SHRM BoCK Definitions Flashcards
(136 cards)
1
Q
ADDIE
A
Analysis, design, development, implementation, evaluation
ISD for design/development of learning systems
2
Q
ADR
A
Alternative dispute resolution - umbrella term for techniques other than litigation for dispute resolution (mediation, arbitration, etc.)
3
Q
Analytics
A
Tools that add context or subclassifying comparison groups so data can be used for decision support
4
Q
Applicant
A
Person who applied or formally expressed interest in a position
5
Q
ATS
A
Applicant tracking system - software app that automates org’s mgmt of recruitment process
6
Q
Arbitration
A
ADR method where parties agree to be bound by decision of impartial person(s) to whom they submit dispute
7
Q
Assessment Center
A
Process by which candidates or EEs evaluated to determine suitability and/or readiness for employment, training, promotion, etc.
8
Q
Balance sheet
A
Stmt of org financial position at specific point, shoring assets, liabilities & shareholder equity
9
Q
Balanced scorecard
A
Performance mgmt tool depicting org’s overall performance measured against goals, lagging indicators, leading indicators
10
Q
Benchmarking
A
ID’ing performance gaps, setting goals for improvement by comparing data, perf levels, and/or processes against other orgs
11
Q
Benefits
A
Mandatory or voluntary payments/services provided to EEs, typically covering retirement, healthcare, sick pay/disability, life insurance, PTO
12
Q
Bias
A
Conscious/unconscious beliefs influencing a person’s perceptions or actions, which may cause that person to become partial or prejudiced
13
Q
BFOQ
A
Bona fide occupational qualification - factor that is reasonably necessary in the normal ops of an org to carry out particular job fx (eg gender, religion, etc.)
14
Q
Business Case
A
Tool/doc defining specific problem, proposing solution, providing justifications for proposal in terms of time, efficiency, probability of success
15
Q
Business Intelligence
A
Internal and external raw data of org translated into info for decision makers to use in taking strategic action
16
Q
Business Unit
A
Element or segment of org that represents specific fx (legal, accounting, marketing, etc.)
17
Q
Buy-In
A
Person/group provides sustained commitment in support of decision, approach, solution, action
18
Q
Career Development
A
Progression thru series of employment stages characterized w/unique issues, themes, tasks
19
Q
Career Mapping
A
Process of using visual tools/guides to depict typical or exemplary career paths, positions, roles, stages
20
Q
Career Pathing
A
ERs provide EEs w/clear outline for moving from current to desired position
21
Q
Cash flow Statement
A
Stmt of org’s ability to meet current/short-term obligations, showing incoming/outgoing cash/cash reserves in ops, investing, financing
22
Q
Center of Excellence
A
Team or structure that provides expertise, best practices, support, and/or knowledge transfer in focused area
23
Q
Change Initiative
A
Transition in org’s technology, culture, or behavior of EEs & mgrs
24
Q
Change Mgmt
A
Principles/practices for managing change initiative so it’s more likely to be accepted and provided w/resources
25
Coaching
Focused, interactive communication & guidance to develop/enhance on the job performance, knowledge, behavior
26
Collective Bargaining
Mgmt & union reps negotiate employment conditions for particular bargaining unit for designated period of time
27
Comparable worth
Jobs primarily filled by women requiring skills, effort, resp, working conditions comparable to those primarily filled by men should have same class/salaries
28
Competencies
Clusters of highly interrelated attributes including KSAOs giving rise to behaviors needed to perform the job effectively
29
Compliance
Being in accordance w/all nat'l, fed, regional, local laws, regs, other gov't auth/reqs applicable to where org operates
30
Conciliation
Method of nonbinding ADR where neutral 3rd party tries to help disputing parties reach agmt (eg mediation)
31
Conflict of interest
situation where person or org may directly/indirectly benefit from undue influence due to involvement in outside activities, relationships or investments that conflict w/or have impact on employment rlnship or outcomes
32
CSR
Corporate social responsibility - impact on lives of stakeholders and environment, considering philanthropy, sustainability, EE rights, social change, etc.
33
CBA
Cost benefit analysis - determines financial impact of org activities & programs on profitability, thru process of data or calculation comparing value created against cost of creating that value
34
Critical path
Amount of time needed to complete all req elements/components of task, taking into account all project-task rlnships
35
Culture
Basic beliefs, attitudes, values, behaviors, customs shared/followed by members of group - contributing to group ID
36
Disability
Physical or mental impairment that substantially limits ones' major life activities
37
Diversity
Differences in ppl's characteristics eg. age, race, gender, personality, work style, etc.
38
Due diligence
Req to fully investigate action before it is taken thru diligent research/evaluation
39
E-learning
Electronic media delivery of educational/training materials, processes, programs
40
EI
Emotional intelligence - ability to be sensitive & understand one's own and others' emotions and impulses
41
EE Engagement
EEs emotional commitment to org, demonstrated by willingness to make effort to promote effective functioning
42
EE surveys
Collect and assess info on EE attitudes and perceptions of work environment/conditions
43
EVP
Employee value proposition - perceived value of total rewards/benefits they receive from org
44
Employees
Ppl who exchange work for wages or salary
45
Ethics
Set of behavioral guidelines that org expects of all EEs, to ensure moral and ethical biz standards
46
Evidence-based
Approach to evaluation and decision-making that uses data/research findings to drive biz outcomes
47
Focus group
Small group of invited ppl who actively participate in structured discussion, led by facilitator to elicit input on product, policy, process, program
48
Gap analysis
Assessing current state in order to determine what is needed to move to desired future state
49
Global mindset
ability to have int'l perspective, inclusive of other cultures' values
50
Globalization
Status of growing interconnectedness and interdependency among countries, ppl, orgs, markets worldwide
51
Governance
Rules/processes set up by org to ensure compliance w/local and int'l laws, accounting rules, ethical norms, codes of conduct, etc.
52
Hazard
Potential harm, often associated w/condition or activity that can result in injury or damage if left uncontrolled
53
HR Business Partner
HR professional who advises leaders in developing and implementing human capital strategy aligning w/org mission, vision, goals
54
HR Service Model
Structuring, delivering HR services to support org success
55
HRIS
Human resource info system - IT for gathering, storing, maintaining, retrieving, reporting HR data
56
Inclusion
Degree to which each person in org feels welcomed, respected, supported, valued
57
IDP
Individual development plan - document guiding EEs toward goals for professional development and growth
58
IM
Information mgmt - technology collects, processes, condenses info efficiently for org
59
Integrity
Adhering to set of ethical stds reflecting strong moral principles, honesty, consistency in behavior
60
Internal Equity
EEs perception that monetary & other rewards are distributed equitably, based on skills, effort, etc.
61
Job analysis
Systematically studying a job to ID activities, tasks, responsibilities, personal quals, conditions to perform it
62
Job description
Document describing job and its essential functions, reqs (eg KSAO's, responsibilities, etc.)
63
Job enlargement
Broadening job scope by adding tasks
64
Job enrichment
Broadening job scope by adding responsibilities
65
Job evaluation
Determining job value/price to attract/retain EEs by comparing job w/others inside/outside org
66
KPIs
Key performance indicators - quantifiable measures of perf to gauge org progress toward objectives/stds
67
KSAOs
Knowledge, skills, abilities & other characteristics
68
Labor union
Group of workers who formally organize and coordinate activities to achieve common goals in rlnship w/ERs
69
Lagging indicator
Metric describing activity or change in performance that has already occurred
70
Leader development
Professional program helping mgmt/execs develop KSAOs related to leadership
71
Leadership
Ability to influence, guide, inspire, or motivate a group/person to achieve goals
72
Leading indicator
Metric describing activity that can change future performance/predict success
73
Liabilities
Org debts/financial obligations
74
Measurement
Collecting, quantifying, evaluating data
75
Mediation
Method of ADR where neutral 3rd party tries to help disputing parties reach agmt
76
Mentoring
Rlnship where one person helps guide another's development
77
M&A
Merger & acquisition - process where 2 separate orgs combine either as relative equals (merger) or by one procuring the other (acquisition)
78
Mission Statement
Concise outline of org strategy, specifying activities to pursue and course for future
79
Motivation
Factors that initiate, direct, sustain human behavior over time
80
Negotiation
2 or more parties working together to reach an agmt
81
Offshoring
Org relocates processes or production to int'l location thru subsidiaries or 3rd parties
82
Onboarding
Process of assimilating new EEs into org thru orientation programs; first few months of employment
83
Organizational Effectiveness
Degree of org success in executing strategic objectives/mission
84
Organizational Learning
Acquisition/transfer of knowledge w/in org thru activities/processes; learn from mistakes, adjust strategy
85
Organizational Values
Beliefs/principles directing and governing org EE behavior
86
Orientation
EEs becoming familiar w/org, dept, coworkers, job
87
Outsourcing
Org contracting w/3rd party vendors to provide services/activities instead of hiring new EEs
88
Performance Appraisal
Measuring/evaluating EE adherence to perf stds; providing feedback to EE
89
Performance Mgmt
Tools, activities, processes org uses to manage, maintain, improve job performance
90
Performance Measures
Data or calculations comparing current perf against key perf indicators (KPIs)
91
Performance Standards
Behaviors/results defined by org to communicate mgmt expectations
92
Pluralism
Labor environment where multiple forces each have their own agenda and conflict overcome by negotiation
93
Position
Scope of work rules/responsibilities associated w/one or more ppl
94
Radicalism
Mgmt/labor conflict inherent characteristic of capitalism and can be resolved only w/change in economic system
95
RJP
Realistic job preview - shadowing to provide applicant w/honest, complete pic of job
96
Recruitment
Org seeking out candidates and encouraging them to apply for jobs
97
Regulation
Rule or order issued by gov agency w/force of law
98
Reliability
Extent to which measurement provides consistent results
99
Remediation
Unacceptable action or behavior is corrected
100
Remuneration
Total pay of salary and wages in exchange for employment (eg. benefits, bonuses, etc.)
101
Remuneration Survey
Collecting info on prevailing market comp and benefits practices
102
Repatriation
EEs returning from int'l assignments reintegrate into home country culture, conditions, employment
103
Restructuring
Reorganizing legal, ownership, operational, other structures of org
104
Retention
Ability of org to keep EEs
105
ROI
Return on investment - comparing investment's monetary or intrinsic value against expended resources
106
Risk
Uncertainty that has effect on objective, where effect outcomes may include opportunities, losses, threats
107
Risk management
ID, eval, controlling actual/potential risks to org, typically incorporating mitigation and response, eg insurance
108
Selection
Evaluating most suitable candidates for position
109
Six Sigma
Techniques/tools for process improvement to increase quality by decreasing defects in processes (also increase speed by eliminating waste)
110
Social Media
Internet tech platforms/communities that ppl and orgs use to share info, communicate opinions, resources
111
Socialization
Ppl learning knowledge, language, social skills, culture, values, to assimilate into group/org
112
Sourcing
Generating pool of qualified job applicants
113
Stakeholders
Those affected by org's social, environ, economic impact
114
Stay interviews
Structured conversations w/EEs to determine which aspects of job encourage retention
115
Strategic mgmt
System of actions leaders take to drive org toward goals
116
Strategic planning
Setting goals, designing path toward org success
117
Strategy
Plan of action to accomplish overall and long-range goals
118
Succession Planning
Talent mgmt strategy to ID/foster development of high-potential EEs/candidates who may move into leadership w/increased responsibility
119
Sustainability
Practice of purchasing and using resources wisely by balancing economic, social, environmental concerns to ensure present/future interests
120
SWOT analysis
Strength, weakness, opportunity, threat - assess, ID, consider these for achievement of goals/objectives
121
Systems thinking
Understand how seemingly independent units w/in larger entity interact w/and influence each other
122
Talent management
Integrating HR processes for attracting, developing, engaging, retaining EEs w/proper KSAOs
123
Totalization Agmts
Bilateral agmts btw countries to eliminate double taxation on EEs on int'l assignment
124
Trade union
Group of workers who formally organize and coordinate activities to achieve common goals in rlnship w/ER
125
Training
Provide EEs w/KSAOs specific to task or job
126
Transformational Leadership
Focuses on challenging & developing members of org for results based on leader's vision/strategy
127
Transparency
Extent to which org's agmts, dealings, info, practices, transactions open to disclosure and review
128
Turnover
Replacing EEs leaving org; attrition or loss of EEs
129
ULP
Unfair labor practice - violation of EE rights prohibited under labor relations statutes
130
Unitarism
ERs and EEs can act together for common good
131
Validity
Measurement instrument measures what it is meant to
132
Value
Measure of usefulness, worth, importance
133
Variance analysis
ID degree of difference btw planned and actual performance/outcomes
134
Vision
What org hopes to attain/accomplish in future
135
Workforce planning
Org analyzing current workforce and determining steps for its future needs
136
Works councils
Groups repping EEs on local or org level to receive info from ER and convey to EE - info on workforce and enterprise health
