SHRM - Post-test Review

Validity

Extent to which a measurement instrument measures what it is intended to measure.

Indirect compensation

Granting compensatory time off to a salaried employee for extra hours worked at a convention

State Engagement

Influenced by workplace conditions or practices

Dedicated HR Model

Multiple units

Regiocentric

Operations managed regionally

Balanced scorecard

Performance management tool that depicts an organization's overall performance, as measured against goals, lagging indicators, and leading indicators.

Geocentric

Seen as one enterprise, work together

Centralized HR Model

Serves the entire organization

Task migration

This term is used to describe traditionally higher-level leadership responsibilities being transferred to leaders at lower levels?

Ethnocentric

Tight control by HQ

Large power distance culture

Training activities that require participants to debate employment practices may be difficult for employees from what type of culture?

Alternative despute resolution

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

Replacement planning

"Snapshot" assessment of the availability of qualified backup for key positions.

Career planning

(Individuals Needs) Actions and activities that individuals perform in order to give direction to their work lives.

Shared Services HR Model

A menu of options

Activity Based Budget

Allocated based on strategic activity

Residual risk

Amount of uncertainty that remains after all risk management efforts have been exhausted.

Duty of care

An employer takes all steps reasonably possible to ensure employee health and safety.

ADDIE model

Analysis Design Development Implementation Evaluation

Decentralized HR Model

At each unit/ location

Maslow's Hierarchy of Needs

physiological, safety, love/belonging, esteem, self-actualization

High-context culture

(Non-verbal) Society or group characterized by complex, usually long-standing networks of relationships; members share a rich history of common experience, so the way they interact and interpret events is often not apparent to outsiders.

Rules of Law

Ancient concept that no one is above the law

Return on Investment (ROI)

Assessing the value of a action. Net program benefit/Total incurred cost X 100

Functional HR Model

At the HQ

Religious Law

Based on religious beliefs and conventions

Remuneration surveys

Instruments that collect information on prevailing market compensation and benefits practices

Situational Leadership

Leadership style depends on the situation

Zero-based Budget

Objectives and operations are given a ranking

Trait Engagement

Personality-based elements that make an individual predisposed to being engaged

Near-shoring

Practice of contracting a part of business processes or production to an external company in a country that is relatively close (e.g., within the same own region).

Green-circle rates

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

Broadbanding Advantages

Support the de-layering efforts of an organization.

Nominal Group Technique

Technique in which participants each suggest ideas through a series of rounds and then discuss the items, eliminate redundancies and irrelevancies, and agree on the importance of the remaining items.

Delphi technique

Technique that progressively collects information from a group without physically assembling the contributors

Judgmental forecasts

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

Ombudsperson

a person who has the power to investigate reported complaints and help achieve fair settlements

Career management

(Org. Needs) Preparing, implementing, and monitoring employees' career paths, with a primary focus on the goals and needs of the organization.

Employee Life Cycle

1. Recruitment 2. Integration - Settle in to position 3. Development - Engagement & Retention 4. Transition - Resignation

Transaction Engagement

Employees appear to be engaged but they are not

Employee survey

Instruments that collect and assess information on employees' attitudes and perceptions

Employee surveys

Instruments that collect and assess information on employees' attitudes and perceptions (such as engagement, job satisfaction, etc.) of the work environment or employment conditions.

Trait Leadership

Leaders are born, not made. Wisdom and political skills.

Risk control

Measure/Actions taken to manage a risk's occurrence or impact

PESTLE

Political, Economic, Social, Technological, Legal, Environmental

Secondary risk

Risk created by a risk management tactic

Red-circle rates

Situations in which employees' pay is above the range maximum.

Low-context culture

(Verbal) Society in which relationships have less history; individuals know each other less well and don't share a common database of experience, so communication must be very explicit.

Six Sigma

A business process for improving quality, reducing costs, and increasing customer satisfaction

Cultural relativism

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

Behavioral Leadership

Leader focus action on employees or job.

Incremental Budget

Prior budget is the basis for the next budget

Root Cause Analysis

Starts with a result and then works backward to identify fundamental cause

SWOT

Strength, Weakness, - INTERNAL Opportunities, Threats - EXTERNAL

Determinism

The assumption that behavior is caused by heredity and environment

CSR Strategic Process

1. Executive Commitment 2. Assessment 3. Infrastructure Creation 4. Plan Implementation 5. Measurement, Reporting, and Evaluation 6. Reassessment and Revision

Civil Law

Based on written codes by legislative decisions

Organizational Value

Beliefs and principles defined by an organization to direct and govern its employees' behavior.

Dual career ladders

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

70-20-10 Ratio

Challenging assignments (70%), developmental relationships (20%), and coursework and training (10%).

Mission Statement

Concise outline of an organization's strategy, specifying the activities it intends to pursue and the course its management has charted for the future.

Vision Statement

Description of what an organization hopes to attain and accomplish in the future, which guides it toward that defined direction.

Variance Analysis

Difference between planned and actual performance

Diversity

Differences in people's characteristics (such as socioeconomic status, beliefs, personality, thought processes, work style, race, age, ethnicity, gender, religion, education, job function, etc.).

Trend Analysis

Different points in the (variance)

Transfer of learning

Effective and continuing on-the-job application of the knowledge and skills gained through a training experience.

Behavioral Engagement

Effort employees put into their jobs

Chosen officer

Employee selects arbitrator from designated group

Reliability

Extent to which a measurement instrument provides consistent results.

Inclusion

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

Center of excellence (COE)

HR structural alternative established as an independent department that provides services within a focused area to internal clients.

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.

Remuneration surveys

Instruments that collect information on prevailing market compensation and benefits practices (including starting wage rates, base pay, pay ranges, statutory and market cash payments, variable compensation, and paid time off).

Emergent Leadership

Leader will gradually and naturally emerge

Common Law

Legal system based on custom and precedent

Offshoring

Method by which an organization relocates its processes or production to an international location through subsidiaries or third-party affiliates.

Arbitration

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.

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.

Balanced Scorecard

Predicts future performance

Outsourcing

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

Benchmarks

Process by which an organization identifies performance gaps and sets goals for performance improvement, by comparing its data, performance levels, and/or processes against those of other organizations.

Job enlargement

Process of broadening a job's scope by adding different tasks to the job.

Dilemma reconciliation

Process of charting a course through cultural differences. (Trompenaars)

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.

Job enrichment

Process of increasing a job's depth by adding responsibilities to the job.

Strategic planning

Process of setting goals and designing a path toward organizational success.

Career development

Progression through a series of employment stages characterized by relatively unique issues, themes, and tasks.

Ratio Analysis

Relationship between data, measure an organization's financial health

Onshoring

Relocation of business processes or production to a lower-cost location inside the same country as the business.

Single designated officer

Specific individual chosen by senior management to conduct investigations and dispute resolution.

Regression Anaylsis

Strength of the relationship between one response and one or more independent variables.

Polycentric

Subsidiaries act as own entity

Learning Management System (LMS)

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

Senario/What-if Analysis

Tests possible effects

Formula Budget

Varying percentage of budget / adjustment

Big Data

Volume, Variety, Velocity