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SHRM Organization Flashcards

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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

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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3
Q

Artificial intelligence (AI)

A

Ability of a computer to imitate human thought

and behavior.

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4
Q

Chain of command

A

Line of authority within an organization.

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5
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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6
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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7
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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8
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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9
Q

Conciliation

A

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

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10
Q

Constructive discipline

A

Form of corrective discipline that implements

increasingly severe penalties for employees.

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11
Q

Cosourcing

A

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

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12
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 strategic needs.

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13
Q

Departmentalization

A

Way an organization groups jobs to coordinate

work.

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14
Q

Downsizing

A

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).

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15
Q

Due diligence

A

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.

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16
Q

Employment at-will (EAW)

A

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.

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17
Q

Encryption

A

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

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18
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.

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19
Q

Firewalls

A

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

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20
Q

Formalization

A

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

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21
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

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22
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.

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23
Q

Geographic structure

A

Organizational structure in which geographic

regions define the organizational chart.

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24
Q

Grievance procedure

A

Orderly way to resolve differences of opinion.

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25
Hacking
Act of deliberately accessing computer data | without permission.
26
HR audit
Systematic and comprehensive evaluation of an organization's HR policies, practices, procedures, and strategies.
27
HR information system | HRIS
Information technology framework and tools for gathering, storing, maintaining, retrieving, revising, and reporting HR data.
28
Industrial actions
Various forms of collective employee actions taken to protest work conditions or employer actions.
29
Information system (IS)
Way to collect, organize, store, analyze, and | share data.
30
Intellectual property (IP)
Ownership of innovation by an individual or business enterprise; includes patented, trademarked, or copyrighted property.
31
Joint employment
Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as co-employment.
32
Judgmental forecasts
Use of information from past and present to | predict future conditions.
33
Knowledge management | KM
Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance.
34
Labor union
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.
35
Line units
Work groups that conduct the major business of | an organization.
36
Lockout
Action of an employer to shut down operations | to prevent employees from working
37
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.
38
Mediation
Method of nonbinding dispute resolution by which a neutral third party tries to help disputing parties reach a mutually agreeable decision; also called conciliation.
39
Non-compete agreement | NCA
Common form of post-employment agreement that prevents employee from leaving to work for one of employer's competitors.
40
Non-disclosure agreement | NDA
Common form of post-employment agreement, especially in knowledge industries, in which employee agrees not to discuss knowledge gained during employment.
41
Organizational | development (OD)
Process of enhancing the effectiveness and efficiency of an organization and the well-being of its members through planned interventions.
42
Picketing
Positioning of employees at a place of work targeted for the action for the purpose of protest.
43
Policy
Broad statement that reflects an organization's philosophy, objectives, or standards concerning a particular set of management or employee activities.
44
Product structure
Organizational structure in which functional departments are grouped under major product divisions
45
Reduction in force (RIF)
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.
46
Replacement planning
“Snapshot” assessment of the availability of | qualified backup for key positions.
47
Restructuring
Act of reorganizing the legal, ownership, operational, or other structures of an organization.
48
Secondary action
Attempt by a union to influence an employer by putting pressure on another employer, for example, a supplier.
49
Service-level agreement | SLA
Part of a service contract where the service | expectations are formally defined.
50
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.
51
Simulations
Representations of real situations; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.
52
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.
53
Social engineering
In a computer context, tricking a user into sharing information that can then be used to access systems.
54
Social networks
Online clustering of individuals in groups with | common or shared interests
55
Software as a service | SaaS
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.
56
Span of control
Refers to the number of individuals who report | to a supervisor.
57
Staff units
Work groups that assist line units by providing | specialized services, such as HR.
58
Succession planning
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
59
Sympathy strike
Action taken in support of another union that is | striking the employer.
60
Talent management
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.
61
Trade union
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.
62
Turnover
Act of replacing employees leaving an | organization; attrition or loss of employees
63
Turnover rate
Annualized formula that tracks number of separations and total number of workforce employees per month.
64
Unfair labor practice (ULP)
Violation of employee rights; act prohibited | under labor relations statutes.
65
Wildcat strike
Work stoppages at union contract operations | that have not been sanctioned by the union.
66
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 objectives.
67
Workforce management
All activities needed to ensure that workforce size and competencies meet the organization's strategic needs
68
Workforce planning
Activities needed to ensure that workforce size and competencies meet current and future organizational and individual needs.
69
Works 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.
70
Work-to-rule
Situation in which workers slow processes by performing tasks exactly to specifications or according to job or task descriptions.

SHRM (4 decks)

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