that provide an early signal of increasing risk exposures in the various areas of an enterprise.

201
Q

Kinesthetic learners

A

People who learn best through a hands-on approach; also called tactile learners.

202
Q

Knowledge management (KM)

A

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

203
Q

KSA

A

Knowledge, skills, or abilities needed to effectively perform a job.

204
Q

Labor-Management Relations Act (LMRA)

A

U.S. act that provides balance of power between union and management by designating certain union activities as unfair labor practices; also known as Taft-Hartley Act.

205
Q

Labor-Management Reporting and Disclosure Act (LMRDA)

A

U.S. act that protects the rights of union members from corrupt or discriminatory labor unions; also known as Landrum-Griffin Act.

206
Q

Labor union

A

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.

207
Q

Lagging indicator

A

Type of metric that describes an activity that has already occurred.

208
Q

Layoffs

A

Temporary employment separations; employees may be recalled to work, or the separation may become permanent.

209
Q

Leadership

A

Ability of an individual to influence a group or another individual toward the achievement of goals and results.

210
Q

Leadership and Navigation competency

A

The ability to direct and contribute to initiatives and processes within the organization.

211
Q

Leadership development

A

Training and professional development programs targeted to assist management- and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations.

212
Q

Leading indicator

A

Type of metric that describes an activity that can change future performance and indicate higher degree of success in achieving strategic goals.

213
Q

Learning management system (LMS)

A

System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.

214
Q

Learning organization

A

Organization characterized by a capability to adapt to changes in environment.

215
Q

Lechmere, Inc. v. NLRB

A

1992 case in which the U.S. Supreme Court ruled that an employer cannot be compelled to allow nonemployee organizers onto the business property.

216
Q

Ledbetter v. Goodyear Tire & Rubber Co.

A

2007 case in which the U.S. Supreme Court ruled that claims of sex discrimination in pay under Title VII were not timely because discrimination charges were not filed with the EEOC within the required 180-day time frame.

217
Q

Leniency errors

A

Errors that are the result of appraisers who don’t want to give low scores.

218
Q

Liabilities

A

Organization’s debts and other financial obligations.

219
Q

Lilly Ledbetter Fair Pay Act

A

U.S. act that creates a rolling time frame for filing wage discrimination claims and expands plaintiff field beyond employee who was discriminated against.

220
Q

Line units

A

Work groups that conduct the major business of an organization.

221
Q

Local responsiveness (LR) strategy

A

Globalization strategy that emphasizes adapting to the needs of local markets and allows subsidiaries to develop unique products, structures, and systems.

222
Q

Lockout

A

Occurs when management shuts down operations to prevent union employees from working.

223
Q

Low-context culture

A

Society in which people tend to have many social connections but of shorter duration and where behavior and beliefs may need to be described explicitly so that those coming into the cultural environment know how to behave.

224
Q

Lump-sum increase (LSI)

A

One-time payment made to an employee; also called performance bonus.

225
Q

Market-based job evaluation

A

Job evaluation method in which the relative worth and pay structure of different jobs are based on their market value or the going rate in the marketplace.

226
Q

Matrix structure

A

Organizational structure that combines departmentalization by division and function to gain the benefits of both.

227
Q

Maturity curves

A

Correlate pay with time spent in a professional field such as teaching or research.

228
Q

Mean

A

Average score or value.

229
Q

Median

A

Middle point above and below which 50% of scores in a set of data lie.

230
Q

Mediation

A

Method of nonbinding dispute resolution involving a third party who helps disputing parties reach a mutually agreeable decision; also known as conciliation.

231
Q

Mentoring

A

Developmentally oriented relationship between two individuals.

232
Q

Merger/acquisition (M&A)

A

Combination of two separate firms either by their joining together as relative equals (merger) or by one acquiring the other (acquisition).

233
Q

Merit pay

A

Situation where an individual’s performance on the job is the basis for the amount and timing of pay increases; also called performance-based pay or pay for performance.

234
Q

Metrics

A

Performance parameters based on the relationship between two or more measures.

235
Q

Mind mapping

A

Data sorting technique in which group members add related ideas and indicate logical connections, eventually grouping similar ideas.

236
Q

Mission statement

A

Statement that specifies what activities an organization intends to pursue and what course management has charted for the future; a concise statement of its strategy.

237
Q

Mobile learning

A

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

238
Q

Mode

A

Value that occurs most frequently in a set of data.

239
Q

Moral hazard

A

Situation in which one party engages in risky behavior knowing that it is protected against the risk because another party will incur any resulting loss.

240
Q

Motivation

A

Factors that initiate, direct, and sustain human behavior over time.

241
Q

Multi-criteria decision analysis (MCDA)

A

Decision-making tool in which a team deter?mines critical characteristics of a successful decision; a matrix is used to score each alternative and compare results.

242
Q

Multinational enterprise (MNE)

A

Organization that owns or controls production or services facilities in one or more countries other than the home country.

243
Q

National Defense Authorization Acts (NDAA)

A

U.S. acts that expanded FMLA leave for employees with family members who are covered members of the military.

244
Q

National Federation of Independent Business v. Sebelius

A

U.S. Supreme Court ruling that Patient Protection and Affordable Care Act requirement that individuals purchase health insurance was constitutional but that requirement that states expand Medicaid was not.

245
Q

National Labor Relations Act (NLRA);

A

U.S. act that protects and encourages the growth of the union movement. The act established workers’ rights to organize and bargain collectively with employers.; also known as Wagner Act.

246
Q

National origin

A

Refers to the country (including those that no longer exist) of one’s birth or of one’s ancestors’ birth.

247
Q

Negative emphasis

A

Type of measurement bias that involves weighting a small negative reaction or piece of information more than it should objectively merit.

248
Q

Negotiation

A

Process in which two or more parties work together to reach agreement on a matter.

249
Q

Net profit margin

A

Ratio of net income (gross sales minus expenses and taxes) to net sales.

SHRM-SCP (7 decks)

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