SHRM-SCP Exam Study Prep

Réussis tes devoirs et examens dès maintenant avec Quizwiz!

Pacesetting

"Do as I do, now!" Sets high standards for performance.

Branding Strategies

-Multiproduct branding strategy -Multibranding strategy -Private branding strategy -Mixed branding strategy

D&I Strategic Process

1) Executive commitment 2) Preliminary assessment 3) Infrastructure creation 4) System changes 5) Training 6) Measurement/evaluation 7) Evolution and integration

Gap analysis (Organization)

A marketing research method that measures the difference between a customer's expectation of a service quality and what actually occurred. A type of analysis that compares the differences between the consumer's expectations about and experiences with a service based on dimensions of service quality.

Code of ethics, Code of conduct (Workplace)

A set of guidelines for maintaining ethics in the workplace.

Best of breed - BoB (Organization)

A vendor strategy used when purchasing an EHR that refers to system applications that are considered the best in their class. An approach used by organizations in which they procure the best systems for each application, regardless of the vendor, and then build interfaces among them.

Griggs v. Duke Power

Adverse impact discrimination U.S. case that set the standard for determining whether discrimination based on disparate impact exists.

Affiliative (HR Competencies)

Affiliative - Strong relationships, encourages feedback

What would be an appropriate HR practice regarding employee discipline and termination? (Organization)

Allow time for both parties to review details of an allegation. It is prudent for an employer to never terminate on the spot even if the employee has seemingly made a dischargeable offense. It is always better to first complete a thorough and objective investigation. HR should ensure that supervisors are trained in the disciplinary and discharge processes and review actions to ensure compliance and consistency.

Global crisis (Workplace)

An extraordinary economic event with world-wide repercussions. Decline of the world economy.

ADDIE

Analysis, Design, Develop, Implement, Evaluate

MNC (multinational corporation)

Any type of international company that maintains operations in multiple countries. A corporation that operates on a worldwide scale, without significant ties to any one nation or region.

ATS

Applicant Tracking System computer software that helps an organization recruit employees.

Appraisal tools - Advantages and Disadvantages: (People)

Appraisal tools for good qualitative research in systematic reviews

Downside/Negative risk:

Avoid and try to eliminate the threat and protect the organization Transfer the impact of the threat to a 3rd party and own the response together. Mitigate the likelihood of occurrence or impact. Accept the risk and take no action until and unless it occurs.

Global assignments

Based on business strategy

Corporate Social Responsibility Maturity Curve

CSR Maturity Curve

CHRO

Chief Human Resource Officer

Broadbanding

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

Explicit culture

Cultural practices and knowledge that people can easily talk about, such as clothing styles, respect, behavior, and appropriate greetings.

Dashboard indicators (Organization)

Dashboard indicators (to) measure performance

Global HR Skills (HR Competencies)

Develop a Strategic View of the organization, develop a global organizational culture, secure and grow a robust talent supply chain, use and adapt HR Tech, develop meaningful metrics, develop policies and practices to manage risks.

EER

Employee Engagement and Retention

EVP (People)

Employee Value Proposition

ELR

Employee and Labor Relations

ADDIE model

Five-step instructional design process that governs the development of learning programs. Analysis Design Development Implementation Evaluation

informal

Having a relaxed, friendly, or unofficial style, manner, or nature.

HRC

Human Resources Competencies

ISO 31000

ISO Standard related to Risk Management Risk Management

What term is used to describe the situation in which an employee is given additional, different tasks within the same job? (People)

Job enlargement

Trait theory (HR Competencies)

Leaders possess certain innate characteristics, ex. Physical and personality traits.

Rule of Law

No one is above the law

OSHA

Occupational Safety and Health Act was passed by Congress to encourage job safety

Compa-ratio (People)

Pay rate divided by the midpoint of the pay range.

Motivation Theory X (HR Competencies)

People must be strictly controlled and forced to work.

Negotiating Process (HR Competencies)

Prepare (know your BATNA), Build Relationship, Exchange Information, Persuade, Concede and Agree.

Essential functions (People)

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

Compa ratio formula

Rate/Midpoint

FLSA (Fair Labor Standards Act)

Regulates minimum wage, maximum hours & child labor laws. Federal law that establishes a minimum wage and requirements for overtime pay and child labor.

Risk Management

Great Recession (Workplace)

Severe economic downturn that lasted from late 2007 through mid-2009.

What makes change possible?

Shared purpose, reinforcement systems, skills required for change, and consistent role models.

J~Curve

Shows the challenge of introducing change - First performance is low, but then it can return or exceed performance levels (if managed properly)

Human economic value added (HEVA)

Shows the wealth created per employee

Social intelligence (HR Competencies)

Social intelligence entails seeing and interpreting the impact of one's behavior on others and altering behavior to increase other people's level of comfort and trust. The know-how involved in comprehending social situations and managing oneself successfully.

Expatriate

Someone who chooses to live outside of, or renounce, his or her native country.

SWOT (People)

Strength, Weakness, Opportunity, Threat

Technology Management

Governance

The activity of governing a country or controlling a company or an organization; the way in which a country is governed or a company or institution is controlled.

Downstream (Workplace)

The direction in which a stream is flowing.

Social intelligence (HR Competencies)

The know-how involved in comprehending social situations and managing oneself successfully

Cosourcing (selective sourcing)

The sharing of a process or function between internal staff and an external provider & provides flexibility to decide what areas to outsource, when, and for how long.

To have or use something at the same time as someone else. Piece of ownership in a company, mutual fund or other investment. Stock

Total Rewards

Immigration Reform and Control Act (IRCA)

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.

PDA (Pregnancy Discrimination Act)

U.S. act that prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions.

Evaluating Communication (HR Competencies)

Where did they get confused, where were they most engaged, how could feedback mechanisms be improved?

Communication Model (HR Competencies)

Who says what in what way to whom (with feedback and noise in between) - and then a feedback loop (something can go wrong at any time). The process whereby meaning is transferred from a source to a receiver.

Levels of Law (HR Competencies)

Within a nation - National and Subnational Laws

Freedom of association is the right of workers to join (or not join) an organization of their choosing without prior authorization by their employer. What is the correct term for the right of an individual worker to unite with other workers to promote desired employment conditions as a group? (Organization)

[A]. Freedom of association B. Workforce relations C. Codetermination D. Collective bargaining

job enlargement

broadening the types of tasks performed in a job

environmental scanning (People)

collection and interpretation of information about forces, events, and relationships in the external environment that may affect the future of the organization or the implementation of the marketing plan

Blake and Mouton's Managerial Grid. (HR Competencies)

focuses on managers' task (production) and employee (people) orientations, as well as combinations between the two extremes. -shows a grid with concern for production on the horizontal axis and concern for people on the vertical axis and plots five basic leadership styles

Job enlargement (People)

increasing the number of different tasks in a given job by changing the division of labor. Occurs when the employee is given additional, different tasks within the same job.

job enrichment

increasing the number of tasks in a particular job and giving workers the authority and control to make meaningful decisions about their work

Balanced Scorecard (People)

measurement of organizational performance in four equally important areas: finances, customers, internal operations, and innovation and learning. Depicts an organization's overall performance as measured against goals, lagging indicators, and leading indicators

Onshoring (or inshoring)

outsourcing to a domestic firm

Compa ratio formula (People)

pay rate divided by mid point

ROI

return on investment

Engagement outcomes

say, stay and strive

Communication Model (HR Competencies)

sender, message, receiver, feedback

SWOT Analysis

strengths, weaknesses, opportunities, threats

Job Analysis

the process of getting detailed information about jobs

Transfer

to bring something from one place to another

Lewin's Model of Change

unfreeze, change, refreeze

9 Competencies in SHRM BoCK

- Leadership and Navigation - Ethical Practice - Business Acumen - Relationship Management - Consultation - Critical Evaluation - Communication - Global and Cultural Effectiveness - HR Expertise (HR Knowledge)

Histogram (HR Competencies)

A diagram consisting of rectangles whose area is proportional to the frequency of a variable and whose width is equal to the class interval. A graph of vertical bars representing the frequency distribution of a set of data.

Diaspora

A dispersion of people from their homeland

The Diaspora (Workplace)

A dispersion of people from their homeland. Jews living outside Israel.

Risk Register

A document in which the results of risk analysis and risk response planning are recorded. A repository in which outputs of risk management processes are recorded.

What's an example for the Duty of Care?

A duty of care is the legal responsibility of a person or organization to avoid any behaviors or omissions that could reasonably be foreseen to cause harm to others. or example, a duty of care is owed by an accountant in correctly preparing a customer's tax returns, to minimize the chance of an IRS audit.

Push factors (HR Competencies)

A factor that causes people to leave their homelands and migrate to another region.

Pull factors (HR Competencies)

A factor that draws or attracts people to another location.

PPACA (Patient Protection and Affordable Care Act)

A federal law enacted in 2010 to expand health insurance coverage and otherwise regulate the health insurance industry.

Income Statement

A financial statement showing the revenue and expenses for a fiscal period.

Income Statement

A financial statement showing the revenue and expenses for a fiscal period. A financial statement that reports a company's revenues and expenses and resulting net income or net loss for a specific period of time.

Income Statement (HR Competencies)

A financial statement that reports a company's revenues and expenses and resulting net income or net loss for a specific period of time.

Balance Sheet

A financial statement that reports assets, liabilities, and owner's equity on a specific date.

Emotional Intelligence (EI) (HR Competencies)

A form of social intelligence that emphasizes the abilities to manage, recognize, and understand emotions and use emotions to guide appropriate thought and action. The ability to notice and to manage emotional cues and inform.

Management by objectives (MBO) (People)

A four-step process in which managers and employees discuss and select goals, develop tactical plans, and meet regularly to review progress toward goal accomplishment

Yield Ratio

A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.

Yield Ratio (People)

A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. The percentage of applicants from a recruitment source that make it to the next stage of the selection process.

Employee Assistance Program (EAP)

A referral service that employees can use to seek professional treatment for emotional problems or substance abuse. A formal employer program for providing employees with counseling and/or treatment programs for problems such as alcoholism, gambling, or stress.

Repatriation (Workplace)

A refugee or group of refugees returning to their home country, usually with the assistance of government or a non-governmental organization.

A representative from each major department. The purpose of the strategic planning process is to integrate the major business functions of the organization and develop a plan for the organization's success. A sound plan is based on an accurate assessment of the organization, which can best be provided by the key managers from each department.

Six Sigma

A rigorous statistical analysis process that reduces defects in manufacturing and service-related processes. A business process for improving quality, reducing costs, and increasing customer satisfaction.

Four-fifths (or 80 percent) rule

A rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. A violation of this rule occurs when the selection rate for a protected group is less than 80 percent, or four-fifths, of the selection rate for a nonprotected group. To determine if adverse impact has occurred.

Conflict of interest (HR Competencies)

A situation in which a person in a position of responsibility or trust has competing professional or personal interests that make it difficult to fulfill his or her duties impartially.

Stakeholder theory

A theory that holds that social responsibility is paying attention to the interest of every affected stakeholder in every aspect of a firm's operation.

Path-Goal Theory of Leadership

A theory that states that the most important aspect in leadership is the follower's expectation that a task can be accomplished and that it will lead to rewards.

PESTLE analysis

A tool used by businesses to look at the external environment they face and issues that may arise from the global marketplace they operate in.

Why might a firm choose to accept a union? (Organization)

A union is a useful way to organize complex bodies of employees. In some workplaces unions can help employers communicate more quickly and clearly and implement actions in a more coordinated manner.

Best of breed (BoB)

A company has achieved excellent results through perceptive market timing and aggressive marketing. However, back orders are a problem despite the fact that the company has moved to larger facilities and doubled its workforce. Customers are dissatisfied with slow shipments and shipping errors, which are largely due to interdepartmental communication lapses. What would these lapses be considered in a SWOT analysis for an organizational effectiveness intervention? (Organization)

A weakness In the SWOT technique, a weakness is an element internal to an organization that is holding the organization back from meeting its strategic goals. Communication issues between departments can weaken productivity and inhibit performance toward organizational goals.

A summary plan description is required for all of the following except which of the following? (Total Reward)

AD&D insurance summary plan descriptions are required only for group health plans.

Certain bona fide executives are partially exempt from the protections of which act? (Workplace)

ADEA Age Discrimination in Employment Act Age discrimination is permissible under the Age Discrimination in Employment Act (ADEA) if age is a bona fide occupational qualification for reasons that are reasonably necessary to the normal operation of the enterprise. Other exceptions to ADEA's nondiscrimination requirements may occur when the employer is adhering to a genuine seniority or benefit plan, the employer is disciplining or firing a person for good cause, or the employee is a top executive or policy maker.

What is a characteristic of alternative dispute resolution (ADR)? (Organization)

ADR does not preclude litigation. ADR does not prevent disputes from winding up in court or in formal arbitration, but it can result in fewer cases going to trial. It is generally used in union-free organizations. While some ADR systems do include peer review, it is not a requirement. Similarly, some systems may bring in neutral third parties from outside the organization, but that also is not an ADR requirement.

Validity (HR Compentencies)

Ability of an instrument to measure the intended attributes.

Global mindset

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

Value drivers

Actions, processes, or results that are needed to deliver a desired value.

Leadership Approaches (HR Competencies)

All of these are based on the premise that your style is not predetermined, it can change based on the situation you must evaluate the factors of each situation to determine the appropriate style also all based on the premise that the leader is a person. -trait -functional -styles -situational -transformational

Leadership Approaches (HR Competencies)

All of these are based on the premise that your style is not predetermined, it can change based on the situation; You must evaluate the factors of each situation to determine the appropriate style also all based on the premise that the leader is a person.

Stakeholders (People)

All the people who stand to gain or lose by the policies and activities of a business and whose concerns the business needs to address. The people whose interests are affected by an organization's activities.

Which growth strategy is commonly used to accelerate the path to globalization? (Workplace)

Alliances Alliances, partnerships, and acquisitions are vehicles that can accelerate the path to globalization.

The group of individuals you will be delivering training to love interaction, but also prefer a safe learning environment. Which of the following adult learning principles would work best for this group of trainees? (People)

Allow debate and challenge of ideas, but keep disagreements unheated. Allowing debate and challenge of ideas is most suitable for adult learners who prefer interactions up to certain degree. The other options work best for adult learners who have other learning styles and preferences.

Based on personal experience, a CEO assigns employees to participate in planning, publicizing, and fund-raising for a nonprofit school for students with learning disabilities. The company provides time off and covers employees' expenses. Employee contributions and school accomplishments are communicated in newsletters and at annual meetings. How could this attempt at community involvement be improved? (Workplace)

Allow employees more voice in choosing the community involvement partner.

A total rewards philosophy can help an organizations strategic goals by doing which of the following? (Total Rewards)

Attracting and retaining employees with the necessary KSAs

A leadership approach is most likely to be successful when a leader of a firm

Authoritative

Evaluating Data Sources

Authority, Evidence of Bias, Sources Cited, Facts relevant to use, Current data, and Sound Logic

Strategies to deal with NEGATIVE Risk:

Avoid (p. 187) and try to eliminate the threat and protect the organization from its impact. When you do this you are "eliminating uncertainty." Thorough research and analysis so that the outcome is guaranteed. • Transfer (p. 188)the impact of the threat to a 3rd party and own the response together. When you do this in negative risk situations you are "redefining ownership." Remember: this is usually insurance. • Mitigate (p. 189) the likelihood of occurrence or impact. When you do this you are taking active steps to decrease the effect of the risk, like engaging in prevention behaviors. For example, schools have taken steps to prevent people from the outside from coming into the school past the vestibule where they have to announce their intention and have their visit approved. Another example is fire sprinklers. So are mandatory background checks and fingerprinting. Usually expensive. More examples in the text. • Accept (p. 190)the risk and take no action until and unless it occurs. When you do this, you are taking no action.

Global Mindset Abilities

Ability to understand and respect other views/practices around the world Ability to empathize and act effectively across cultures Ability to process complex information about novel environments Ability to comprehend and reconcile intercultural matters with multiple levels of thinking

Authoritative (HR Competencies)

Able to be trusted as being accurate or true; reliable. Having the weight of authority; regarded as providing knowledge that can be trusted; reliable; peremptory and dictatorial; Ex. authoritative dictionary/manner; CF. definitive.

A global task force is behind schedule on its project. Members from different regions and disciplines seem unable to understand one another's perspectives or priorities. How could the team leader apply emotional intelligence to help solve the problem? (Competencies)

By starting meetings with each member telling the group something about their culture that led to their career choice. Having the members discuss how their cultural backgrounds influence their work motivation can encourage empathy and a more multidimensional perspective among group members, hopefully improving communication. The alternative actions play on negative emotions, discouraging a global mindset and emotional intelligence among the team members.

How can HR best assist in creating an ethical organization? (Workplace)

By training leaders in ethical practices ~ To create an ethical organization, leaders and managers need to know how to recognize ethical dilemmas and how to deal with them. Leaders need to know what the organization values and what its expectations are for its leaders and employees.

Broadbanding (People)

Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread. Practice of using fewer pay grades with much broader ranges than in traditional compensation systems.

Building Trust (HR Competencies)

Common Values (similar to themselves), Aligned Interests (visions, takes communication), Benevolence (genuine concern for others), Capability or Competence (can deliver on commitments), Predictability and Integrity (consistent values and behavior), Communication (communicate often and fully).

A company is ready to begin a major change initiative. What is the most important role HR can play? (HR Competencies)

Communicate regularly with employees. Communication is key to any major change initiative. Keeping employees informed helps lessen their anxieties and makes them feel a part of the change process.

What might a team intervention focus on? (Organization)

Communication skills and processes A team intervention focuses on behaviors that are making a team or unit less productive. These behaviors may be related to interactions, individual behaviors, and processes. Communication skills and processes are a common target of team interventions.

What might a team intervention focus on? (Organization)

Communication skills and processes. A team intervention focuses on behaviors that are making a team or unit less productive. These behaviors may be related to interactions, individual behaviors, and processes. Communication skills and processes are a common target of team interventions.

An HR manager has been told by senior management that no new programs can be added this year. However, the department just received its third complaint related to a supervisor's lack of awareness about diversity. How can the manager best justify including a diversity training program in the business plan for the coming year? (Organization)

Compare for management the cost of the program with possible avoided costs. HR business plans must comply with organizational guidelines; managers can't make unilateral decisions. The best response here would be to argue to management that the program's cost will be offset by reduced staff time, legal costs, and potential judgments. If this is a genuine risk, postponing its management is not a professional decision. Not listing the diversity training objective will mean that HR cannot be held accountable for this program's success or failure; it may also mean that efforts to address issues in this area are not being documented.

The potential consequence of this decision is a negative salary equity impact on other HR managers in the organization, based on the race and gender mix of the other approximately 20 HR managers who may be affected. Additionally, there are internal salary equity concerns since other HR managers have greater seniority and comparatively greater responsibility in their respective areas than the manager who is projected to receive this large salary increase. So, in the context of the organization`s HR policy and practice, this action reflects a poor management decision, lacking the kind of collegial and collaborative behavior expected of senior managers at this level of responsibility. What steps should be taken regarding possible changes in the performance appraisal process to identify and prevent excessive or inequitable salary increases from occurring in the future? (HR Competencies) SJT

Compensation should review all proposed salary increases tied to performance appraisals to ensure that such increases fall within acceptable guidelines before they are communicated to employees.

Strategic management refers to the actions that leaders take to move their organizations toward strategic goals and creating value for stakeholders. What is considered a benefit of strategic management? (HR Competencies)

Consistent decision making by leaders When managers are mindful of the organization's strategic goals, management decisions throughout the organization will be more consistent. Managers will assess their alternatives against the same goals and objectives. Systems thinking and a focus on core competencies are critical in strategic planning—in determining what the organization will work toward and how its parts will work together. Strategic management encourages less waste, but this does not mean the organization will use fewer resources.

A company is expanding into a new country and wants to extend its approach to collaborative, team work processes to this new workforce. What should the HR director do first? (People)

Consult with a local HR expert. The first step is to recognize that drivers of engagement may vary among cultures, and the HR director must obtain non-biased information about preferences among this new group of employees.

How can HR best mitigate the risk of litigation? (Workplace)

Consult with the company attorney and prepare for complaints. HR can best mitigate the risk of litigation by consulting with employment lawyers and preparing appropriate processes to address potential complaints.

How can HR best mitigate the risk of litigation? (Workplace)

What term has been coined to describe the age and education differences in emerging versus developed economies? (Workplace)

Demographic dichotomy

What is an example of a risk management strategy of mitigation? (Workplace)

Department leaders are directed to train at least two employees to perform critical leadership tasks.

Situational Theories (HR Competencies)

Depends on the situation. It flexes to the situation or the employees involved.

Job specification

Describes the minimum qualifications a person must have to perform the job successfully A description of the qualifications necessary for a specific job, in terms of education, experience, and personal and physical characteristics.

Vision Statement

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

Total Rewards

Direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers.

Assets (HR Competencies)

Economic resources (things of value) owned by a firm. Financial, physical and sometimes intangible properties an organization owns.

Layers of Culture-3 layers of culture

Edgar Schein 1) Artifacts & Products-Explicit culture; a culture's obvious differences, such as its food, dress, architecture, humor and music. 2) Norms & Values-Less immediately obvious are a culture's shared and stated sense of acceptable behaviors-what is right and wrong. 3) Basic assumptions-Implicit culture; These are the culture's core beliefs about how the world is and ought to be. Schein defines three separate layers: Basic Assumptions (implicit culture - core beliefs), Norms and Values (right and wrong) and Artifacts and Products (explicit culture - food, dress etc.)

Hersey-Blanchard Situational Theory

Effective leaders flex to meet needs of task and employee These Situational Leaders are flexible can provide the type of support the employee and the situation demand

What does an HR audit measure?

Effectiveness and efficiency. An HR audit measures HR effectiveness and efficiency and demonstrates the value of HR in helping an organization meet its strategic goals. The HR audit has two main functions: to help organizational decision makers understand what is happening with various HR activities and to allow HR managers to determine which programs and positions should be eliminated or enhanced.

Challenge of Culture (HR Competencies)

Ethnocentrism (our way is the best way) and parochialism (rigid -only one way) (limited world views), Cultural Stereotypes (judgmental characterizations, Cultural Determinism (the culture made me do it - absolves people of responsibility), Cultural Relativism (everything varies with the situation)

A new data privacy law is implemented in one of the countries in which a firm operates. What should HR do first to manage compliance risks? (Workplace)

Evaluate new requirements relative to existing policy and procedures. The first step is to determine whether local practices leave the firm at risk for noncompliance with the new law. All staff should be aware of risk management practices, but global HR management maintains responsibility for managing HR risk.

Which laws must be considered when administering return-to-work programs? (Workplace)

FMLA and ADA An employee may be covered under the FMLA or the ADA, depending on the situation. These laws must be considered when making decisions affecting ill or injured employees.

What characteristic is considered to be typical of transformational leaders? (HR Competencies)

Focus on vision Rationale: Transformational leaders think in terms of vision and strategy, challenging and developing team members, and modeling critical values.

What characteristic is considered to be typical of transformational leaders? (HR Competencies)

Focus on vision Transformational leaders think in terms of vision and strategy, challenging and developing team members, and modeling critical values.

Herzberg's Motivation-Hygiene Theory

Focuses on outcomes that lead to higher motivation and job satisfaction, and those outcomes that can prevent dissatisfaction

Due Process (HR Competencies)

Following established legal procedures. (law) the administration of justice according to established rules and principles.

HR has been charged with benchmarking the organization's sustainability performance against that of its global competitors. Which resource will best help HR accomplish this? (Workplace)

GRI G4 Sustainability Reporting Guidelines GRI G4 Sustainability Reporting Guidelines include a Sustainability Disclosure Database that provides online links to existing CSR and sustainability reports as well as benchmark scorecards on their reporting.

An organization has some sustainability policies and procedures but is only now crafting a comprehensive sustainability strategy. While HR supports using the GRI G4 Guidelines for tracking and reporting on its sustainability performance, the CFO hopes to save money by using organization-specific measures already in place. What is the best argument HR can make to support the use of GRI G4 metrics? (Workplace)

GRI G4 metrics will make it easier to evaluate their performance and progress against industry and global benchmarks. G4 is the fourth revision. The Global Reporting Initiative (GRI) G4 Sustainability Reporting Guidelines are the universally accepted standard for global reporting of an organization's sustainability efforts and progress, enabling meaningful and consistent comparisons of multinational organizations' sustainability performance.

GRI G4 metrics will make it easier to evaluate their performance and progress against industry and global benchmarks. The Global Reporting Initiative (GRI) G4 Sustainability Reporting Guidelines are the universally accepted standard for global reporting of an organization's sustainability efforts and progress, enabling meaningful and consistent comparisons of multinational organizations' sustainability performance.

GRI G4 metrics will make it easier to evaluate their performance and progress against industry and global benchmarks. Rationale The Global Reporting Initiative (GRI) G4 Sustainability Reporting Guidelines are the universally accepted standard for global reporting of an organization's sustainability efforts and progress, enabling meaningful and consistent comparisons of multinational organizations' sustainability performance.

Of the following possibilities, what is the best action for an HR director to take to prepare for an organization's strategic planning sessions? (People)

Gain a solid understanding of the organization's business areas and processes. To be involved effectively in the planning process, HR professionals must have (and must demonstrate) an understanding of the organization's basic business and processes throughout its areas. HR's input should not be driven by HR's own resource needs or business goals. Instead, HR's business plan must be aligned with the new strategic plan.

Which incentive plan is most likely to cause frustration to higher-performing employees?

Gain sharing With group incentive plans such as gain sharing some employees may make fewer contributions to the group goals because they have lower ability, skills, experience or desire. This may make the high-performing employees frustrated because they feel these employees are not contributing equally to the attainment of group goals. Piecework, profit sharing and behavioral encouragement are individual incentive plans.

Which organization is using a dedicated HR model structure? (Organization)

Headquarters articulates values and develops HR tools, and HR functions embedded in business units develop local policies and practices. Dedicated HR allows businesses with different strategies in multiple units to apply HR expertise to each unit's specific strategic needs. There is an HR function at headquarters and a corporate function embedded in companies or business units.

Codes of Conduct (HR Competencies)

Help organizations promote ethical behavior, communicate the commitment, define behavioral expectations, serve as a guide by which employees and managers can judge their actions.

HR has been assigned the task of designing and implementing the training and development component of an organization's diversity and inclusion strategic initiative. What should be the primary goal of the courses HR designs for management? (Workplace)

Helping them manage diverse teams effectively and foster an inclusive work environment. Helping them manage diverse teams effectively and foster an inclusive work environment.

Helping them manage diverse teams effectively and foster an inclusive work environment. The key goal of management-directed training is helping executives learn to manage more effectively. Diversity awareness courses aimed at the entire organization (another key training component) will focus on their ability to better understand minorities and their own attitudes toward them (and to not believe they have "limitations to overcome").

The Role of the Leader (HR Competencies)

Henri Fayol Planning-planning activities Organizing-organizing and resourcing all resources, including employees Staffing-coordinating to achieve efficiency Directing-directing the work in a way that ensures effective use of resources Controlling-controlling resources and activities through monitoring, measuring and correcting as needed.

In a risk analysis workshop, the HR group at a credit card company decides that, given the current process, there is little chance that someone who posed a threat through theft would be able to pass through the hiring process undetected. How would this risk be plotted on a risk matrix? (Workplace)

High impact, low probability Low impact, low probability Low impact, high probability High impact, low probability High impact, high probability Because of the nature of the business, an undetected risk like the one described could have a very high impact, but because of the controls currently in place, it is considered low in probability.

High impact, low probability. Because of the nature of the business, an undetected risk like the one described could have a very high impact, but because of the controls currently in place, it is considered low in probability.

According to the Hersey-Blanchard theory, what is generally the most suitable situational leadership approach for entry-level employees? (HR Competencies)

High task, low relationship Entry-level employees require leadership that provides structure to project scheduling, methodologies, procedures, etc. This involvement requires a high task structure by the supervisor. However, because the new employee does not possess sufficient experience or insight into best practices, he/she cannot adequately participate in joint problem solving or decision making, thus the low relationship.

Although this isn't a company's first foray into global operations, it is the first expansion to a country with laws derived from religious traditions. HR must create policies and practices that comply with this legal system. Which is the best way to approach this task? (HR Competencies)

Hire expert legal advice on the laws in that particular country. Since laws are complex and interpretations may vary, the best course of action is to hire expert legal advice in the laws of the specific country. An HR manager from that country may not be an expert on all of the laws that currently apply. Training the HR manager is no guarantee that the manager will be qualified to create appropriate policies and practices to comply with religious laws. Standardized policies will not protect the organization and employees from legal liability.

An organization has hired a new HR director. What is the first thing the director should do after meeting and getting to know the HR staff? (HR Competencies)

Identify and understand internal and external stakeholders. Identifying stakeholders and their interests will provide the information the director will need to interpret staff recommendations and perform the assessment and analysis needed to develop an HR business plan.

An HR director wants to identify the risks of assigning employees to a foreign country where a new office has just been opened. The director has sought the opinion of both the home and host countries' governments. What else could be done to identify these risks? (Workplace)

Identify colleagues in other companies who have posted employees to this country. The best answer would be to seek out advice from colleagues with experience in this region. Candidates would not have this information. Surveying press accounts would not provide information of sufficient depth about a sufficient variety of risks. Being a local, the plant manager might not be able to assume the perspective of someone outside the culture.

What is the primary purpose of the analysis step of the ADDIE process? (People)

Identify gaps between actual and desired performance. The analysis phase of the process focuses on identifying the organization's developmental needs. Data is collected to identify gaps between actual and desired performance.

A cross-functional team analyzes the customer experience in comparison to upcoming product development initiatives. One set of recommendations from this team identifies several changes to manufacturing and shipping processes that could reduce the overall delivery cycle time by 10%. If the organization decides to act on this team's recommendations, what could HR do to promote implementation of this process change? (Organization)

Identify possible skill gaps created by new processes. HR can help ensure that those affected by the change have any new skills and knowledge they will need to perform well. Management should position the need for change. The cultural change should be toward customer focus, not process focus. Checking the team's work is not HR's task.

Human Resources role in managing change

Identify the impact, assess the ripple effect, consult with leadership on how to support it, communicate quickly and often, and measure effectiveness, track issues and follow-up.

Scenario or what if analysis

Identify the impacts on X or different scenarios.

SWOT analysis (People)

Identifying internal strengths (S) and weaknesses (W) and also examining external opportunities (O) and threats (T)

SWOT analysis

Identifying internal strengths (S) and weaknesses (W) and also examining external opportunities (O) and threats (T). A planning tool used to analyze an organization's strengths, weaknesses, opportunities, and threats.

Emotional Intelligence (HR Competencies

Identifying your own AND OTHERS emotions, using emotion to facilitate thought, understanding emotions (predicting how people could react) and regulating emotion when emotions could get in the way.

What makes benefit programs most effective in attracting, motivating, and retaining employees? (People)

If they are part of a complete compensation strategy targeted for the employer's workforce. Strategic planning can provide for controlled budgets over a period of years and provide meaningful benefits that aid in recruiting and retaining key employees. Benefit programs are integral to a competitive compensation strategy.

Employment Brand (People)

Image of the organization that is held by both employees and outsiders.

Contrary to policy, disciplinary actions taken by supervisors in the last year were not documented and terminations within the past six months have not been reviewed. What action should a new HR manager take after learning about this situation? (Organization)

Implement training of supervisors and monitoring of disciplinary actions to ensure compliance with policy. The policy is not excessive, and the best approach is to prevent violations through training and monitoring. Poor documentation is only one aspect of this case; supervisor actions may be ineffective in changing employee behavior or may be violating the organization's values.

A successful beverage production company controls key activities in its value chain so that they can maintain uninterrupted production; this is the key to their profitability. From an HR perspective, what should managers of this organization focus on? (People)

Implementing cross-training and job rotation strategies When a company executes a cost leadership or operational excellence strategy, from an HR perspective, they should focus on implementing cross-training and job rotation strategies. The other options focus on differentiation through innovation or customer service. Decentralizing may or may not increase efficiency.

Implicit Culture

Implicit culture deals with attitudes and beliefs, not tangible things like language, dress, and food. The view toward power is an example of implicit culture.

Implicit culture

Implicit culture deals with attitudes and beliefs, not tangible things like language, dress, and food. The view toward power is an example of implicit culture.

Implicit Culture

Implicit culture deals with attitudes and beliefs, not tangible things like language, dress, and food. The view toward power is an example of implicit culture. Basic Assumptions~center/middle shell. Those aspects of culture that frequently are unrecognized by people that give direction to behavior.

What is most likely to be the case in a company with a polycentric approach to management?

Important cultural differences are overlooked as headquarters compensation policies are adjusted for local application. An emphasis on global consistency leads to inappropriate policies at local-country levels. Local cultural and legal compensation norms are understood and implemented. Headquarters compensation policies are modified for local application only when it is required by local laws.

Leadership Approaches - Coercive (HR Competencies)

Imposes a vision or solution.

As HR becomes more strategic, which HR role will take on greater significance? (Organization)

Improving organizational effectiveness As HR evolves to become more strategic, its focus will shift from more administrative aspects, like training, job descriptions, and compensation benchmarks that can be managed by a dedicated vendor, to improving organizational effectiveness, which capitalizes on HR's internal expertise.

As HR becomes more strategic, which HR role will take on greater significance? (Organization)

Improving organizational effectiveness. As HR evolves to become more strategic, its focus will shift from more administrative aspects, like training, job descriptions, and compensation benchmarks that can be managed by a dedicated vendor, to improving organizational effectiveness, which capitalizes on HR's internal expertise.

Integration phase (Workplace)

In Tiedeman's career decision model, the phase when group members react against the new member's attempts to influence them. The new member then compromises. In the process, he or she attains a more objective understanding of the self and the group. A true collaboration between the new member and the group is achieved. The new member feels satisfied and is evaluated as successful by the self and others.

What financial document lists the revenues, expenses and profits of an organization for a designated period of time?

Income statement

The Omnibus Budget Reconciliation Act of 1993 does not require which of the following? (Total Rewards)

Income tax be withheld from some distribution to rollover accounts.

An organization recently acquired another company that has 2,000 employees. The acquired organization has several industry-leading manufacturing processes. Which development initiative enables these processes to be most cost-effectively shared with all employees? (Organization)

Incorporating the manufacturing processes into the knowledge management system. The most cost-effective way for the organization to share these industry-leading manufacturing processes is by incorporating the processes into the knowledge management system.

The owner of a small chain of clothing stores that has been in business for three years decides to formalize performance standards and make salespeople accountable for results. Which of the following short-term objectives could best help employees focus their efforts in the same direction? (People)

Increase overall sales by 30% within six months. Short-term objectives are successful when they are detailed and reflect a set time frame. In this case, employees know what they have to achieve and when they must achieve it.

An organization has announced that no salary increases above 1.5% will be allowed and budgets should be set accordingly. What would be a likely impact on HR's budget? (Organization)

Increased budget for additional benefit programs. The organization will probably need to look at other ways to attract and retain employees, such as more creative, customized benefit programs. The salary cap will not necessarily affect hiring needs and HR staffing and operating costs. Nor will it directly affect capital expenditures, such as the self-service center, that may support the organization's business strategy by, for example, increasing operational efficiency.

What potential outcome is a good example of a downside risk? (Workplace)

Increased error rate during an accelerated work schedule. A downside risk predicts a negative effect on attaining objectives. In a situation in which an organization accelerates its work schedule on a project, a downside risk would be errors caused by employees working more hours and producing deliverables faster. The other examples are upside risks, which point to opportunities for gain or furthering objectives as long as they are managed well. For example, solid data should lead to implementing measures to realign skills with strategy. It will become a downside risk only if the organization does not act on the data.

A business providing cloud computing services intends to distribute its server centers in different time zones to protect against risks of local outages and to save cooling energy by moving the bulk of processing to centers operating at night. How will this affect the business's human capital needs? (Workplace)

Increased need for diversity training. Since the business is doing the same thing but now in different places, the strategy does not require new technical skills. It will not decrease the need for employees, nor the need to build and maintain employee skills and knowledge. It will require that home-country managers who work with staff at host-country sites are more aware of cultural diversity.

Positive reinforcement

Increasing behaviors by presenting positive stimuli, such as food. A positive reinforcer is any stimulus that, when presented after a response, strengthens the response.

Common HR Data Sources

Interviews, Focus Groups, Surveys/Questionnaires, Observation, Existing Data and Artifacts

How could HR best generate the continued support of key stakeholders when implementing a new program? (Organization)

Invite them to a pilot program. Inviting key stakeholders to a pilot program provides them with another opportunity to stay involved with the program and gives them a sneak peek at the program content. They will then be able to communicate the benefits of the program to the rest of the organization and, in effect, assist with the internal marketing campaign. Their presence also will provide feedback on the design and content of the program.

Democratic - Invites followers and collaborates by consensus (HR Competencies)

Invites followers and collaborates by consensus

Hands-on

Involved in something, not letting other people do all the work.

What is the primary advantage of conducting a training and development needs assessment? (People)

It aligns organizational effectiveness and development initiatives and corporate goals. The job of training and development is to support company goals. Therefore, a needs assessment allows organizational effectiveness and development leaders to develop training that advances the organization's goals.

What is a major advantage of an organization having internal equity? (People)

It allows organizations to fairly recognize unique jobs. Internal equity means that unique jobs are fairly compensated by an organization, as performance or job differences result in corresponding differences in pay rates.

What is a major advantage of an organization having internal equity? (Total Rewards-People)

What is an example of explicit culture? (HR Competencies)

Language. Explicit characteristics are relatively easy to see and appreciate. Getting to the inner core of values and norms and understanding basic beliefs is much more difficult.

What type of organization would benefit most from broadbanding? (People)

Large organizations that want to consolidate multiple layers of management. Broadbanding (salary bands) combines two or more salary grades to create larger ranges and gives people wide latitude to move within their job without outgrowing the pay scale. Broadbanding is most effective for large organizations that want to flatten their organizational structure and remove some of the levels of management. Broadbanding is not appropriate for controlling salary costs, as the salary ranges may become too broad and salary costs could escalate. Companies with relatively few positions are better off with a more traditional pay structure.

HIPAA (Health Insurance Portability and Accountability Act)

Law that regulates the use and disclosure of patients' protected health information (PHI).

Navigation Acts

Laws that governed trade between England and its colonies. Colonists were required to ship certain products exclusively to England. These acts made colonists very angry because they were forbidden from trading with other countries.

Emergent Leadership (HR Competencies)

Leader is not appointed, emerges from the team (based on interactions).

In the contingency theory of leadership, which dimension refers to the degree of confidence, trust, and respect that followers have in their leader? (Competencies)

Leader-member relations Leader-member relations refers to the degrees of confidence, trust, and respect that followers have in their leaders. Task structure refers to the extent to which tasks are defined, while position power refers to the degree of influence a leader has over subordinates.

Fiedler's Contingency Theory (HR Competencies)

Leaders change the situation to make it more favorable (being prepared to make changes if the situation requires it. 1) Improving relations between leader and team, 2) changing aspects of a task or 3) increasing or decreasing leaders' exercise of power (for example, reinforcing a project mgrs. Authority on a project)

Leading

Leaders create energy and change Inspiring teams-they can find resources in the untapped talents of their teams inspiring and empowering supporting their efforts Challenging status quo-they challenge the status quo pointing out deficiencies and necessary changes Creative problem solving-and create innovative solutions

Hersey and Blanchard's situational theory (OME)

Leaders have the flexibility and range of skills to adapt their leadership behavior

Hersey and Blanchard's situational theory (HR Competencies)

Leaders have the flexibility and range of skills to adapt their leadership behavior. A leader's behaviors change as an employee matures in a job.

Hersey and Blanchard's situational theory

Leaders have the flexibility and range of skills to adapt their leadership behavior. Addresses follower characteristics in relation to effective leader behavior. Consider follower readiness as a factor in determining leadership style using task behavior and relationship behavior. An additional aspect of this model is the idea that the leader not only changes the leadership style according to followers' needs but also develops followers over time to increase their level of maturity.

Hersey and Blanchard's situational theory Hersey-Blanchard Situational Leadership (HR Competencies)

Leaders have the flexibility and range of skills to adapt their leadership behavior. Leadership style matches skills/experience of team members. -Telling-Not yet motivated or competent (Like the first day at work) -Selling-Competent but not fully motivated (Need some hand holding) -Participating-Competent; included in problem solving and coached on higher skills (Invited to the table) -Delegating-Very competent; ready for autonomy and self-direction (Senior Level tasks)

Hershey Blanchard (HR Competencies)

Matches with skills and experience of team.

BARS (behaviorally anchored rating scale) (People)

Method of performance measurement that rates behavior in terms of a scale showing specific statements of behavior that describe different levels of performance

Key risk indicators (KRIs) (Workplace)

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

National Laws and Regulations (HR Competencies)

Minimum wage, overtime, compulsory bonus and other entitlements, severance payments, contract requirements, and taxation of employee income.

Pacesetting (HR Competencies)

Models high performance standards.

Incentive Pay (People)

Money offered to encourage employees to strive for higher levels of performance. Form of direct compensation where employers pay for performance beyond normal expectations to motivate higher performance.

Accounts Payable (HR Competencies)

Money owed by a company to its creditors. , vendors and suppliers. Liability

Global remittances

Monies sent back home by migrants working in foreign countries. Money flowing back into your own country. Transfer of money by workers to people in the country from which they emigrated.

What impact an organization's Local Responsiveness (LR) globalization strategy have on the HR staffing strategy?

More emphasis on mentoring and talent management. An LR strategy commits an organization to greater reliance on local expertise. This would call for increased in vestment in developing local talent and a new class of local leaders.

What impact an organization's Local Responsiveness (LR) globalization strategy have on the HR staffing strategy? (Workplace)

As core HR activities change, how is HR predicted to behave? (Organization)

More like a marketing organization. The prediction is that HR may evolve to behave more like a marketing organization. With the aid of technology and data, HR may help to design organizational culture, incentives, and educational programs.

Goal Setting Theory (HR Competencies)

Motivation can be increased if employees can assess their achievement towards goals.

job rotation

Movement between different jobs.

Nearshoring is the practice of choosing an outsource provider in the home country or in a nearby country. (OME)

Moving jobs to vendors in countries close to the business's home country. The transfer of an offshored activity from a distant to a nearby country.

Return on investment (ROI) (People)

Net profit after taxes divided by total assets ROI% = Net program benefits/Total incurred costs x 100 Return on investment is a traditional business tool for both projecting the value of a proposed action and assessing the attained value at completion. Computing the return on investment of training involves: 1. Isolating the effects of the training 2. Converting these effects, benefits, into monetary values 3. Calculating the costs of the training 4. Comparing the value of the effects to the incurred costs.

Productivity based pay

Pay based on the quantity of work and outputs that can be accurately measured.

SaaS (Software as a Service)

Pay for software as you use it. Not installed locally, instead it is 'Hosted' software e.g. Google Docs

SaaS (Software as a Service) (OME)

Pay for software as you use it. Not installed locally, instead it is 'Hosted'software e.g. Google Docs A form of cloud computing where a firm subscribes to a third-party software and receives a service that is delivered online.

SaaS (Software as a Service)

Pay for software as you use it. Not installed locally, instead it is 'Hosted'software e.g. Google Docs. A form of cloud computing where a firm subscribes to a third-party software and receives a service that is delivered online.

What does the informal knowledge management system relate to? (Organization)

Personal networks and social capital. Personal networks and social capital are the informal knowledge management system within the global organization. This does not depend on a computer application, like the formal system does, but rather on personal networks and associations that have been nurtured over time.

Kurt Lewin's Field Theory

Personality is dynamic and constantly changing; can be divided up into ever-changing "systems" that function in an integrated fashion under optimal conditions but are diffused when person is under anxiety or tension.

Which work arrangement allows an organization to retain its organizational knowledge? (Organization)

Phased retirement. Experienced workers have a great deal of institutional knowledge that may leave when they retire. Phased retirement allows that knowledge to continue to be accessible to the organization.

blended learning. (People)

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

Blended learning

Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training. The use of multiple training methods to achieve optimal learning on the part of trainees.

Functions of Management (HR Competencies)

Planning, Organizing, Staffing, Directing, Controlling

HR works with a committee of managers to identify and assign points to pertinent compensable factors for various jobs. These points are totaled for each job to come up with an overall point value for each job. The relative worth of each job can then be compared to the others based on their point values. This is an example of what type of job evaluation? (People)

Point-factor system The point-factor system is a form of quantitative evaluation. It is the most commonly used method of job evaluation. The compensable factors chosen for the evaluation must reflect the nature of the job being evaluated. Factors commonly evaluated include skills, responsibilities, effort and physical demands, working conditions, and supervision of others.

PESTLE

Political, Economic, Social, Technological, Legal, Environmental

PESTLE analysis

Political, Economic, Social, Technological, Legal, Environmental A tool used by businesses to look at the external environment they face and issues that may arise from the global marketplace they operate in.

According to Perlmutter's headquarters orientations, what term describes a company in which host-country nationals usually staff and manage the local subsidiary? (Workplace)

Polycentric Perlmutter's Headquarters Orientations: Ethnocentric Polycentric Geocentric Regiocentric In a polycentric staffing orientation, host-country nationals (HCNs) staff and manage the local subsidiary. HCNs are not usually promoted to headquarters positions.

According to Perlmutter's headquarters orientations, what term describes a company in which host-country nationals usually staff and manage the local subsidiary? (Workplace)

Polycentric. In a polycentric staffing orientation, host-country nationals (HCNs) staff and manage the local subsidiary. HCNs are not usually promoted to headquarters positions.

The HR and operations departments have teamed up to develop a safety action program. The program has standard operating procedures and safety-related posters. What else should the HR professional recommend to help ensure a successful safety action program? (Workplace)

Recognition for the individuals participating in the program. Many safety programs fail due to lack of recognition. Recognition is an important part of safety programs because it reinforces the behaviors that employees need to develop.

An employee life cycle describes all of the activities associated with an employees' tenure in the organization. What is the first phase in the employee life cycle?

Recruitment

Under the Occupational Safety and Health Act, what right can employers exercise? (Workplace)

Refusing an Occupational Safety and Health Administration (OSHA) inspection unless a search warrant is produced. An employer has the right to request a search warrant before an inspection can begin.

Porter's "Five Forces" framework was designed to identify industries that were more likely to be profitable and provide a return on investment. Which of the five factors is influenced by the other four? (HR Competencies)

Rivalry among competitors All of the forces identified by Porter have a potential to increase the intensity of competition in the industry.

Rivalry among competitors~ All of the forces identified by Porter have a potential to increase the intensity of competition in the industry.

Expatriate (Workplace)

Someone who chooses to live outside of, or renounce, his or her native country.

Path Goal Theory (HR Competencies)

The path is the journey, the goal is the project or the task or the function.

Changing

The phase where a planned change actually takes place. New information, models, and procedures.

Downside risk (Workplace)

The possibility that an investor will lose his money in an investment. Difference between the market price and the floor value.

Offshoring (Workplace)

The practice of exporting U.S. jobs to lower paid employees in other nations. Relocating processes or production to another country. Moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available. Move the process/production to another country.

Ethics (Workplace)

The principles of right and wrong that guide an individual in making decisions. Moral values

Glocalization (Workplace)

The process by which people in a local place mediate and alter regional, national, and global processes. The process of firms standardizing their products globally, but using different promotional campaigns to sell them.

Information Management

The process of accessing, processing, maintaining, evaluating, and disseminating knowledge, facts, or data for the purpose of assisting business decision making. Organizing, maintaining, and accessing records or data.

Data mining (Workplace)

The process of analyzing data to extract information not offered by the raw data alone The use of a variety of statistical analysis tools to uncover previously unknown patterns in the data stored in databases or relationships among variables

Job posting

The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else the organization communicates with employees

Replacement planning

The process of creating back-up candidates for specific senior management positions. Snapshot assessment of the availability of qualified back-up for key management positions.

Employer Rights

Unless employees have an employment or union contract, employers have the option of firing employees, at any time, for any reason, or for no reason at all.

In his study of 181 competency models, Goleman found that 67% of the abilities deemed essential for effective performance for managers were emotional (interpersonal) competencies. And, compared to intellect and technical expertise, emotional competence mattered twice as much. According to Goleman, what leadership attribute separates good leaders from great leaders? (HR Competencies)

[A]. Emotional intelligence B. Adaptability to change C. Technical expertise D. High intellectual capability

Balance Scorecard

a combination of performance measures directed toward the company's long and short term goals and used as the basis for awarding incentive pay. A system of performance measures, including nonfinancial measures, used to assess company and division manager performance. Four perspectives: 1. Customer: what do customers think of us? 2. Internal processes: which of our ops are critical to meeting customer needs? 3. Innovation and learning: how can we improve? 4. Financial: what do our owners think of us?

Balance scorecard (OME)

a combination of performance measures directed toward the company's long and short term goals and used as the basis for awarding incentive pay. Strategy implementation tool that harnesses multiple internal and external performance metrics in order to balance financial and strategic goals.

cost-benefit analysis

a decision-making process in which you compare what you will sacrifice and gain by a specific action

Informal (HR Competencies)

Values, communication, social networks, how things really work (are they tolerant of errors?)

Global Value Chains (GVC's)

Various phases of production, delivery to final consumers, final disposal. Sets of linked operations that organize the production of any particular product.

Joint Venture (JV)

When a domestic firm buys part of a foreign company or joins with a foreign company to create a new entity. A partnership in which two or more companies (often from different countries) join to undertake a major project.

Adverse impact/Disparate impact (Workplace)

When a seemingly neutral employment practice has a disproportionately negative effect on a protected group. Occurs when an organization uses an employment practice or procedure that results in unfavorable outcomes to a protected class.

Union Strikes

When people will refuse to work in order to receive certain benefits, such as more pay, longer hours, and other benefits. When a strike occurs HR must implement contingency plans, deliver training and arrange payment to replacement workers.

KPI (Key Performance Indicator)

a measure of achievement that can be attributed to an individual, team, or department

extrinsic motivation

a motivation to take actions that lead to reward

auditory learner (People)

a person who prefers to learn by hearing information, listening, or speaking

SWOT analysis

a planning tool used to analyze an organization's strengths, weaknesses, opportunities, and threats

The Federal Insurance Contributions Act requires employers to do which of the following? (Total Rewards)

Withhold Social Security tax from pay

Engagement Metrics

Workers Compensation Incident Rate = Employee Absence Rate = Monthly Voluntary Turnover Rate = Revenue per Employee = Yield Ratio = Low Turnover = Higher Engagement No specific calculation - but can tie investments made to employee engagement; Reduce absenteeism was goal? Calculate employee absence rate before and after engagement plan.

According to the upstream/downstream strategic model, what HR activities are most likely to be placed at headquarters? (Workplace)

Workforce alignment This model considers it useful to localize downstream HR activities (compensation, benefits, and labor relations) closer to HR customers. Upstream functions (strategic planning, workforce alignment) should be closer to corporate headquarters.

According to the upstream/downstream strategic model, what HR activities are most likely to be placed at headquarters? (Workplace)

Workforce alignment. This model considers it useful to localize downstream HR activities (compensation, benefits, and labor relations) closer to HR customers. Upstream functions (strategic planning, workforce alignment) should be closer to corporate headquarters.

Demographic Dichotomy (Workplace)

Workforce in emerging countries becoming disproportionately young, but in developing countries, aging rapidly. (Emerging Economies shift) Is when a younger workforce emerges in emerging economies. This is different to an aged workforce seen in developed countries. Creates educational skill divides and deficits.

SWOT analysis

a planning tool used to analyze an organization's strengths, weaknesses, opportunities, and threats. strengths, weaknesses, opportunities, threats

Realistic Job Preview (RJP)

a preview of a job that provides both positive and negative information about the job and the company

Benchmarking (People)

a process by which a company compares its performance with that of high-performing organizations

After losing an important business contract, a negotiator learns that her counterpart felt as if she had rushed the process. The business negotiator thought she was being efficient with their time. How can she improve her cross-cultural negotiation skills? (HR Competencies)

Take time to study the context and the person on the other side of the bargaining table. During any cross-cultural negotiation, it is important to realize that cultures are characterized by different behaviors, communication styles, and norms. Failing to recognize the different perspectives may result in potential misunderstandings and a lower likelihood of exploring and discovering integrative, or value-creating, solutions.

Global Mindset (HR Competencies)

Taking an international, multidimensional perspective that is inclusive of others cultures, perspectives and views.

Forum or Jurisdiction Shopping (HR Competencies)

Taking complaints to jurisdiction; lawyers take the case to another city/county where they think the case will go better/their way. Occurs when plaintiffs seek to bring their suit in a jurisdiction more likely to be sympathetic to their claims.

Eliminate certainty

Taking steps to guarantee that positive risk events will happen and negative ones will not happen.

Developing and integrating HR processes that attract, develop, engage, and retain employees to meet current and future business needs, with a goal of increasing workplace productivity, is called... (Organization)

Talent management. Talent management is a strategic approach to managing human capital, and such initiatives should be aligned with the organization's strategic business goals.

Blake Mouton's Trait Leadership

Team Leader Country Club Leader Middle of the Road Leader Authoritarian Leader Impoverished Leader

Leadership and Navigation in HR

The Leadership and Navigation equips today HR Professional - To be a champion for HR - To persuade others about the strategic value of HR's mission - To build support for HR's vision - To lead change - To inspire the HR team and the organization towards a shared vision

Social intelligence (HR Competencies)

The know-how involved in comprehending social situations and managing oneself successfully. Ability to understand and navigate social situations.

KSAOs

The knowledge, skills, abilities, and other characteristics that are required for successful job performance.

Job Analysis

The process of getting detailed information about jobs. A purposeful, systematic process for collecting information on the important work-related aspects of a job.

Succession Planning

The process of identifying and tracking high-potential employees who will be able to fill top management positions when they become vacant. The process of identifying a plan for the orderly replacement of key employees.

Career Planning

The process of matching career goals and individual capabilities with opportunities for their fulfillment.

Organizational learning

The process through which managers seek to improve employees' desire and ability to understand and manage the organization and its task environment. Acquisition and or transfer of knowledge within an organization through activities or processes that may occur at several organizational levels.

Branding

The promotion of a product or service by identifying it with distinct characteristics (usually associated with public perception, quality or effectiveness). A marketing function that identifies products and their source and differentiates them from all other products.

Negative reinforcement

The reinforcement of a response by the removal, escape from, or avoidance of an unpleasant stimulus.

Alternative Dispute Resolution (ADR) (Organization)

The resolution of disputes in ways other than those involved in the traditional judicial process. Negotiation, mediation, and arbitration are forms of ADR. Methods of solving a problem by bringing in an impartial outsider but not using the court system.

Alternative Dispute Resolution (ADR)

The resolution of disputes in ways other than those involved in the traditional judicial process. Negotiation, mediation, and arbitration are forms of ADR. Umbrella term used to describe a number of problem-solving and grievance resolution approaches.

Jurisdiction (HR Competencies)

The right of a legal body to exert authority over a territory, subject matter or persons/institutions. The official power to make legal decisions and judgments.

Extra Territoriality

The right of citizens to be tried in the courts of their native country rather than in the courts of the country that they are living in. Being exempt from the jurisdiction of local law, usually as the result of diplomatic negotiations. The application of a country's laws to organizations and individual employees beyond its own borders.

Freedom of association (Organization)

The right to form societies, clubs, and other groups of people, and to meet with people individually, without interference by the government.

Which of the following is an example of an intrinsic reward?

The satisfaction of a job well done.

What is navigation?

The science of determining a ship's sailing direction and location. -Know Stakeholders -Influence others -Establish credibility -Lead change

Navigation

The science of planning and controlling the direction of a ship.

Total rewards philosophy

The total rewards philosophy is a high-level mission statement used to guide the development and implementation of compensation and benefit programs that attract, motivate, and retain employees.

Sustainability

The use of Earth's renewable and nonrenewable natural resources in ways that do not constrain resource use in the future.

Blended learning (OME)

The use of multiple training methods and e-learning techniques to achieve optimal learning on the part of trainees.

Self-determination theory (HR Competencies)

a theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation. Deci and Ryan's theory asserting that all humans have three basic, innate organismic needs: competence, relatedness, and autonomy.

job description

a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job

job specification

a written statement of the minimum qualifications for the job Incumbent /a person must possess to perform a given job successfully

BFOQ (Bona Fide Occupational Qualification) (People)

an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business."

Pay for Performance (P4P)

an incentive program that rewards employees for meeting specific, individual goals. PfP Merit pay or performance-based pay

Best of Breed Approach

combines the benefits of the vanilla and customized systems while avoiding the extensive costs and risks associated with complete customization. The best-of-breed approach combines modules from various vendors to create an information system that better meets an organization's needs than a standard ERP (Enterprise Resources Planning) system.

job evaluation

a process that determines the worth of each job in a company by evaluating the market value of the knowledge, skills, and requirements needed to perform it. Process of determining a jobs value and price for the purpose of attracting and retaining employees by comparing the job against other jobs within the organization or against similar jobs in competing organizations.

Yield Ratio

a ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. Yield ratio in HR shows the percentage of candidates from the recruitment sources that were selected for the next stage of a hiring process. In simple words yield ratios show the efficiency of the certain recruitment method. Information about yield ratio allows HR. KPI-Key Performance Indicator Yield ratio = Number of leads from Recruitment Method/Number of candidates invited to interview x 100% Qualified Applicants/Total Applicants Female Applicants/Total Applicants Offers Extended/Final Interviews Minority Applicants/Total Applicants

Mission Statement

a short, specific written statement of the reason a business exists and what it wants to achieve Concise outline of an organizations strategy

Enterprise Resource Planning (ERP)

a suite of applications called modules, a database, and a set of inherent processes for consolidating business operations into a single, consistent, computing platform. 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.

merit pay

a system of linking pay increases to ratings on performance appraisals Performance based pay Pay for performance

Strategic Planning

the process of determining the major goals of the organization and the policies and strategies for obtaining and using resources to achieve those goals

Mitigate

make less severe, serious, or painful

Optimize

make the best or most effective use of (a situation, opportunity, or resource). Eliminating uncertainty

M&A

mergers and acquisitions

leading indicators

objective measures that accurately predict future labor demand Type of metric describing an activity that can change future performance and predict success in the achievement of strategic goals

Global crises have also increased awareness of interconnections -

that the world itself is a system in which changes in one part can affect other parts.

Hersey-Blanchard situational leadership theory suggest.... (HR Competencies)

that there is no ideal leader type but that leadership style should be matched to the maturity of the employees.

Leadership

the ability to motivate individuals and groups to accomplish important goals

Consulting Model

(Managing Change) Define Problem, Design and Implement Solution, Measure Effectiveness and Sustain Improvement

Having a global mindset has three main advantages:

-First, people have more knowledge & appreciation of many cultures. -Second, understanding mental models helps to effectively use words and behaviors that are compatible with the local culture. Name the third advantage. -Third,

HR's Role in Managing Change

-Identify impact of change on people and departments. -Assess ripple effect across the organization. -Consult with leadership about ways to support the acceptance and institutionalization of the change. -Stakeholder knowledge to negotiate solutions and develop initiatives. -Communicate quickly and often. -Measure effectiveness in implementing the change. -Track issues and follow up to deliver superior service to HR's internal customers. Sometimes Leaders need to change. To fulfill its role in change management, HR management must ensure that he HR group possess the appropriate change management and leadership skills.

Having a Global Mindset means:

1) Welcoming new ideas from wherever they may arise 2) Working productively in diverse teams 3) Accepting uncertainty and complexity 4) Being aware of the forces of culture

Career Management Process

1. Data gathering 2. Feedback 3. Goal setting 4. Action planning and follow-up

Audit Steps

1. Define Audit Objectives 2. Define Audit Scope 3. Conduct Audit 4. Refine Audit Process/Lessons Learned

Risk Management Process

1. Determination of objectives 2. Identification of risks 3. Evaluation of risks 4. Consideration of alternatives - selection of the tool 5. Implementing the decision 6. Evaluation and review

Lewin's Change Model (OME)

1. Unfreezing 2. Changing 3. Refreezing

Selection Process Steps

1. screening applications and resumes 2. testing and reviewing work samples 3. interviewing candidates 4. checking references and background 5. making a selection

Equal Pay Act (EPA)

1963 law that required both men and women to receive equal pay for equal work.

Phillips v. Martin Marietta Corporation

1971 U.S. case that stated that an employer may not, in the absence of business necessity, refuse to hire women with preschool-aged children while hiring men with such children. The Supreme Court ruled that companies cannot have different hiring practices for women and men.

Lechmere, Inc. v. NLRB

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

Trompenaar's and Hampden-Turner's Dilemmas (HR Competencies)

7 dilemmas for tension between cultures - Universal vs. particular, individual vs. communitarian, neutral vs affective, specific vs. diffuse, achieved vs. ascribed, sequential vs. synchronic, internal vs. external (grid)

Under the Equal Opportunity Employment Commission's Uniform Guidelines on Employee Selection Procedures, adverse impact occurs when the selection rate for a protected class is less than what percentage of that for the group with the highest selection rate? (Workplace)

80% Under the guidelines, adverse impact occurs when the selection rate for a protected class is less than 80% of the rate for the class with highest selection rate. This is commonly known as the 80% or four-fifths rule.

What is an example of the moral hazard at work in an organization? (Workplace)

A CEO tells operations to take shortcuts that increase revenue but also create quality issues for customers. Moral hazard exists when someone takes risks because he or she will not be affected by losses or damages that occur as a result. The CEO risks quality level, knowing that, in the short term at least, the cost will be borne by customers. The company itself will bear the long-term costs through loss of customers.

What is an example of the moral hazard at work in an organization? (Workplace)

An HR manager decides to test the theory that a decline in the training of account managers is directly related to a decline in sales revenues. What technique will be most valuable in helping the HR manager visualize the correlation between training and revenues? (HR Competencies)

A Scatter Diagram shows the relationship between two variables.

An organization is faced with the challenge of offering robust benefits to retain top talent while staying within budget or cost constraints. Why is a benefit needs assessment a valuable undertaking? (People)

A benefits package can have a positive impact on attracting, motivating, and retaining talent. Assessment data should allow the organization to refine benefit offerings so the package is affordable yet valued by employees.

Scatter diagram

A graph that shows the degree and direction of relationship between two variables.

Union (Organization)

A worker association that bargains with employers over wages, benefits, and working conditions. An association of workers, formed to bargain for better working conditions and higher wages.

Conflict Resolution Tactics (HR Competencies)

Accommodate, Assert, Avoid, Collaborate, or Compromise

Increased global competition has forced the organization leadership team to analyze and manage unanticipated risks. The team is using a risk scorecard to help assess a variety of risks. How should the various risks be weighted? (Workplace)

According to strategic importance. The risks should be weighted according to strategic importance. If strategy is abandoned in response to immediate concerns, the organization could lose focus and direction. ISO principles do not specify how to weight risks.

Age Discrimination in Employment Act

Act that prohibits discrimination in employment for persons age 40 and over except where age is a bona fide occupational qualification.

GINA (Genetic Information Nondiscrimination Act)

Act that prohibits discrimination on the basis of someone's genetic information or the genetic information of his or her family

Career Planning (People)

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

How does using local training experts help in designing and developing new programs? (People)

Activities and delivery can be adjusted to local learning styles and preferences. Countries have different dominant learning styles (visual, auditory, kinesthetic) and prefer certain types of learning activities. Using local experts to consult on design and development will help align programs with their audiences.

Employee life cycle (ELC). (People)

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

Hersey and Blanchard's situational theory (HR Competencies)

Addresses follower characteristics in relation to effective leader behavior. Consider follower readiness as a factor in determining leadership style using task behavior and relationship behavior. An additional aspect of this model is the idea that the leader not only changes the leadership style according to followers' needs but also develops followers over time to increase their level of maturity.

Alliances (Workplace)

Agreements between nations to aid and protect one another. An agreement between 2 or more countries to help each other out in war.

Equal Pay Act (EPA)

An amendment to the FLSA that prohibits sex discrimination in pay.

Codetermination

As related to international labor relations, a practice in which employees have a role in the management of a company that includes worker representatives with voting rights on the corporate board of directors.

Steps in Evidence Based Decision Making

Ask, Acquire, Appraise, Aggregate, Apply, Assess

Gaps between actual and desired performance are best identified in which phase of the ADDIE process? (People)

Assessment ASSESSMENT Design Development Implementation Evaluation Training gaps are best identified during the assessment phase of training. The design and development of the training program and evaluation tools are based on the performance gap analysis.

For some supervisory and managerial openings, recruiters use work samples of job situations that include individual and group activities, in-basket exercises, and work-related performance tests to evaluate a candidate's abilities. The results are reviewed by a panel of trained assessors. What is this method called? (People)

Assessment center Assessment centers are a method of evaluating candidates who are presented with content-valid workplace situations to which they respond and who are then evaluated on their responses.

Situation judgment tests (SJTs)

Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.

BoCK

Body of Competency and Knowledge

Finding Allies: (HR Competencies)

Bureaucratic Black Belts, Tugboat Pilots, Benevolent Bureaucrats, Wind surfers.

Dual career ladders (People)

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

An organization is having difficulty hiring engineers, yet their pay survey data indicates that they are paying 10% above the average for such employees. What should be the first step the organization should take? (People)

Check when the data was gathered. The organization needs to be sure that the data is accurate and timely. If it is outdated, they need to adjust it accordingly. For example, if inflation is 4% and the data is three years old, they are actually offering less than average. Once they have adjusted the starting salary, they may also want to look at other recruitment sources, offer signing bonuses, and ask current employees for referrals.

The leadership approach that defines the leader's role as serving the needs of others is called:

Coaching

Cultural Intelligence (HR Competencies)

Cognitive (thinking, learning), Behavioral (actions, adapting in multicultural contexts), Motivational (confidence, appreciating other cultures, not feeling threatened).

High Context Culture (HR Competencies)

Complex relationships with history, what you say may not be what you mean (Japan, France, China).

A company is expanding into a new country and wants to extend its approach to collaborative, team work processes to this new workforce. What should the HR director do first? (People)

Consult with a local HR expert The first step is to recognize that drivers of engagement may vary among cultures, and the HR director must obtain non-biased information about preferences among this new group of employees.

What must the recruiting website for the global enterprise be particularly aware of? (People)

Data privacy regulations Data privacy issues, just like those for an HRIS system, must be examined carefully. There are country- and region-specific regulations that pertain to what personal information can be gathered and used.

D&I

Diversity & Inclusion

Business Intelligence (HR Competencies)

ERP Systems (include everything) data gathering, warehousing, and reporting

Transfer of learning

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

HR structures

Enterprise structure Personnel view Organizational charts

In the four-layer model of diversity, which layer consists of the results of life experiences and choices? (Workplace)

External dimensions

Between/among nations (HR Competencies)

Extraterritorial, regional/supranational (EU), and international

incentive pay (People)

Form of direct compensation where employers pay for performance beyond normal expectations to motivate higher performance. Also looked at as a Bonus

Incentive pay

Form of direct compensation where employers pay for performance beyond normal expectations to motivate higher performance. Money offered to encourage employees to strive for higher levels of performance.

Leadership asks HR to plan a proposed organizational effectiveness initiative. What is the first thing HR should do? (Organization)

Gain agreement on the initiative's objectives. The intervention's objectives will drive later decisions about budget, the most effective solutions, and necessary steps.

An HR manager has identified the probability of occurrence of a particular risk event and the outcomes if the event should occur. What else should the manager consider before planning a management strategy? (Workplace)

How much warning the organization would have if the event occurred. The amount of warning, or speed of onset, can help those working on risk management strategies to prepare adequate responses. Cost and effectiveness of responses can be studied after risks are thoroughly analyzed. Industry-specific risks should already have been identified.

How much warning the organization would have if the event occurred. Rationale The amount of warning, or speed of onset, can help those working on risk management strategies to prepare adequate responses. Cost and effectiveness of responses can be studied after risks are thoroughly analyzed. Industry-specific risks should already have been identified.

Empathy (HR Competencies)

Identification with and understanding of another's situation, feelings, and motives

Root cause analysis

Identify possible causes for an event/condition

Six Sigma Process

Includes four basic steps- align, mobilize, accelerate and govern. System of measuring, analyzing, improving, and controlling processes once they meet quality standards.

Lagging indicators (People)

Indicators that seem to lag behind changes in overall business activity. Lagging indicators help a company improve its staffing efforts midstream. Type of metric describing an activity or change in performance that has already occurred.

Difference between Job enlargement and Job enrichment (People)

Job enlargement is adding tasks to the role. Job enrichment is adding responsibilities to the role.

Point-factor method

Most commonly used method of job evaluation; involves using specific factors to evaluate job worth.

NLRA (Wagner Act)

National Labor Relations Act

The company is now preparing to terminate this CFO due to poor job performance and not meeting the expectations of the company. What rationale could the VP of HR give to the CEO to allow new executive hires to participate in the onboarding process? (HR Competencies)

Onboarding establishes a thorough understanding of the organization. C is the best answer. Employees at any level must understand the mission and vision of the organization to better perform their role. A is incorrect. Onboarding adds value by getting new hires acquainted with the mission and vision of the organization. B is incorrect. The goal of onboarding is not to provide a soft start but rather to provide the new employee with important information about the company and the role. D is incorrect. There is no guarantee that onboarding will yield a successful employee.

What is the best approach for gathering information about prospective candidates? (People)

One measure, to ensure that the process is simple and efficient Multiple measures, to help ensure greater reliability. By using several data-gathering techniques, the weaknesses of one technique can be minimized and a more reliable and accurate representation of the candidate can be obtained.

An entitlement culture is appropriate for a business that needs what type of workforce? (Total Rewards)

One that continues to show productivity increases over time.

Global organization (Workplace)

One whose every process, action and decision is firmly rooted in a carefully conceived global strategy.

HR needs to assess employee interest in a possible new benefit quickly. What would be the best vehicle?

Online survey Rationale The online survey can be conducted quickly and a response threshold set. The other methods are too time-consuming.

Stakeholder concept (HR Competencies)

Organizations are affected by and affect many stakeholders. Each stakeholder defines what value means to them. Examples, investors, governments, customers, employees.

Leadership Approaches (HR Competencies)

Organizations create their own models of leadership, a set of traits or behaviors that are believed to be well-aligned to the organization's mission, strategy, and culture. Organizations are deeply interested in identifying the type of leadership that is most effective in their workplaces. Solo leader gets involved and interferes in everything. Sets objectives. Directs team members activities. Team leader delegates team roles to others. Creates vision on which others act. Develops team members growth.

How has the sustainability movement changed organizations' relation to their stakeholders? (Workplace)

Organizations now consider a broader range of stakeholders and give them a more active role in shaping their policies and goals. Sustainability has expanded both who the significant stakeholders are and how the organization interacts with them. Instead of just those with a direct financial stake in the organization, "stakeholders" now also includes those affecting or affected by an organization's social and environmental value. Sustainability also expands the ways in which the organization interacts with its stakeholders, who now play a more active role in helping it define and implement everything from individual projects to larger corporate social responsibility strategy and goals.

Civil Rights Act of 1964

Outlawed discrimination based on race, color, religion, sex, or national origin. Basis of Religion or Sex

Theory Y (HR Competencies)

People want to accomplish something, they dislike rigid controls

blended learning (People)

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

Fair and Accurate Credit Transactions Act (FACT Act)

Protects some relief to employers using third parties to conduct workplace investigations.

Key performance indicators (KPIs) (Organization)

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

Data analysis methods (HR Competencies)

Ratio analysis examine relationships: trend analysis, regression analysis.

SOX (Sarbanes-Oxley Act)

Requires administrators of defined contribution plans to provide notice of covered blackout periods; provides whistleblower protection for employees.

SHRM BoCK

SHRM Body of Competencies and Knowledge

Cash Flow Statements (HR Competencies)

Shows incoming and outgoing cash in areas of operations, investing, and financing.

Business Case (HR Competencies)

Statement of need, recommended solution, risks and opportunities, and estimated costs and time frame.

SHRF

Structure of the HR Function

Management tells HR that it should budget for an increase in the hiring rate in the upcoming year but that HR head count cannot increase. How will this affect the HR budget? (Organization)

The budget for variable cost items will increase. The budget cannot remain the same because variable costs associated with hiring tasks (costs affected by the volume of activity) will increase. As long as function responsibilities, facilities, and staffing levels remain the same, fixed costs should stay the same. The increase in costs will be driven by the number of new hires; it will not be an incremental increase in the budget.

Which of the following best illustrates the principle of sustainability in the workplace? (Workplace)

The business benefits of a change in headquarters location are weighed against the effects on employees and communities. Sustainable workplace policies focus on long-term effects and the integrated needs of people and the environment and economic needs. Including a careful assessment of a change that would affect a large number of employees and the surrounding communities is sustainable.

Comparable worth (Workplace)

The concept that women and men should receive equal pay for jobs calling for comparable skill and responsibility.

BATNA (Best Alternative to a Negotiated Agreement) (HR Competencies)

The course of action that a person will take if a negotiation ends in an impasse. The alternative left if a negotiated agreement is not reached.

An organization with both unionized and nonunionized workers negotiates a union contract that includes additional payments and benefits for employees choosing early retirement. In exchange, starting wages are lowered by 10%. The overall effect will be a long-term reduction in payroll costs. What should HR say about the proposed contract? (Organization)

The deal may cause similar expectations among nonunionized employees The proposed contract may cause similar expectations among nonunionized employees and create ill will and possibly lead to resignations among this group. While they have no legal claim on the benefits of this union contract, they may feel the organization can afford to extend the terms to them as well. It would appear that the contract aims at replacing older, more highly paid workers with younger, lower paid workers, which will lower labor costs in the long run, although there will be additional costs at first for recruiting, hiring, and training. Output will probably decline until these new workers attain the same level of expertise.

Risk Tolerance (Workplace)

The degree, amount, or volume of risk that an organization or individual will withstand.

Duty of Care

The duty of all persons, as established by tort law, to exercise a reasonable amount of care in their dealings with others. Failure to exercise due care, which is normally determined by the reasonable person standard, constitutes the tort of negligence.

A reduced FMLA leave schedule is which of the following: (Total Rewards)

The employee works fewer hours each day or week.

Equal Employment Opportunity

The equal right of all citizens to the opportunity to obtain employment regardless of their gender, age, race, country of origin, religion, or disabilities.

Portal to Portal Act

U.S. act that defines what is included as hours worked and is therefore compensable and a factor in calculating overtime.

Impactful Communication (HR Competencies)

Understanding audiences and perspective, having a clear message, and effective delivery. You, Message, Delivery and Audience

Workforce Management

An employee is 30 minutes late, a first-time occurrence. An hour later, the supervisor comes to the employee's work area. After ten minutes of conversation about non-work topics, the supervisor raises the issue. The employee describes at length a problematic child-care situation, and the two discuss possible solutions. How could this disciplinary meeting have been improved? (Organization)

he supervisor should have gotten to the point more quickly and limited time for explanations and excuses. The supervisor was right to address the infraction promptly and avoid future problems, but the supervisor should have gotten quickly to the point. Laying out the disciplinary system now would be excessive and create unnecessary stress for both. While the employee should be given a chance to speak, the focus should be on solutions, not excuses.

High-context and low-context cultures

high context cultures tend to be collectivist and low context cultures tend to be individualistic These two terms respectively refer to cultures which assume people know the background information so that everything need not be explicitly verbalized, or which make no such assumption and expect information to be explicitly verbalized.

Extrinsic (OME)

irrelevant; on the outside foreign, coming from outside

hands-off policy

judges should not interfere with the administration of correctional institutions

Avoid

to keep away from

Intrinsic motivation

A desire to perform a behavior for its own sake and to be effective.

Geocentric

A model of the universe in which Earth is at the center of the revolving planets and stars.

Blake Mouton Grid (HR Competencies)

A model that highlights different management styles, according to their focus on the task and people within the business. - Concern for production/task (X) and concern for people (Y) Team Leaders-Lead by example, foster a team environment and encourage individual and team development. (9,9) Country club-Create a secure atmosphere and trust individuals to accomplish goals, avoiding punitive actions so as not to jeopardize relationships. (1,9) Middle of the road-These individuals get the work done but are not considered leaders. (5,5) Authoritarian-They expect people to do what they are told without question and tend not to foster collaboration. (9,1) Impoverished-These managers use a delegate and disappear management style (1,1)

Maslow's Hierarchy of Needs Theory (HR Competencies)

A motivation theory that suggests that human needs fall into a hierarchy and that as each need is met, people become motivated to meet the next-highest need in the pyramid. Individuals are motivated by a desire to satisfy certain needs.

Motivation (HR Competencies)

A need or desire that energizes and directs behavior. The reason or reasons one has for acting or behaving in a particular way.

Herzberg's Motivation-Hygiene Theory

A need theory that distinguishes between motivator needs (related to the nature of the work itself) and hygiene needs (related to the physical and psychological context in which the work is performed) and proposes that motivator needs must be met for motivation and job satisfaction to be high.

BATNA (HR Competencies)

A negotiator's best alternative to a negotiated agreement.

Leading indicators (People)

Objective measures that accurately predict future labor demand. Type of metric describing an activity that can change future performance and predict success in the achievement of strategic goals.

Outsourcing

Obtain (goods or a service) from an outside or foreign supplier, especially in place of an internal source.

Pay compression

Occurs when there is only a small difference in pay between employees regardless of their experience, skills, level, or seniority; also known as salary compression.

When an HR investigation is underway, what is the best advice to offer to employees? (Workplace)

Offer no advice. The National Labor Relations Board holds that generalized instructions of confidentiality in all employee investigations are a violation of the National Labor Relations Act because they prevent employees from discussing work-related issues. Rather than offering advice, assure employees that information will be held in confidence as much as possible.

When an HR investigation is underway, what is the best advice to offer to employees? (Workplace)

In the context of SWOT analysis, in which SWOT stands for strengths, weaknesses, opportunities, and threats, an organization's growing global product demand and plant modernization are its:

Opportunities

Upside/Positive risk:

Optimize the opportunity and make sure its value is realized. Enhance the risk by increasing the likelihood of its impact. Share by allocating the responsibility to a 3rd party who can increase likelihood of capturing the opportunity. Ignore an opportunity if it arises and don't take a proactive approach to make it happen.

Two (2) problems with this theory (HR Competencies)

(1) Research has never proven the strength of the correlation between possession of these traits and successful outcomes. (2) It can be used to discourage the development of leadership skills

IRCA (Immigration Reform and Control Act) (Workplace)

(1986) Immigration Reform and Control Act -offered amnesty to approx. 3.7 million undocumented immigrants who had continuously resided in the U.S. since before Jan. 1, 1982; made it illegal for employers to knowingly hire undocumented workers; failed to solve the problem of undocumented immigration.

intrinsic

(adj.) belonging to someone or something by its very nature, essential, inherent; originating in a bodily organ or part

Layers of Culture (HR Competencies)

(middle)Basic Assumptions, Norms and Values, Artifacts and Products (explicit culture)

Global assignments based on business strategy

*Domestic:* - none *Multi-Domestic:* - average performer/home country national (expatriate) to transfer technology/maintain control; no job back home *Multinational:* - best performer/expatriate sent abroad; inpatriate brought to headquarters -highly integrated but learn little about local culture -re-entry a bit easier *Global:* - transpatriates who understand world; organizational development is key -experience helps career!

Porter's 5 Forces (HR Competencies)

*Rivalry among competitors; *Threat of new entrants; *Threat of substitute products; *Bargaining power of buyers; *Bargaining power of suppliers;

OWBPA (Older Workers Benefit Protection Act)

- Can't eliminate older workers to avoid higher cost of benefits - Can be illegal terminations - Can offer EE lesser insurance if Medicare/Medicaid eligible as long as the amount equals the younger workers amt.

Budgeting (HR Competencies)

- Incremental (traditional), Zero Based, Activity Based, (based on how much it costs for each activity) and Formula Based (different units receive varying percentages of budget)

Extrinsic motivation

A desire to perform a behavior to receive promised rewards or avoid threatened punishment. A motivation to take actions that lead to reward.

Appraisal Methods

- Management by objectives (MBO)- involves setting specific, measurable objectives with an employee and then periodically reviewing the employee's performance - Comparative standards- a form of performance appraisal where one employee's performance is compared to or ranked against the performance of another employee - Absolute standards- a method of performance appraisal involving the independent evaluation of an employee's performance by their manager - Critical incidents- method of appraisal involving the appraiser/manager recording observations or events of good or poor employee performance

Eliminate certainty

- taking steps to guarantee that positive risk events will happen and negative ones will not happen.

Leadership style affects employees: (HR Competencies)

-Ability to make decisions -Sense of responsibility -Standards for performance -Belief that they will be rewarded -Sense of mission/shared values -Commitment to shared goal

A company that wants to reduce the cost of its unemployment insurance should do which of the following? (Total Rewards)

-Aggressively fight unjustified claims for unemployment -Establish an effective performance management program -Terminate employees who violate company policy -All of the above

Leadership Approaches (HR Competencies)

-Coercive -Authoritative -Affiliative -Democratic -Pacesetting -Coaching Coercive-Leader imposes a vision or solution Authoritative-Leader proposes a solution and invites team to join this challenge Affiliative-Leader creates strong relationships and encourages feedback Democratic-Leader invites followers to collaborate and acts by consensus Pacesetting-Leader models high performance standards Coaching-Leader develops team members skills

Regiocentric (Workplace)

-Communication and coordination are high within the region but not between regions and headquarters. A philosophy of management whereby the firm tries to blend its own interests with those of the subsidiaries on a regional basis. As used here, related to hiring and promoting employees on the basis of the specific regional context in which the subsidiary operates.

Fiedler proposes that three factors determine the favorableness of a leadership situation: (HR Competencies)

-Leader-Member - refers to the degree of confidence, trust and respect that followers have in their leaders. -Task Structure - refers to the extent to which follower tasks are well defined (i.e., structured and/or unstructured) -Position Power - refers to the degree of power and influence a leader has over subordinates. (i.e., management may have to step in to reinforce the leader's power when a team resists objectives)

Polycentric (Workplace)

-Many best ways -Subsidiaries develop strategies consistent with local business practices and cultures. Take the view that native managers in the foreign offices best understand native personnel and practices, and so the home office should leave them alone. The belief that locals of the host country know their culture better and should run a business accordingly.

Ethnocentric (Workplace)

-One's best way -Headquarters maintains tight control over subsidiaries. Evaluating other peoples and cultures according to the standards of one's own culture.

Role of Global HR (Workplace)

-Participating in creating the organization's particular global strategy -Aligning HR processes and activities with the organization's global strategy. -Enhancing communication between the organization and its stakeholders. -Ensuring that the HR function possess the skills, knowledge and resources to fulfill its global role and demonstrate its value in global strategic management. -Adapting processes as needed to the cultural and legal contexts of each area of the global organization.

Unions - Which is legal to do?

-Pass out union literature during lunch break -Non employees can hand out union literature -Do not let anyone hand out union literature

Broadbanding Advantages (People)

-Provides wider ranges -Reduces the number of job grades -Supports de-layering -Provides more autonomy to line managers -Enhances employee mobility

Broadbanding Disadvantages (People)

-Reduces the value of ranges -Affords less control -Creates overly broad ranges -Difficult to maintain perception of equity -Reduces the opportunity for promotion -Can lead to divergence from the market

Geocentric (Workplace)

-Team way -Headquarters and subsidiaries from a network, each contributing specific expertise. A model of the universe in which Earth is at the center of the revolving planets and stars.

Employee Engagement Surveys (People)

-assesses how positively the employee speaks about the company and recommends it to others. -focus on employees' level of job satisfaction, commitment, and morale.

A hospital employs approximately 510 nurses. During the past year, the annual turnover rate was 9.5%. In the same time frame, 121 applicants from all recruitment sources applied for open nursing positions. HR classified 70 of the applicants as qualified. What is the yield ratio? (Total Rewards-People)

0.58 Yield ratios can be calculated at various stages in the recruitment process as well as at the end. In this case 121 nurse applicants were generated from all recruitment sources and only 70 were classified as qualified. The yield ratio calculation is: Qualified applicants/Total applicants = 70/121 = 58%

Outsourcing Process

1. Analyze current operations, id potential for improvement and define goals 2. Consider alternatives for achieving the goals in terms of projected cost benefits 3. Develop and issue a RFP 4. Evaluate responses in terms of compliance with RFP 5. Chose a contactor and negotiate the contract 6. Implement , administer and monitor contract 7. Evaluate outsourcing strategy against original goals. Select target system, establish logical requirements, develop a request for proposal, evaluate RFP and choose vendor, test and accept solution, monitor and evaluate.

HRIS (Human Resource Information System)

A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization's human resources.

The workforce planning process involves the following steps: 1. Conducting a gap analysis comparing current staff and future staff 2. Forecasting the future composition of the workforce 3. Determining how to best meet the needs through redeployment, training, recruiting, or outsourcing 4. Deciding how to close any gap What represents the optimal order of these steps? (Organization)

2, 1, 4, 3 2. Forecasting the future composition of the workforce. 1. Conducting a gap analysis comparing current staff and future staff. 4. Deciding how to close any gap. 3. Determining how to best meet the needs through redeployment, training, recruiting, or outsourcing.

The Older Worker Benefit Protection Act requires that an employee age 40 or older who is asked to waive their rights under the act must be given what? (Total Rewards)

21 days to consider the agreement before signing it.

During the past fiscal year, an organization reported $10.5 million in sales while employing 410 employees. The labor productivity rate (annual sales per employee) for the organization was $25,610. Facing stiff competition from a new market entrant, the sales forecast for the coming year is $9 million. For the same time period, labor productivity is forecast at $26,000. Assuming no turnover, how many employees will be needed?

346. If management assumes that labor productivity will increase to $26,000 and sales are predicted to decrease to $9 million in the coming year, the calculation is as follows: $9,000,000 / $26,000 = 346 employees Based on this ratio analysis, the HR manager will need to reduce the workforce by 64 employees (410 - 346) to support the decrease in sales.

Although the founder of an organization is very competent, she has alienated nearly everyone in the organization with bully tactics and disparaging comments. Colleagues have tried to share their concerns, but she refuses to admit fault and explains that she is simply "being direct." Which assessment tool would best communicate how the founder's "directness" is affecting others? (People)

360-degree assessments 360-degree assessments gather and report feedback from managers, peers, and subordinates for a complete picture of skills and weaknesses for leader development. If there is consensus among the findings, the founder may be forced to face facts. Situation judgment tests, assessment centers, and emotional intelligence tools won't be helpful in convincing the CEO she needs to change.

70/121 = 0.5785124 0.58 Yield ratios can be calculated at various stages in the recruitment process as well as at the end. In this case 121 nurse applicants were generated from all recruitment sources and only 70 were classified as qualified. The yield ratio calculation is: Qualified applicants/Total applicants = 70/121 = 58%

Risk Control (Workplace)

A conscious act or decision not to act that reduces the frequency and/or severity of losses or makes losses more predictable.

Six Sigma (OME)

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

Triple Bottom Line (Workplace)

A business strategy that includes social, economic, and environmental criteria.

Corporate Social Responsibility (CSR) (Workplace)

A business's concern for the welfare of society. The notion that corporations are expected to go above and beyond following the law and making a profit

Corporate Social Responsibility (CSR) (OME)

A business's concern for the welfare of society. The notion that corporations are expected to go above and beyond following the law and making a profit.

Corporate Social Responsibility (CSR) (Workplace)

A business's concern for the welfare of society. The notion that corporations are expected to go above and beyond following the law and making a profit.

What kinds of data should be measured at the preliminary assessment stage of the diversity and inclusion strategic process? (Workplace)

A clear picture is needed, not just of current organizational performance but also of current attitudes about diversity and about the organization's existing diversity and inclusion efforts. This requires both objective data, such as comparable promotion and turnover figures for various demographic groups, and subjective (but measurable) data, such as survey, interview, and focus group results. Both current organizational performance (demographic data) and attitudes (subjective measures); this will provide a complete picture.

Risk Management Plan

A component of the project, program, or portfolio management plan that describes how risk management activities will be structured and performed. A plan that identifies the key risks to a project's success and prescribes ways to circumvent them.

Learning Management System (LMS) (People)

A computer application that automates the administration, development, and delivery of training programs. Online system that provides a variety of assessment, communication, teaching, and learning opportunities.

Balance Scorecard (BSC)

A goal-setting and reward system that translates the organization's vision and mission into specific, measurable performance goals related to financial, customer, internal, and learning/growth (i.e., human capital) processes.

Balance Scorecard (BSC)

J-curve

A growth curve that depicts exponential growth.

Point-factor system

A job evaluation system that determines the value of a job by calculating the total points assigned to compensable factors. Job evaluation method that looks at compensable factors (such as skills and working conditions) that reflect how much a job adds value to the organization; points are assigned to each factor and then added to come up with an overall point value for the job.

Contract manufacturing

A joint venture in which a company contracts with manufacturers in a foreign market to produce its product or provide its service. A foreign country's production of private-label goods to which a domestic company then attaches its brand name or trademark; part of the broad category of outsourcing.

Collective Bargaining Agreement (CBA) (Organization)

A legal agreement between an employer and a labor union that regulates the hours, wages, and terms and conditions of employment.

Common Law

A legal system based on custom and court rulings. A system of law based on precedent and customs.

Hersey and Blanchard's situational theory

A life-cycle theory of leadership postulating that a manager should consider an employee's psychological and job maturity before deciding whether task performance or maintenance behaviors are more important. Leaders have the flexibility and range of skills to adapt their leadership behavior.

Needs Theory (Maslow) (HR Competencies)

A lower level need must be satisfied before a higher level need can motivate.

Branding

A marketing function that identifies products and their source and differentiates them from all other products.

KPI (Key Performance Indicator)

A measure of achievement that can be attributed to an individual, team, or department. A financial or non-financial measure that is used to define and assess progress toward specific organizational goals and typically is tied to an organization's strategy and business stakeholders. A KPI should not be contradictory to other departmental or strategic business unit performance measures.

Recognition (Workplace)

A measure of memory in which the person need only identify items previously learned, as on a multiple-choice test. The ability to match a piece of information or a stimulus to a stored image or fact.

Market pricing (People)

A method for determining pay for jobs by collecting salary information from the external labor market first rather than starting with the development of an internal structure based on the value of the jobs within the company. Use of market pay data to identify the relative value of jobs based on what other employers pay for similar jobs.

Online surveys

A method of administration that relies on the Web for completing the survey. ADVANTAGES: -Higher response rates -Quicker results -No interviewer bias DISADVANTAGES: -The biggest problem with online surveys is representativeness of respondents. -Computer access -Pilot testing-small sample of the population

What is the difference between a mission statement and a vision statement? (People)

A mission statement provides an organization's future course, and a vision statement is a guiding image for success. A vision statement is a vivid, guiding image of the organization's success. A mission statement specifies what course the organization intends to pursue. If a strategic plan is the blueprint for an organization's work, then the vision statement is the artist's rendering of the plan. The mission statement provides a general outline of how the organization will achieve the vision.

What assessment approach would provide the deepest insight into the potential of a manager for a position of global leadership at corporate headquarters? (People)

A panel interview conducted by senior managers from various locations, including host-country managers. Each assessment approach could provide useful data, but the perspective of managers from multiple countries probably will provide the deepest insights because global leadership requires the ability to interact with and understand the issues of people living in different countries and cultures.

Hyperconnectivity (Workplace)

A phenomenon in the age of new media, whereby people and machines stay perpetually connected via an ever-expanding network of diverse communication channels.

Hyperconnectivity (Workplace)

A phenomenon in the age of new media, whereby people and machines stay perpetually connected via an ever-expanding network of diverse communication channels. The increasing digital interconnection of people, and things, anytime and anyplace.

Strategy (People)

A plan of action or policy designed to achieve a major or overall aim.

SWOT analysis (People)

A planning tool used to analyze an organization's strengths, weaknesses, opportunities, and threats identifying internal strengths (S) and weaknesses (W) and also examining external opportunities (O) and threats (T).

Career planning and Career development-the Differences

A process of becoming aware of personal career related attributes and the lifelong series of stages that contribute to a person's career fulfillment. Individuals work with their managers and or HR experts on career issues.

Team building (Organization)

A process that consists of formal activities intended to improve the development and functioning of a work team.

Strategic Management

A process that involves managers from all parts of the organization in the formulation and the implementation of strategies and strategic goals

Strategic Management

A process that involves managers from all parts of the organization in the formulation and the implementation of strategies and strategic goals. An integrative management field that combines analysis, formulation, and implementation in the quest for competitive advantage.

Communication (HR Competencies)

A process through which you send messages to and receive messages from others.

What type of product would provide an example of reverse innovation? (Workplace)

A product made by or for an emerging economy that is then sold in developed economies.

Job Analysis

A purposeful, systematic process for collecting information on the important work-related aspects of a job.

Strategic Fit

A state in which an organization's strategy is consistent with its external opportunities and circumstances and its internal structure, resources, and capabilities.

Balance Sheet (HR Competencies)

A statement of the assets, liabilities, and capital of a business or other organization at a particular point in time, detailing the balance of income and expenditure over the preceding period.

Balance Sheet (HR Competencies)

A statement of the assets, liabilities, and capital of a business or other organization at a particular point in time, detailing the balance of income and expenditure over the preceding period. A financial statement that reports the assets and claims to those assets at a specific point in time; reports the assets, liabilities and owners equity on a specific date.

Mission Statement (People)

A statement of the firm's business based on a careful analysis of benefits sought by present and potential customers and an analysis of existing and anticipated environmental conditions.

What is the difference between a strategic alliance and a joint venture? (People)

A strategic alliance does not involve equity; in a joint venture both partners contribute equity. A strategic alliance is a formal agreement between two or more companies to collaborate and contribute resources but not equity. Strategic alliances create synergy based on the partners' strengths and technical capabilities. A joint venture is an agreement between two or more parties to create a new economic entity. Both partners contribute equity and share in revenues, expenses, and control.

Risk Management

A strategy to offset business risks. Using strategies to reduce the amount of risk (the degree of likelihood that a person will become ill upon exposure to a toxin or pathogen).

Enterprise Resource Planning (ERP)

A suite of applications called modules, a database, and a set of inherent processes for consolidating business operations into a single, consistent, computing platform.

ERP (Enterprise Resource Planning)

A suite of applications called modules, a database, and a set of inherent processes for consolidating business operations into a single, consistent, computing platform. Business process management software that allows an organization to use a system of integrated applications to manage the business and automate many back office functions related to technology, services and human resources.

Herzberg (OME)

A theorist who looked at the factors that affect people's motivation to work. He identified a two-factor theory that suggested that motivation depends on two causes or factors.

Stakeholder Theory (HR Competencies)

A theory that holds that social responsibility is paying attention to the interest of every affected stakeholder in every aspect of a firm's operation

The CEO would like a plan put together within two to four weeks that creates a low-key way to officially work toward a CSR culture for the organization. This places a great deal of pressure on the HR team, which is already stretched thin. The HR manager feels that this time line, while achievable, is going to be very challenging to meet. The HR manager begins to think through the long-term commitment that CSR takes and discusses this with the CEO. The CEO agrees and is understanding that it will be a long-term process for the change to be fully implemented in the company but is adamant to have a plan no later than a month from the meeting. How should the HR manager begin creating a culture that embraces CSR? (HR Competencies)

A. Partner with the heads of each department of the organization to review their current practices and see who is already driving a culture of CSR. A is the best response. It allows for reviewing the current practices of the organization but also for the building of relationships and creating a collaborative work environment. B is incorrect. It has no guarantee of success and asks for input from the company as a whole. C is incorrect, as it does not allow for any of the positives that can be gained from an in-person meeting. D is incorrect. Even though there is little time, the HR manager will still need to partner and collaborate with stakeholders in order to change the culture.

The potential consequence of this decision is a negative salary equity impact on other HR managers in the organization, based on the race and gender mix of the other approximately 20 HR managers who may be affected. Additionally, there are internal salary equity concerns since other HR managers have greater seniority and comparatively greater responsibility in their respective areas than the manager who is projected to receive this large salary increase. So, in the context of the organization`s HR policy and practice, this action reflects a poor management decision, lacking the kind of collegial and collaborative behavior expected of senior managers at this level of responsibility. What should senior HR leadership do to achieve greater consistency and equity in adhering to compensation policies and procedures in the future? (HR Competencies) SJT

A. Review the current policy to determine whether it is clear enough in conveying organizational expectations, and modify it as necessary to ensure consistent compliance.

The implementation has taken close to two years, and, after the first full year of operation, there has been a dramatic increase of 25% in the number of complaints from the business leaders as well as the employees. The head of HR is determined to get to the bottom of the increase in complaints and demonstrate the value of HR activities in supporting organizational success. She also wants to be able to confirm to the leadership team that they made the right choice in switching to a shared services model, as a few are now questioning the change. How should the head of HR validate that the shared services structure is still the best HR structure for the organization? (HR Competencies)

A. She should review the business case and determine if the assumptions made continue to be relevant. A is the best response, as the HR head needs to determine if any of the assumptions made are no longer valid. Additionally the business case was the guiding document that decision makers used to approve the decision to move forward with the structural change. If the assumptions are valid, then the HR head and her team can begin to look at root causes of the issues. If the assumptions have changed, then she may have to reevaluate if the HR structure continues to make sense. B is incorrect. The HR team can comment on some of the issues. However, they may not see the broader organizational impact. They may also not be basing their feedback on facts, just on opinions or experiences, which does not allow for effective decision making. C is incorrect. The senior leadership team may be hearing about issues second- and third-hand. They may also not be basing their feedback on facts, just on the opinions or experiences of others, which does not allow for effective decision making. D is incorrect. Complaints should not be the only basis for making business decisions.

If an employee engagement strategy is developed and implemented, what is the best way to communicate the strategy to the HR team? (HR Competencies)

A. The SVP HR should sponsor the initiative and select a direct report to lead the communication plan with volunteers from the broader HR team. A is the best response, as this helps to develop the skills of the leadership team as well as hold key members accountable for specific actions. B is incorrect. The survey should not be e-mailed without any context or formal communication strategy. C is incorrect, as the SVP HR should play the role of executive sponsor, supporting the team and removing barriers. Taking the lead role with the communication plan would not allow the leadership team to develop additional or new skills. D is incorrect, as this approach does not create accountability on the part of the SVP HR or her team.

A simulation or situational case study is tailored to reflect typical problems that might be encountered. Trained assessors can evaluate how well the candidate performs. In an assessment center, a candidate is asked to handle a hypothetical situation dealing with typical job-related challenges. This is an example of what type of selection tool? (People)

A. Work sample [B]. Simulation C. Test D. Skill review

For more information, refer to Module People, Functional Area 4, Section 3 How does using local training experts help in designing and developing new programs? (People)

In a conversation outside work, a manager in another function describes secondhand reports about the marital problems of an employee in that area. What should the HR professional do? (HR Competencies)

Advise the manager not to engage in gossip. Ethical employers protect the rights of employees. This includes respecting employee privacy. The HR professional should model this respect for workplace privacy. Approaching the employee, even in good faith, violates privacy. If the supposed problems have created performance issues, the manager should have reported them, not the rumors.

Certain bona fide executives are partially exempt from the protections of which act? (Workplace)

Age Discrimination in Employment Act Age discrimination is permissible under the Age Discrimination in Employment Act (ADEA) if age is a bona fide occupational qualification for reasons that are reasonably necessary to the normal operation of the enterprise. Other exceptions to ADEA's nondiscrimination requirements may occur when the employer is adhering to a genuine seniority or benefit plan, the employer is disciplining or firing a person for good cause, or the employee is a top executive or policy maker.

An HR manager is in a mentoring relationship with an employee who recently transferred into HR from marketing. Which resource will the manager recommend that the new mentee research to gain an understanding of how some specific laws and regulations are enforced? (Workplace)

Agency guidelines Agency guidelines interpret how laws and regulations will be enforced.

Risk Management

All efforts designed to preserve assets and earning power associated with a business. Using strategies to reduce the amount of risk (the degree of likelihood that a person will become ill upon exposure to a toxin or pathogen).

Allow employees more voice in choosing the community involvement partner. Although the cause may be worthy, the project would be stronger if employees were more involved in choosing a partner and project rather than being assigned to one by the organization's leader. The recipient of the organization's resources is not problematic; it is nonprofit, not affiliated with a specific religion, and not engaged in advocacy. The fact that employees are volunteering their unique skills and do not need special training is positive. Publicizing the partnership is also positive; it motivates employees to participate and increases pride in the workplace and organization.

What is a trait of an effective leader? (HR Competencies)

Allowing subordinates to express their opinions. Leaders have a responsibility both to serve as leaders themselves and to develop other leaders in the organization. Therefore, they need to encourage employees to think for themselves and to express their opinions while still providing appropriate management and direction.

B Corporation

Also know as a benefit corporation, in which the company is legally required to adhere to socially beneficial practices, such as helping consumers, employees, or the environment.

Days to Fill (People)

Also time to fill - number of days from when a job requisition is opened until the offer is accepted. Helpful, but should look at this with new hire quality and ensure balance of 3 factors (cost efficiency, quality, speed). The time it takes to hire someone the average number of days it takes to hire someone for open job positions.

It is estimated that in the last decade one-third of Fortune 500 CEOs have remained in their positions fewer than three years. What does this indicate about executive development? (People)

Although they have the knowledge and intellect to succeed, executives lack the people skills to build a team or maintain productive relationships. Several studies demonstrate that leaders may have the knowledge and intellect to succeed but fail because they lack necessary people skills. This impairs their ability to learn from mistakes and readily adapt to change.

Organizations develop responses only for those risk events that have been prioritized.

Always weigh the cost of doing nothing against the cost of a response and that the response will meet the organization's risk management goals.

Civil Rights Act of 1991

Amended the original civil rights act, making it easier to bring discrimination lawsuits while also limiting punitive damages that can be awarded in those lawsuits. Punitive damages/Exemplary damages

Civil Rights Act of 1991

Amended the original civil rights act, making it easier to bring discrimination lawsuits while also limiting punitive damages that can be awarded in those lawsuits. Was created to strengthen civil rights laws, especially the principle of disparate impact.

ADA

Americans with Disabilities Act—forbids discrimination on the basis of a physical or mental disability if the individual can perform "essential function" of the job.

Alliances (Workplace)

An agreement between 2 or more countries to help each other out in war. Alliances, partnerships, and acquisitions are vehicles that can accelerate the path to globalization.

360-degree appraisal (People)

An appraisal device that seeks feedback from a variety of sources for the person being rated.

Best of Breed (BOB)

An approach used by organizations in which they procure the best systems for each application, regardless of the vendor, and then build interfaces among them.

Vicarious liability "respondeat superior"

An employer is vicariously liable for the tortious acts of his employee, if the tortious acts occur WITHIN THE SCOPE OF THE EMPLOYMENT RELATIONSHIP. Frolic and Detour: - Employer is liable if the employee makes a minor deviation from employer's business for his own purposes - But not if employee makes a SUBSTANTIAL deviation Intentional Torts: - Employer is never liable for intentional torts by employees UNLESS --- Force is authorized as part of the employment (ex. bouncer or security guard) --- Friction is generated by the employment (ex. bill collector) --- The employee is furthering the business of the employer Own Negligence: - Employers are liable for their own negligence in negligently selecting or supervising their employees.

What is the most complete definition of the term "duty of care"?

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

BFOQ (Bona Fide Occupational Qualification) (Workplace)

An exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business." A qualification that is absolutely necessary for the job. It is an allowed and approved reason for discrimination. Approvals are to be sought and granted on a case-by-case basis.

Global Mindset

An individual's ability to perceive, appreciate, and empathize with people from other cultures, and to process complex cross-cultural information. Ability to take an international, multidimensional perspective that is inclusive of other cultures, perspectives, and views.

Upside risk Management tactics

An opportunity that arises out of uncertainty about outcomes. Upside risk management tactics look at the Opportunity created by the risk.

Global organization (Workplace)

An organization that operates and competes in more than one country.

Risk position (Workplace)

An organization's desired gain or acceptable loss in value.

Shareholder (Workplace)

An owner of shares in a company. A person who invests in a corporation by buying stock and is a partial owner.

Cost-Benefit Analysis (CBA) (HR Competencies)

Analysis that compares the costs of various possible decisions to each other, forecasts the net impact of each on the bottom line, and recommends the best alternative.

To enhance productivity, an organization has opted to streamline its product line to the ten most profitable products. How can HR most effectively contribute to a successful restructuring? (Organization)

Analyze the skills and functions of divested units to identify possible gaps and determine the appropriate course of action. Identifying potential gaps and determining what to do about them will contribute most effectively to a successful restructuring. Managers might not be the best qualified to help with outplacement. Market value isn't the primary consideration for retaining employees. Individual performance expectations can be established as roles evolve.

Levels of law

Analyzing laws by their areas of control; national, subnational, extraterritorial, supranational, international Within a nation -National laws -Subnational laws (i.e., Zoning laws, municipalities, etc.) Between/amongst nations -Extraterritorial (i.e., U.S. employment related laws-ADA or Sarbanes-Oxley, IRS Taxation, etc.) -Regional/supranational -International Extraterritorial laws extend the power of a country's laws over its citizens outside that country's sovereign national boundaries.

An organization has struggled to launch a new HR management system with higher integration and more functionality. The new user requirements are very different, and the beta test was problematic. The vendor fixed the problems, but the staff's nervousness about having to learn a new system has combined with the poor beta test experience to create resistance to bringing the final product online. What can the HR manager do now to help implement this initiative? (HR Competencies)

Arrange a meeting with the staff and the vendor to discuss issues. Communication is essential throughout the change process, especially when employees have become skeptical that a change offers real benefits. A meeting with the vendor and all staff members gives staff a chance to discuss misgivings and ask questions. A celebration is not always the best way to motivate a group; the negative feelings must be cleared away first. Changing the system will be costly and may lessen its functionality. The schedule does not appear to be an issue, and changing it does not address the core issue.

An HR manager outsources temporary packaging work to a youth group at her church. How would you characterize her actions? (HR Competencies)

As a conflict of interest The action is a conflict of interest since it benefits an association with whom the manager is connected. The manager could have avoided a conflict by involving other HR staff in the decision and considering other participants besides the church group. The fact that the group is related to a church is not an issue. There is not enough information to indicate that the action violates labor laws.

How has the cloud repositioned software? (Organization)

As a service to be consumed. The cloud repositions software as a service to be consumed. Software is migrating away from being sold or licensed as a complete singular product and moving toward a subscription service.

A company has achieved excellent results through perceptive market timing and aggressive marketing but still has problems with back orders. Slow shipments and shipping errors are largely due to interdepartmental communication lapses. How would this finding be classified in a SWOT analysis? (People)

As a weakness - In the SWOT technique, a weakness is an element internal to an organization that is holding the organization back from meeting its strategic goals. Communication issues between departments can weaken productivity and inhibit performance toward organizational goals.

In a SWOT analysis, how would the geographic dispersion of learners in an organization be classified? (People)

As an opportunity As a weakness In a SWOT (strengths, weaknesses, opportunities, and threats) analysis, strengths and weaknesses are the internal factors that affect the organization, and opportunities and threats are the external factors that affect the organization. The geographic dispersion of learners is a fact about the organization itself, not its external environment. It is a weakness in the sense that it will require extra resources and/or creativity to overcome this challenge.

An organization's vision is to enhance interrelationships between functions. Which objective would be the best addition to HR's business plan? (Organization)

Assign specific HR staff as a resource to each function. Since the organization is committed to enhanced collaboration among functions, the best objective is to implement a project in which HR staff can integrate with other functions, providing HR perspective and support and, at the same time, learning from the other functions. Assessing attitudes will not accomplish integration. Knowledge of teamwork without knowledge of other functions' processes and challenges will not be effective either. Establishing connections at higher levels may facilitate integration initiatives but will not be sufficient to bring about organizational change.

The performance of the assistant to the SVP HR has been declining. She has been tardy and vocal about frustration with her work. Her behavior is influencing the atmosphere in the office, as she is a popular employee and has worked for the acquired company for the past six years. What actions should the SVP HR take to address this behavior? (HR Competencies)

B. Meet with the assistant and explain that her negative attitude is affecting her performance and potentially the entire HR team; clearly express a need to see improvement.

The implementation has taken close to two years, and, after the first full year of operation, there has been a dramatic increase of 25% in the number of complaints from the business leaders as well as the employees. The head of HR is determined to get to the bottom of the increase in complaints and demonstrate the value of HR activities in supporting organizational success. She also wants to be able to confirm to the leadership team that they made the right choice in switching to a shared services model, as a few are now questioning the change. What steps should the head of HR take to address the concerns from the business leaders and employees? (HR Competencies)

B. She should work with her direct reports to brainstorm the best approach to resolve the issues. B is the best response, as this demonstrates the HR head's confidence in her team's ability to come up with the best solutions to resolve any issues. The issues could be structural, organizational, or technological, so having multiple perspectives to identify issues and come up with potential fixes is the best approach. A is incorrect, as this is creating anxiety in the organization. The changes at a minimum may not have been communicated well enough, and chalking this up to a "change is difficult for some people to get used to" philosophy may lead to the belief that the head of HR is determined to make this structure work when it may not. C is incorrect. This approach would not demonstrate HR's leadership skills or the ability to work through challenges. D is incorrect, as they already have enough data (complaints) for her to take action versus waiting for more information to validate that people are concerned over the approach.

Hersey and Blanchard Model

The team decides to implement an employee engagement survey in the HR function, the first survey in a long time for either of the merged operations. The president of the division has supported the SVP HR's efforts to improve the engagement of her HR team, and, if she is successful, he has agreed to look at launching a broader engagement strategy division-wide. The SVP HR is hopeful for turning things around until an individual on the leadership team warns her that one of the team members believes that he would have been SVP HR if the acquisition had not happened. He has been working against the SVP HR's objectives in separate conversations throughout HR. How should the SVP HR and the HR leadership team resolve the differences in how they view the issues? (HR Competencies)

B. The SVP HR should educate the HR leadership team on how engagement influences outcomes and work with her direct reports to develop a business case for an HR-focused engagement strategy. B is the best response, as this helps to set the foundation and groundwork for the SVP HR to hold the leadership team accountable for engagement. The development of a business case will also cause the leadership to look at key areas (environmental scanning, SWOT, etc.) that may identify the differences in what the leadership team thinks is reality versus what actually is. A is incorrect, as the SVP HR needs to continue to develop the relationship with her leadership team via collaboration, not dictatorship. C is incorrect. The SVP HR was hired because of her background and skills. By taking a wait-and-see approach, she may miss opportunities or may cause the engagement issues to escalate. D is incorrect. Taking this approach does not offer a resolution and will allow the status quo to continue.

The implementation has taken close to two years, and, after the first full year of operation, there has been a dramatic increase of 25% in the number of complaints from the business leaders as well as the employees. The head of HR is determined to get to the bottom of the increase in complaints and demonstrate the value of HR activities in supporting organizational success. She also wants to be able to confirm to the leadership team that they made the right choice in switching to a shared services model, as a few are now questioning the change. Credibility appears to be a significant concern for the head of HR and her team. How should she and the HR team go about repairing this credibility? (HR Competencies)

B. The head of HR, along with members of the HR team, should host meetings with leaders and employees to acknowledge the issues and solicit feedback about any improvements they are planning on making. B is the best response. Acknowledging in a face-to-face meeting that there are issues, outlining how they will be addressed, and asking for feedback are primary activities to regain or rebuild credibility. A is incorrect, as telling people that the issues will be fixed is not a way to build credibility. The head of HR and her team need to ensure that people are heard and address issues through interactive communication to move forward from the current challenge. C is incorrect. Taking a wait-and-see approach could further damage the credibility of the HR team and perhaps the organization overall. It could also impact employee engagement. D is incorrect. This is a passive approach that would not improve HR's credibility. Instead, she should actively engage all employees in order to acknowledge the issues and solicit feedback.

What critical role does HR need to assume in light of today's globalization forces? (Workplace)

Balancing policy standardization to reflect an organization's global strategy with policy localization to reflect national cultures and laws. Globalization has made the role of HR more critical and more complex. In developing and implementing global strategies, global HR must constantly balance standardization of policies influenced by the organization's values and global strategy with the need to localize these policies through programs and practices that reflect organizational and national cultures and local laws.

Hersey and Blanchard Model (HR Competencies)

Based on the premise that appropriate leader behavior depends on the "readiness" of the leader's followers (i.e., the subordinate's degree of motivation, competence, experience, and interest in accepting responsibility) The numbers in the four (4) quadrants describe the way in which a typical relationship will develop from Telling (1) to Delegating (4). X axis - Task Behavior (Guidance) Y axis - Relationship Behavior (Supportive Behavior) (1) Telling-This is appropriate when the manager perceives that an employee may lack skills, knowledge or experience sufficient to the task. (2) Selling-The manager knows that the employee is capable of the task but the employee requires additional explanation, opportunities to ask questions or motivation (3) Participating-The employee is capable but the manager provides support by participating in brainstorming or decision making or other critical events (i.e., client interactions) (4) Delegating-The employee needs little explanation, support or supervision. The leader starts with Telling, moves on to motivating and engaging behaviors (Selling), then to empowering employees through greater Participation in decision making, and finally o granting the mature employee a high degree of control of the task through Delegation.

Layers of Culture - Schein's Diagram (HR Competencies)

Basic Assumptions (implicit culture - core beliefs), Norms and Values (right and wrong) and Artifacts and Products (explicit culture - food, dress etc.)

According to Edgar Schein, implicit culture represents the innermost layer of culture. This layer involves: (HR Competencies)

Basic assumptions Basic assumptions depict the innermost layer while C and D are outer layers. Power distance is not a layer at all.

According to Edgar Schein, implicit culture represents the innermost layer of culture. This layer involves: (HR Competencies)

Basic assumptions~ Basic assumptions depict the innermost layer while C-Power distance and D-Artifacts and products are outer layers. Power distance is not a layer at all.

EIQ (HR Competencies)

Becoming aware of your emotions and needs and their effect on work relationships, controlling and accommodating one's emotions, empathy and being able to create connections and rapport. (social intelligence)

Affiliative

Behaving in a manner that tends to promote social cohesion. Friendly behaviors that promote social bonds.

Affiliative

Behaving in a manner that tends to promote social cohesion. Strong relationships, encourages feedback.

Herzberg's Motivation Hygiene Theory (HR Competencies)

Behavior is driven by Intrinsic Factors (challenging work, recognition) and Extrinsic Factors (job security, pay, conditions). Both must be satisfied to serve to motivate

Organizational values

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

Culture

Beliefs, customs, and traditions of a specific group of people.

Intrinsic (OME)

Belonging to someone or something by its very nature, essential, inherent; originating in a bodily organ or part. Belonging to a thing by its very nature.

A large and growing health-care insurer is reluctant to increase staff size because of volatility in its market. The HR department, however, is so busy that staff finds it difficult to accomplish more than basic administrative tasks. What HR task would be the best candidate for outsourcing? (Organization)

Benefits management and administration Organizations generally outsource services that are not core activities or that require special expertise that may not exist in-house, such as benefits management. Designing effective compensation packages for management and developing HR strategic plans are core activities that should not be outsourced. The disciplinary process is best administered by those who have a vested interest in the outcome and are identified closely with the organization itself.

Job Bidding & Job Posting-the Differences

Bidding -Allows employees to tell you they are interested in a type of job (future) Posting - internally posting available job.

Blended Learning

Blended Learning is where: Students learn completely online Students learn in groups of different grade levels Students learn in the classroom setting with a teacher and online with guided activities Teachers share teaching responsibilities and blend their expertise together

Best of breed (OME)

BoB - Best of Breed EHR that refers to system applications that are considered the best in their class. An approach used by organizations in which they procure the best systems for each application, regardless of the vendor, and then build interfaces among them.

A knowledge-based organization is highly decentralized, with many small offices and many employees working remotely. Employees are task-oriented. What would be the best way to measure employee attitudes here? (People)

Brief online survey. An online assessment that could be completed and returned quickly, conveniently, and from a distance would be best. In a knowledge-based organization, the employees are probably technologically proficient and would prefer a brief online survey. An open-door policy does not ensure a representative sample of attitudes. Focus groups will be impractical, given the organization's structure.

Job enlargement (People)

Broadening the types of tasks performed in a job. Increasing the number of different tasks in a given job by changing the division of labor.

An organization's new strategy focuses on adding an enterprise that will require a large number of highly knowledgeable and skilled workers. HR has noted, however, that the time required to fill open positions has increased because of the poor quality of applicants sourced internally and externally. How should HR advise the organization's management? (Organization)

Budgets must include expanded training programs. The best advice would be that the organization should plan for having to train the necessary workers. The organization may not be able to delay its plan for many external reasons. The longer hiring time will not raise wage costs, although it will affect the organization's productivity. Professional recruiters will probably not be able to improve the level of applicant competency.

A global assignee from a collectivist culture is leading an operation in a country with a more individualist culture. There is almost continual open conflict during meetings. How is the assignee most likely to respond? (HR Competencies)

By attempting to get team members to work harmoniously - Collectivist cultures tend to prefer harmony and group decisions, so the assignee may see this team's conflict as not leading toward a good outcome.

By attempting to get team members to work harmoniously~ Collectivist cultures tend to prefer harmony and group decisions, so the assignee may see this team's conflict as not leading toward a good outcome.

A small, privately held consulting company provides accounting services to organizations that are too small to have their own accountant or CFO. For the first time, the company decides to implement a strategic planning process. During the strategic planning process, the team disagrees over whether the organization should add a new division responsible for providing HR services to its clients. What is the best way to resolve this disagreement? (People)

By conducting internal and external research Strategic planning often cannot be completed in one session. New ideas that are proposed, particularly those that require a substantial commitment of resources, require more research. In this case, more external and internal research is required. Benchmarking may eventually be used to assure that the company's services are competitive, but this will follow internal and external research.

How can the HR professional play a major role in supporting global strategic management? (Workplace)

By participating in creating the organization's global strategy. HR can support strategic management by helping create global strategy, aligning HR activities with it, adapting them to local needs, and enhancing communication between the organization and its stakeholders.

HR is asked to represent the people perspective on a strategy team and to be ready with an integration plan so the strategy can move quickly once government approval is secured. The goal is to retain talent, build capacity to handle the new business potential, and drive the business to be profitable at the end of the first year following the acquisition. HR decides that it will use a special purpose team made up of representatives from its business units. HR must also decide how to integrate this strategy into its own ongoing employee engagement strategy; this project has been under way for a while. Materials are being produced to describe the organization's culture and identify the competencies as well as skills needed for success across the organization. What step should HR take first as they approach this assignment? (HR Competencies)

C. Review the due diligence materials to learn more about the business and culture of possible targets. An organization has business units in the U.K., the U.S., and Australia, but its strategic focus is now in expanding its presence in the developing markets in Southeast Asia and Africa. The strategy is to identify and acquire formerly strong but now faltering domestic companies with solid brand value in their countries. If successful, the organization will become the largest foreign-owned entity in that country in that particular industry. In each location, the existing business unit and the newly acquired units will be combined to form a new "third company." Due diligence has been performed, and six organizations in six countries have been identified for acquisition. Business cases have been submitted to the government for each of the desired entities.

Dual career ladders

Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles. A career path for technical and professional employees that allows them to progress within the ranks of their profession rather than having them advance within the managerial hierarchy of the company.

Salespeople are polled to determine their top training needs. The majority say that they want to be able to identify key decision makers and their needs. What tool would work best for this? (People)

Case studies Case studies give participants a chance to analyze sales situations and determine how best to approach each of the key decision makers and determine their needs. The case study format allows the salespeople to play an active role in their learning, share their account management tips, and learn from each other.

Situational Theory II model (HR Competencies)

Categorizes leadership styles into four (4) behavior types: Directing (similar to telling) Coaching (similar to selling) Supporting (similar to participating) Delegating

Some managers in an organization rate their employees' performance as uniformly high. An HR audit reveals that outcomes do not support these assessments. Recommendations include changing the appraisal method to the behaviorally anchored rating scale (BARS). BARS was designed to overcome the shortfalls of which performance appraisal method? (People)

Category rating The least complex means of appraising performance, category rating methods require managers to simply mark an employee's level of performance on a designated scale or checklist. The BARS method was designed to overcome the problems of category rating by describing examples of desirable and undesirable behavior. Examples are then measured against a scale of performance levels.

Appraisal Methods: When should you use one: (People)

Category rating methods -Graphic scale -Checklist -Forced choice Comparative methods -Ranking -Paired comparison -Forced distribution Narrative methods -Essay -Critical incidents -Field review

Job enrichment (People)

Changing a task to make it inherently more rewarding, motivating, and satisfying. Increasing the number of tasks in a particular job and giving workers the authority and control to make meaningful decisions about their work.

Types of Legal Systems (HR Competencies)

Civil (based on written codes), Common Law (judicial decisions), Religious Law (a mix of written codes and interpretations).

Best of Breed (BOB)

Combines modules from various vendors to create an information system that better meets an organization's needs than a standard ERP system. The best-of-breed approach combines modules from various vendors to create an information system that better meets an organization's needs than a standard ERP system.

HR is in the process of recruiting a senior-level position for a global organization. Which benefit might distinguish the organization from the competition? (Total Rewards-People)

Club membership Perquisites are special incidental payments, benefits, or privileges given to individuals over and above their regular rewards. Often awarded to senior-level positions, "perks" may extend to furnished housing, luxury transportation, and membership in exclusive clubs. Social security and unemployment will vary by country but not by organizations within the same country. Termination payments will vary by country and may not be at the sole discretion of the employer where unions are in place.

HR is in the process of recruiting a senior-level position for a global organization. Which benefit might distinguish the organization from the competition? (People)

Club membership. Perquisites are special incidental payments, benefits, or privileges given to individuals over and above their regular rewards. Often awarded to senior-level positions, "perks" may extend to furnished housing, luxury transportation, and membership in exclusive clubs. Social security and unemployment will vary by country but not by organizations within the same country. Termination payments will vary by country and may not be at the sole discretion of the employer where unions are in place.

Leadership Approaches (HR Competencies)

Coercive -Leader imposes a vision or solution. Authoritative -Leader proposes a solution and invites team to join this challenge. Affiliative - Leader creates strong relationships and encourages feedback. Democratic - Leader invites followers to collaborate and acts by consensus. Pacesetting - Leader models high performance standards. Coaching - Leader develops team members skills.

Which of the following conflict resolution modes can be seen as "win/win" conflict resolution? (HR Competencies)

Collaborate~In collaborate mode, both sides contribute to the solution, and this can be seen as win/win conflict resolution

Environmental Scanning

Collection and interpretation of information about forces, events, and relationships in the external environment that may affect the future of the organization or the implementation of the marketing plan. The process of continually acquiring information on events occurring outside the organization to identify and interpret potential trends.

Environmental scanning (People) How could an organization properly use environmental scanning?

Collection and interpretation of information about forces, events, and relationships in the external environment that may affect the future of the organization or the implementation of the marketing plan. Environmental scanning is a process that systematically surveys and interprets relevant data, such as economic trends, to identify external opportunities and threats. This process is conducted to assess how these factors affect the organization currently and how they will affect the organization in the future.

Relationship management (HR Competencies)

Collection of activities that build and maintain ongoing, mutually beneficial ties with customers and other parties. Ability to communicate clearly and convincingly, disarm conflicts, and build strong personal bonds.

Broadbanding. (People)

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

In an attempt to turn around a floundering organization, a new CEO has recently tightened the organization's focus on core products to cut spending, boost revenue, and reduce task redundancy. Since all jobs must be interrelated to accomplish the organization's updated mission, vision, and goals, what should the organization do first? (People)

Complete a job analysis to understand the job requirements and interconnections with other jobs. Rationale To focus on core products, the organization should begin with job analysis. This systematic study of all jobs, including tasks, qualifications, education, experience, and training, will help identify the best options for supporting the new approach.

Complete a job analysis to understand the job requirements and interconnections with other jobs. To focus on core products, the organization should begin with job analysis. This systematic study of all jobs, including tasks, qualifications, education, experience, and training, will help identify the best options for supporting the new approach.

What is one of the negative social effects of global technological forces? (Workplace)

Complexity of privacy issues Because of technology and integration of information, privacy issues have become much more ubiquitous and complex. Privacy issues range from employer-employee privacy to compliance questions raised by government requests for customer data from corporations. In response to the prevalence of issues, many countries have instituted privacy laws.

Stakeholder Concept (HR Competencies)

Concept that proposes that any organization operates within a complex environment in which it affects and is affected by a variety of forces or stakeholders who all share in the value of the organization and its activities. The view that businesses and their managers have responsibilities to a wide range of groups, not just shareholders.

HR has been directed to review the company's talent management plan in order to make recommendations for possible improvements. What is the first thing HR should do? (Organization)

Conduct a thorough review of the organization's strategic plan and goals. Key to talent development is to first conduct a thorough review of the organization's strategic plans and annual goals in order to develop a deep understanding of all critical abilities needed to achieve those goals and to then evaluate whether the competencies to achieve these goals are clearly defined.

After reviewing the results of a recent benefits needs assessment, an employer must make tough decisions about controlling health insurance costs. At the same time, employees are asking for the addition of critical illness insurance. What is an appropriate next step? (People)

Conduct due diligence about supplemental coverage before making a decision Given the issue of rising health-care costs, supplemental benefits could be a viable component in the employer's benefit package. However, further research about supplemental critical illness insurance coverage would be prudent before making a decision.

The VP of HR has been a member of the team for three years; she knows the players and the current business. The company has most of the major oil companies as clients and is already aware that this product could result in sizable deposits. However, there is no history to project with any certainty how long the deposits would remain in the company or how much activity the account would experience. What initial technique would help the HR VP start this project successfully? (HR Competencies)

Conducting a SWOT analysis

Personal conflict

Conflict that arises out of personal differences between people, such as differing values, personal goals, and personalities.

What is an example of an economic factor that should be included in an environmental scan? (People)

Consumer price index data Consumer price index data is an example of an important economic factor that should be included in an environmental scan. It is an indication of economic health, signaling inflationary and deflationary forces and possible changes in consumer spending habits. Regulatory changes represent a political factor, which may or may not have economic implications. Similarly, geographic shifts in population are social changes that may or may not affect the organization's workforce. Changes in workplace design and practices, such as telecommuting or the growth of mobile computing, could be social or technological.

What is an example of an economic factor that should be included in an environmental scan? (People)

Consumer price index data is an example of an important economic factor that should be included in an environmental scan. It is an indication of economic health, signaling inflationary and deflationary forces and possible changes in consumer spending habits. Regulatory changes represent a political factor, which may or may not have economic implications. Similarly, geographic shifts in population are social changes that may or may not affect the organization's workforce. Changes in workplace design and practices, such as telecommuting or the growth of mobile computing, could be social or technological.

Which of the following global market growth strategies is primarily used to reduce labor and operations costs? (People)

Contract manufacturing To some extent, all could be used to reduce labor and operations costs. However, contract manufacturing is most often used to reduce these costs and save internal resources. Contracts are usually used in developing economies where labor is less expensive.

What is the basis for International Law?

Conventions and treaties

What HR task is typically associated with a multidomestic corporation? (Workplace)

Coordinating HR activities between the home and host countries A multidomestic corporation is similar to a portfolio of independent businesses. Headquarters is in the home country, but over time the divisions achieve more autonomy. At this stage, HR is involved in coordinating HR activities with the goal of consistency while remaining flexible with local law and culture.

What HR task is typically associated with a multidomestic corporation? (Workplace)

Coordinating HR activities between the home and host countries. A multidomestic corporation is similar to a portfolio of independent businesses. Headquarters is in the home country, but over time the divisions achieve more autonomy. At this stage, HR is involved in coordinating HR activities with the goal of consistency while remaining flexible with local law and culture.

Maturity curves

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

Maturity curves (People)

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

CBA

Cost Benefit Analysis - *both costs AND benefits are evaluated in monetary terms* - Advantages: clinicians and others can determine whether the benefits of a program will exceed the costs of implementation; clinicians and others can also compare multiple programs with similar or unrelated outcomes - Disadvantages: difficult to place a monetary value on health outcomes (can't put a value on life); controversial in healthcare

In a casual conversation, an operations manager expresses concern to an HR manager about operations' ability to argue persuasively for funding to develop a new order fulfillment system in the upcoming budgeting cycle. What opportunity for collaboration exists here? (HR Competencies)

Cost-benefit analysis of the new system's strategic impact~ HR can help operations conduct a cost-benefit analysis that includes labor-related costs and savings (e.g., savings in wages from increased efficiency, costs for training employees in the new system). This analysis can support the strategic impact of the investment and provide the basis for measuring strategic success in this area. Providing training and coaching will not address operations' need to align its activity with the organization's strategy.

Vacancy costs (Organization)

Costs of substitute labor - wages and benefits not paid because vacant

Variable costs (VC) (Organization)

Costs that change as output changes. Costs that vary with the quantity of output produced

Blake-Mouton Theory (HR Competencies)

Country Club Managers (delegate and disappear), Impoverished Managers (low on task and people), Authoritation Managers (high on task, low on people), Middle of the Road Managers (gets work done, not a leader), Team Leaders (ideal)

What is common law based on? (Workplace)

Court decisions Common law is based on court decisions rather than statutory law and is recognized on the federal level and in all states except Louisiana (which follows the Napoleonic Code).

What is common law based on? (Workplace)

Court decisions. Common law is based on court decisions rather than statutory law and is recognized on the federal level and in all states except Louisiana (which follows the Napoleonic Code).

A global consulting organization with employees in 23 countries is concerned about the ability to communicate with employees during a crisis. The CEO asks the HR director to develop a written communications plan. What should be the HR director's first step? (Workplace)

Create an executive communications team to oversee the project. Senior management will know the organization's operations best and where inability to communicate would have the greatest impact. Obtaining information from senior management regarding the most valuable assets and their vulnerabilities will help the director prioritize his or her focus.

An organization is sending salespeople into a new territory where bribery is common. How can HR support the code of ethics in this environment? (Workplace)

Create ethical guidelines specific to handling bribery tactics. Since bribery is common, it is best to anticipate it and create guidelines for handling it ethically. A code of ethics is not situational and cannot be arbitrarily suspended. Factoring bribery into compensation does not support the code of ethics. Since the salespeople are there to sell and bribery is a known challenge, HR must help the salespeople prepare to overcome it.

An organization is sending salespeople into a new territory where bribery is common. How can HR support the code of ethics in this environment? (Workplace)

How does the organization's value chain affect HR activity? (People)

Critical activities can be targeted for assessment and improvement. By identifying key value-producing activities, the value chain helps leaders invest resources in the right activities. Secondary activities include some of the most vital and integrated parts of an organization. Value opportunities may lie in different places on the chain. Understanding where value is created can support outsourcing.

Which statement is true of knowledge management? (Organization)

Cultural and personal issues related to sharing information have impeded its acceptance. Knowledge management has great potential, but there are cultural and personal issues around sharing information with others. If information is perceived as power, there may be issues associated with getting people to share this valuable asset.

Explicit Culture

Cultural knowledge that people can talk about. Artifacts & Products~outer shell and Norms & Values~inner shell. Cultural practices and knowledge that people can easily talk about, such as clothing styles, respect, behavior, and appropriate greetings.

What is the correct relationship between strategy and organizational culture? (Organization)

Culture and strategy must be aligned for maximum effectiveness. Organizational culture is a lever that can increase or decrease strategic effectiveness, depending on whether culture and strategy are aligned. Conflict does not always produce innovation. There may be multiple subcultures, even in the most effective organizations.

Enterprises are attracted to global expansion by certain opportunities but also pushed into it by certain conditions. What is an example of a "push" factor in globalization? (Workplace)

Current market saturation An organization may begin to globalize if its current market is completely saturated, offering no potential for significant growth. Global expansion will allow the continuous growth in revenue that management and/or investors may require.

An organization risked customer data when an employee had a personal digital device stolen from a locked car. What would be the most effective policy change to prevent similar events in the future? (Organization)

Customer data must be stored in an encrypted format. Customer data should be securely encrypted whenever it is stored on a device that leaves the premises. It is unreasonable and probably unproductive to prohibit use of data off premises. Passwords can be circumvented, and small flash drives can easily be lost.

A small organization has recently doubled the size of its workforce to 150 employees. The HR director received approval to purchase an HRIS to help deal with the increase in reporting requirements. There is an IT expert in-house. What is the best course of action for this HR director? (Organization)

Customize an off-the-shelf (COTS) HRIS software package. Smaller organizations need only the basic information typically associated with employee status and payroll records. Purchasing a relatively inexpensive off-the-shelf software package can provide what is needed for effective HR applications that are easy to install and use.

A computer maker's competitive strategy has been to sell its products at bargain-basement prices. Lately, however, the company's costs have been rising just as competitors have been dropping prices, erasing the company's competitive advantage. Assuming that the company wishes to continue using its cost advantage strategies, what competitive strategy should it implement? (People)

Cut costs across the board and reduce the price to below that of the competition. If the company is committed to being the low-cost provider, it must be sure that its products are not more expensive than those of its competitors. To continue to be the low-cost provider, the company must take a hard look at its operating costs, make the appropriate reductions, and realize economies of scale. By reducing its costs, the company can afford to lower its prices and regain its competitive advantage.

What course of action should the SVP HR and the HR leadership team start with? (HR Competencies)

D. The HR leadership team should define what employee engagement and commitment mean for the newly merged organization. This will serve as the basis for all of the actions they take going forward. D is the best response, as this helps to understand what will be important for the organization going forward. It defines the culture of engagement for the new organization, which results in the foundation of a broad engagement strategy that in turn supports the organizational strategy. A is incorrect, as focusing only on compensation does not address other potential engagement issues. B is incorrect, as the exit interview information is a historical look at the issues and may provide limited value for the newly formed organization. C is incorrect. Each company's needs are different; as such, the survey should be tailored to the needs and goals of the company that is implementing it.

Once key performance indicators (KPIs) have been determined and measured and metrics have been derived, what tool is best for presenting the information? (Organization)

Dashboard indicators Rationale Once KPIs have been determined and measured and metrics have been derived, the information must be presented in a timely fashion to be the most useful to the organization. Information technology allows for a computerized dashboard, which is a user interface that organizes and presents information in a way that is easy to read and interpret. A dashboard arranges information in a visual fashion that allows the user to view and compare data.

Dashboard indicators (Organization)

Dashboard indicators, monitoring for chapters and components. Dashboards are reporting mechanisms that aggregate and display metrics and KPIs providing a quick overview before further investigation using additional analytic tools. i.e. HR Dashboard would provide high-level, real-time data regarding critical measures of HR success.

Once key performance indicators (KPIs) have been determined and measured and metrics have been derived, what tool is best for presenting the information? (Organization)

Dashboard indicators. Once KPIs have been determined and measured and metrics have been derived, the information must be presented in a timely fashion to be the most useful to the organization. Information technology allows for a computerized dashboard, which is a user interface that organizes and presents information in a way that is easy to read and interpret. A dashboard arranges information in a visual fashion that allows the user to view and compare data.

What critical effect have technological forces had on today's corporate social responsibility (CSR) practices? (Workplace)

Data mining and analytics capabilities have made CSR factors more measurable and their impacts more demonstrable and understandable. Data mining and analytics capabilities have made CSR factors more readily measurable and their impacts more demonstrable and understandable. That, in turn, has increased accountability, helped shape regulatory requirements, and, where measurable performance results are positive, given organizations a powerful strategic tool.

What HR metric provides an indication of the efficiency of the recruiting process? (People)

Days to fill Days to fill measures the number of days from job requisition approval to new hire start date. It assesses the efficiency and productivity of the recruiting function.

What HR metric provides an indication of the efficiency of the recruiting process? (People)

Days to fill Days to fill measures the number of days from job requisition approval to new hire start date. It assesses the efficiency and productivity of the recruiting function.

Which type of employee post on social media is of LEAST concern? (Organization)

Debate on current labor news. Employers should always make sure to maintain a proper balance on social media between the amount and type of information disclosed and its impact on publicity.

Geert Hofstede

Defined Culture as the software of the mind. A pioneer in intercultural business communication, defines culture as the software of the mind - mental programs that predispose us to patterns of thinking, feeling and acting.

Portal-to-Portal Act of 1947

Defines what is included as hours worked and is therefore compensable and a factor in calculating overtime.

Design and implementation

Defining the organization of the system and implementing the system.

Risk (Workplace)

Degree of uncertainty of return on an asset; in business, the likelihood of loss or reduced profit.

What is a key paradox of globalization today? (Workplace)

Despite the depth and breadth of globalization, most employees work within a few hundred kilometers of their birthplace.

What is a key responsibility of the operations function within an organization? (Organization)

Determining the ability of the company to meet product demand. Operations departments are concerned with their ability to produce top-quality product that meets the demands of the marketplace. The operations department sets detailed time estimates that allow them to determine their capacity (ability to produce product). Based on forecasts, they develop a schedule that allows them to operate at capacity.

A small but growing organization is just beginning to build its corporate social responsibility (CSR) program. Which objective would be most appropriate for the organization at this stage? (Workplace)

Develop a CSR program that is aligned with the organization's business strategy. Corporate Social Responsibility CSR has moved up the sustainability maturity curve: from a tactical, public relations-centered way to "pay back" or do good or a compliance activity or defensive maneuver to protect a company's reputation and share value, to a strategic approach that is fully integrated into an organization's mission and core business strategies. The starting point for any CSR strategy is thus to align CSR goals with core business goals.

Which is the best way to address the lack of diversity within organizational units?

Develop a diversity initiative with targeted hiring objectives. The best way to address lack of diversity is to create a diversity initiative because it places importance on diversity by aligning it with the business priorities.

The workforce needs of a global advertising/digital media firm are heavily influenced by volatility in the size and number of the accounts it holds. What would be the best approach to managing this firm's workforce needs?

Develop processes for quickly reducing and increasing the firm's permanent workforce as workloads change. Maintain adequate levels of employees in all areas to make sure the firm can respond quickly to opportunities. Rotate employees into other roles to provide career development opportunities. Develop a pool of skilled individuals who will work on a contract basis.

HR has gathered information about the factors that may drive employee engagement in a newly acquired division. What phase in strategic planning will HR be using as they translate the data gathered into an employee engagement strategy? (People)

Development The development phase of strategic planning involves translating data to develop a specific strategic plan. Once a plan has been developed, it can be implemented and evaluated.

Development - The development phase of strategic planning involves translating data to develop a specific strategic plan. Once a plan has been developed, it can be implemented and evaluated.

Training activities differ from developmental activities in that: (People)

Developmental activities have a long-term focus and training activities provide immediate KSAs. Developmental activities have a long-term focus on preparing for future responsibilities while increasing the capacities of employees to perform their current jobs. These activities are broader in scope than training activities.

Coaching (HR Competencies)

Develops team members' skills.

In a merger, one leader is known for breaking the rules to innovate and the other is known for maintaining strict control over decision making. What is the most likely outcome of this merger?

Diminished significance of the role of HR Rapid increase in institutional learning and capacity Period of intense conflict and loss of employee morale Strengthening of the employee brand

Individual development plan (IDP)

Document that guides employees toward their goals for professional development and growth. Details an employees intentions and learning outcomes as well as the support necessary to meet the employees tangible growth goals.

What is an intensive investigation of an organization being considered for a merger or acquisition to understand the associated structural, technological, financial, or legal risks? (Organization)

Due diligence Due diligence is an intensive investigation of an organization being considered for a merger or acquisition to understand the associated risks. These risks may be structural, technological, financial, or legal. Therefore, there will be a specific due diligence process for each function in the organization. HR should work with the other functions to prepare the consolidated due diligence document.

When should employee retention strategies and practices start? (People)

During an organization's branding and recruitment efforts Retention strategies and practices start with the organization's branding and recruitment efforts and continue on through the employment experience.

Equal Employment Opportunity Commission

EEOC Federal agency created to enforce the Civil Rights Act of 1964, which forbids discrimination on the basis of race, creed, national origin, religion, or sex in hiring, promotion, or firing. The equal right of all citizens to the opportunity to obtain employment regardless of their gender, age, race, country of origin, religion, or disabilities.

General Duty Clause

Each employer has a general duty to furnish each employee a place of employment free from recognized hazards that cause or are likely to cause death or serious physical harm.

Henri Fayol (HR Competencies)

Early Management Theorist "The success of an enterprise generally depends much more on the administrative ability of its leaders than on their technical ability." Managers are essential to the efficient and effective operation of the organization.

A global task force is behind schedule on its project. Members from different regions and disciplines seem unable to understand one another's perspectives or priorities. Which component of emotional intelligence can best help the team leader understand the root problem? (HR Competencies)

Empathy~ Empathy enables one to acknowledge and understand others' emotions. In a diverse organization, where one person's emotional response may be inexplicable to someone with a very different background, this is a critical skill. The other components listed can be of help in arriving at and implementing a solution, but empathy is the starting point for determining the problem.

Say Stay Strive

Employee Engagement SAY Diversity & Inclusion and Talent & Staffing Hire great talent that will contribute Include people with Diverse opinions and backgrounds. STAY Career opportunities and Rewards & Recognitions Outline career paths with timeliness and requirements Recognize contributions and values. STRIVE Performance management and Enabling Infrastructure Provide line of sight between individual and organizational goals Enable development of Ideas and new skills.

HR is noticing a higher-than-normal rate of voluntary terminations. They determine that this warrants investigation and so make plans to survey the employees. What type of survey should they conduct? (People)

Employee engagement survey Engagement surveys focus on employee satisfaction, commitment, and morale. Opinion surveys seek to gain opinions on certain processes, and attitude surveys attempt to determine employee perceptions of their working environment.

Employee resource groups (ERGs)

Employee resource groups (ERGs) primarily serve as resources for their identity group members, but they can also be a critical resource for their parent organizations. What is one appropriate and valuable way in which ERGs can be an organizational resource?

Assignees

Employees who work outside their home countries.

Employee Value Proposition (EVP) (People)

Employee Value Proposition (EVP)

Employees' perceived value of the total rewards and tangible and intangible benefits they receive from the organization as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention and engagement. the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for their job performance.

Faragher v. City of Boca Raton

Employers are responsible for preventing and eliminating harassment at work.

How can an organizations' value proposition be reflected accurately where there are deliberate messages about the organization that describe working conditions, culture, intangible rewards, and the emotional connection employees have with the organization? (People)

Employment brand An employment brand creates an image that makes people want to work for and stay working for the organization.

Global employee development programs are aimed at improving knowledge and skills, building social capital, and (People)

Enhancing global understanding, awareness, and mindset. A goal of global employee development programs is to help instill global understanding, awareness, and mindset. Without these perspectives, it will be difficult, if not impossible, for employees to be successful in global enterprises.

Which HRIS application can help HR move from transactional to transformational activities? (Organization)

Enlisting employees to update their benefits profiles and options. All of these options benefit the organization, but using the self-service option that allows employees to update key information frees global HR professionals to focus on tasks that add more value to the organization.

An international organization has announced a commitment to a growth strategy. How can an HR leader best prepare the function for this strategy? (People)

Ensure that the necessary HR knowledge and skills are already in place to manage transitions. While an understanding of the risks involved, planning how to address unusual issues, and keeping the shareholders informed through a good communications plan are all important in mergers and acquisitions, first the necessary HR knowledge and skills must be in place in order to carry out these responsibilities.

What strategic planning technique should be used before developing a middle-management recruitment strategy for a new overseas operation? (People)

Environmental scanning Understanding the economies of other countries prior to development of a recruitment strategy is essential for offering a competitive compensation package. The environmental scanning process surveys and interprets data to identify external opportunities and threats. This process will provide HR professionals with information to use in designing an effective recruitment plan.

A South American company and a European company purchase shares in an electronics manufacturing firm. The companies share profits, control, and liability according to the amount each has invested. What type of growth strategy is this? (People)

Equity partnership - An equity partnership occurs when partners buy shares in an operation. Issues such as leadership and division of profits are defined by a partnership agreement.

A company wants to ensure that it is able to react quickly and effectively in the event of a crisis. The vice president of HR is in charge of developing a crisis management plan. What is the first step the vice president should take? (Workplace)

Establish a planning team. Planning requires a coordinated effort of many "experts." The first step is to establish a planning team that includes the best expertise available.

An organization promotes teamwork as a core value. What would be the best way for an HR manager to model this value for the rest of the organization? (HR Competencies)

Establish cross-functional brainstorming groups. Brainstorming groups that are run effectively involve collaboration, respect, and support, which are essential to teamwork. Workshops can promote the concept but cannot model it. Efforts aimed at improving leadership skills may not focus on the value of teamwork. Similarly, mentoring may focus on the individuals alone.

What is the first step of the ISO risk management process? (Workplace)

Establish the risk context. The first step is to understand the nature of risk in the organization's business and the organization's relationship with risk. Communication is ongoing throughout the risk management process.

The HR professional collects and analyzes data to identify gaps in the company's strategic capabilities, develops an organizational effectiveness and development (OED) action plan, and implements the plan by involving all key stakeholders. What key step in the OED process is missing? (Organization)

Evaluating the results of the initiative. The OED process involves identifying gaps in strategic capabilities, developing an action plan, managing the OED project, and evaluating the results. While training, surveys, and pilot testing may be a part of the initiative, evaluating the results of the initiative is a key step in the process.

When administered in the same way in different countries, what assessment approach would provide the most consistent results in collecting information on job candidates? (People)

Evaluation of work samples~ The evaluation of work samples will probably provide the most consistent results because of the direct relationship between the test situation and the work situation. The interviewing approaches may be very effective, but they are likely to be inconsistent because of the different perspectives of the observers. Responses to psychological tests are likely to be very much affected by cultural differences.

In the ISO 31000 principles for risk management systems, what is a critical component of an organization's governance layer? (Workplace)

Example of leadership. The governance layer of a risk management framework helps ensure that policies and processes are fulfilled. Management's own example is a critical component of governance, as are the organization's stated ethics and values and the behavior of organization members.

In the ISO 31000 principles for risk management systems, what is a critical component of an organization's governance layer? (Workplace)

Executive compensation

Executive compensation is a governance mechanism that seeks to align managers' and owners' interests through all of the following EXCEPT a. bonuses. b. long-term incentives such as stock options. c. salary. d. penalties for inadequate firm performance.

Revenues (HR Competencies)

Expenses = Net Income (also known as P&L)

A union is attempting to organize employees in a nonunion workplace. HR training for the organization's supervisors and managers explains allowable and prohibited behaviors during the union representation campaign. What is one thing supervisors and management can do legally? (Organization)

Explain why the organization seeks to maintain a union-free workplace. Question employees about their support for the union. Explain why the organization seeks to maintain a union-free workplace. Promise employees better wages if they stop supporting the labor union. Report back to HR about labor union organizing efforts Managers and supervisors should be aware of one of management's primary rights: the right to communicate to employees its reasons for preferring to remain union-free. Employers are not permitted to spy on labor union organizing efforts, threaten employees the organization believes are engaging in collective activity, question employees about their support for the union, or promise employees better wages if they stop supporting the labor union.

A product has experienced a huge bump in sales as a result of entry into new markets. The CEO and the board are very conscious of environmental impact and do not wish to build additional warehouses. Available space is nearly impossible to find, and reconfiguring any space to specifications would add tons to the local landfill. Which form of restructuring would best satisfy both customer orders and the board's desire to not harm the environment? (Organization)

Extended organization Extended organizations are formed through the use of outsourcing, strategic alliances, or partnerships, sidestepping the need for additional warehouse space. As supply chain partners create processes and information channels that allow their organizations to communicate and collaborate seamlessly, the extended organization is becoming more common. An acquisition at this early phase is likely premature. Divestiture and downsizing don't apply.

Four-Layer Model of Diversity (Gardenswartz & Rowe) (Workplace)

FOUR LAYERS OF DIVERSITY ORGANIZATIONAL DIMENSIONS (Outer layer) -Functional level/Classification -Work content/Field -Division/Department Unit/Group -Seniority -Work location -Union Affiliation -Management status EXTERNAL DIMENSIONS (Third layer) -Geographic Location -Income -Personal habits -Recreations habits -Religion -Educational background -Work Experience -Appearance -Parental Status -Marital Status INTERNAL DIMENSIONS (Second layer) -Age -Gender -Sexual orientation -Physical ability -Ethnicity -Race PERSONALITY (Middle/Center)

State engagement (People)

Facet of employee engagement that is influenced by workplace conditions or practices (e.g., task variety, opportunities to participate in work decisions) that can be improved through organizational interventions directly under management's control. Is influenced by workplace conditions or practices (ex. task variety, opportunities to participate in work decisions) that can be improved through org interventions.

Push factors (Workplace)

Factors that induce people to leave old residences. A factor that causes people to leave their homelands and migrate to another region.

Pull factors (Workplace)

Factors that induce people to move to a new location/another location. Positive conditions and perceptions that effectively attract people to new locales from other areas.

Due Process

Fair treatment through the normal judicial system, especially as a citizen's entitlement. (law) the administration of justice according to established rules and principles.

Due Process

Fair treatment through the normal judicial system, especially as a citizen's entitlement. Laws are enforced only through codified procedures.

Which injury must be reported to OHSA and recorded on an OSHA form? (Workplace)

Fall by a workstation that results in loss of consciousness. All organizations with more than ten employees, except for low-hazard businesses, must report all employee occupational injury and illness data. OSHA has specific criteria and forms for recording both work-related injuries and work-related illnesses.

Which injury must be reported to OHSA and recorded on an OSHA form? (Workplace)

Global forces are expanding rapidly and moving into local communities everywhere. The author notes that many people in local communities respond with: (Workplace)

Falling barriers to international trade have enabled: domestic markets enter to foreign markets. foreign enterprises to enter the domestic markets.

Many of the diversity and inclusion challenges that HR must help resolve are specific to the needs of particular diversity dimensions. One of the policy tools available to HR is flextime. Which diversity dimensions are most likely to involve issues that flextime can help address? (Workplace)

Family status, religion. Work/life balance issues, especially critical for parents of young children or for older workers caring for their parents, can be partly resolved through flextime schedules. Flextime adjustments for religious holidays and/or daily prayer can help resolve conflicts between work and religious obligations.

What is a potential advantage of using Internet recruiting? (People)

Fast distribution of listings Internet recruiting can definitely provide an effective means to entice job applicants and also allow for filtering mechanisms. But the same legal and ethical considerations that apply to the more traditional recruiting methods also apply to the Internet.

FMLA (Family and Medical Leave Act)

Federal law requiring organizations with 50 or more employees to provide up to 12 weeks of unpaid leave after childbirth or adoption; to care for a seriously ill family member or for an employee's own serious illness; or to take care of urgent needs that arise when a spouse, child, or parent in the National Guard or Reserve is called to active duty.

FLSA (Fair Labor Standards Act)

Federal law that establishes a minimum wage and requirements for overtime pay and child labor.

FLSA (Fair Labor Standards Act)

Federal law that establishes a minimum wage and requirements for overtime pay and child labor. Regulates minimum wage, maximum hours & child labor laws.

ERISA (Employee Retirement Income Security Act)

Federal law that increased the responsibility of pension plan trustees to protect retirees, established certain rights related to vesting and portability, and created the Pension Benefit Guarantee Corporation.

To manage the marketing department employees, the manager of the marketing department does not change his leadership style but rather changes the factors surrounding a situation to manage the marketing department employees. Which theory is the marketing manager following? (HR Competencies)

Fiedler's contingency theory Situational leadership theories emphasize that leadership ability depends on leadership style and situational factors. The most popular and well known is the contingency model of leadership effectiveness developed by Fred Fiedler. This theory states that group performance is dependent upon the interaction between leadership style and situational favorableness. Fiedler contends that certain leadership styles are more effective for certain situations. However, rather than suggesting that leaders be trained to change their preferred styles, he suggests that a better alternative is to change the favorableness of the situations by making changes to leader-member relations, task structure, and position power.

Knowledge Management (KM)

Finding the right information, keeping the information in a readily accessible place, and making the information known to everyone in the firm. The process by which customer information is centralized and shared in order to enhance the relationship between customers and the organization.

Upstream (Workplace)

Firm's suppliers, suppliers' suppliers, processes for managing relationships with them. Set of firms that supply the raw materials, components, parts, information, finances, and expertise needed to create a product or service.

What does the principle of codetermination mean in the context of works councils? (Organization)

Firms must inform works councils and include them in decision making. Codetermination means that firms are obligated to inform works councils and to include them, in some degree, in the firm's decision making. Issues addressed generally include working hours, safety and health, and compensation.

ADDIE model

Five-step instructional design process that governs the development of learning programs. Instructional systems design framework consisting of five steps that guide the design and development of learning programs.

What is a characteristic of an adult learner? (People)

Focus on "real-world" issues

HR meets with team leaders to analyze the pros and cons of a suggested change. As a group, they brainstorm on factors that could influence the outcome of the change in both a positive and negative way. The factors are assigned weights in order to quantify the pros and cons and assist the leaders in their decision making. What type of analysis is the group using in this situation? (Organization)

Force-field analysis Based on this force-field analysis, the group can decide to pursue opportunities with scores showing favorability for change, avoid changes that face very strong resistance, or decide how to allocate resources to mitigate negative risks and enhance opportunities.

A software company is opening a facility in China. Some U.S. management and key personnel will be transferred; however, most new employees will be hired in China. Company executives want more information, including a projection of the economic value of each employee's work. What should be accomplished as soon as possible? (Organization)

Forecast human resources supply and demand in China. Before the company can make final staffing decisions, it needs to identify the available labor force in China. It can then decide which U.S. people will be transferred and can project the economic value of each employee.

Codetermination (Organization)

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. As related to international labor relations, a practice in which employees have a role in the management of a company that includes worker representatives with voting rights on the corporate board of directors.

incentive pay (People)

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

Learning the Organization (two ways) (HR Competencies)

Formal: Reporting lines, How decisions are made, Strategy, Mission, Values.

Corporate leadership has requested that HR develop an employee engagement strategy for a newly acquired division. What phase in strategic planning will HR be using to gather information to create this strategy? (People)

Formulation The first phase in the strategic planning process is strategy formulation, which is followed by strategy development. The other choices are the third and fourth phases in strategic planning.

Leadership Theories

Four groups of Theories: Trait - Great Man Behavioral - Blake-Mouton theory Situational - Hersey-Blanchard Situational Leadership Theory Emergent - Leaders are not appointed but emerge from the group, which chooses the leader based on interactions.

What is one of the ILO's core labor standards? (Organization)

Freedom of association Of the choices, only freedom of association is an ILO core labor standard.

After years of complaints about poor product quality, a global organization is losing market share to the competition. The executive team is considering a change in organizational structure to better serve customers. Which structure will HR recommend? (Organization)

Front-back In the front-back structure, the "front" units are close to customers and can bring reports of customer dissatisfaction and emerging needs to the "back" units that design and develop products and services. This helps organizations respond more effectively to customer needs. Functional, product, and matrix structures have a weaker customer focus.

Front-back. In the front-back structure, the "front" units are close to customers and can bring reports of customer dissatisfaction and emerging needs to the "back" units that design and develop products and services. This helps organizations respond more effectively to customer needs. Functional, product, and matrix structures have a weaker customer focus.

The Role of the Leader (HR Competencies)

Functions of management - Planning activities - Organizing and resourcing all resources, including employees - Staffing/Coordinating to achieve efficiency - Directing the work in a way that ensures effective use of resources - Controlling resources and activities through monitoring, measuring and correcting as needed

An organization is researching labor costs for similar operations and projections by a government labor agency on the availability of certain types of skilled employees. In what stage of the workforce analysis process is the organization? (Organization)

Gap analysis In the third stage of the workforce analysis process, employers compare the workforce they have (in terms of size, costs, and skills) with the workforce they need to identify what is lacking. The gap analysis step includes comparing these internal needs with external forces, such as prevailing market conditions and labor availability, that could affect the chosen solution.

Creating a Code of Conduct (HR Competencies)

Gather info, draft and review, formally adopt and communicate it.

Unfreezing

Getting the people affected by change to believe that change is needed. Realizing that current practices are inappropriate and that new behavior is necessary.

Managing

Getting the work of an organization done through its people and resources.

Global Integration Strategy (GI) (Workplace)

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

A cosmetics company that denounces animal testing as a primary part of its branding was recently reported as buying findings from companies that routinely test on animals. Which aspect of corporate social responsibility (CSR) does this practice violate? (Workplace)

Good governance Environment Good governance Compliance Social By definition, governance is the system of rules and processes an organization puts in place to ensure its compliance with local and international laws, accounting rules, ethical norms, and environmental and social codes of conduct. An organization with good governance is transparent and accountable at each level and function. By buying animal testing results, the organization is intentionally deceiving consumers and being opaque rather than transparent.

Good governance

Governance that is transparent, controlled by the rule of law, accountable, and effective.

Trait theory is derived from the "Great Man" theory of 19th century: (HR Competencies)

Great Man, 19th century term, heroes/leaders posses innate characteristics; strengthen and stamina makes you a great leader. History has been shaped by heroes, mainly men, soldiers and mostly from the West who led the force of their personalities, their wisdom and/or their political skill.s

Which of the following is considered a "pull factor" in attracting organizations toward globalization? (Workplace)

Greater strategic control A "pull" globalization factor is an attribute of globalization that an organization wants to achieve--in this case, greater control over strategic goals. The other factors are "push" factors, ones that oblige an organization to go global to remain competitive.

Which of the following is considered a "pull factor" in attracting organizations toward globalization? (Workplace)

Greater strategic control. A "pull" globalization factor is an attribute of globalization that an organization wants to achieve--in this case, greater control over strategic goals. The other factors are "push" factors, ones that oblige an organization to go global to remain competitive.

HRSP

HR Strategic Planning

HR audits

HR audits typically review a firm's recruiting, testing, and training methods to ensure compliance with government and organization regulations. Compliance - I-9 Audit Best practices - Competitive Advantage Strategic - Strengths & Weaknesses Function - Specific

In order to further its diversity and inclusion initiative, an organization wants to help its employee resource groups (ERGs) succeed. What role should HR take? (Workplace)

HR can coordinate with the ERGs, helping them establish mentoring programs and ensuring diversity council access. ERGs and their parent organizations can serve as resources for one another, and the parent organization can provide support and expertise. But a critical element of ERGs is that they are self-selecting. By joining an ERG, an employee chooses to focus on one of many diversity dimensions that comprise his or her identity. By the same token, organizational sponsorship, rather than leadership, is the appropriate role.

HRGC

HR in the Global Context

What is the most efficient way of pulling the right talent into positions on the integration team? (HR Competencies)

HR should ask each of the global heads of business to identify talent for assignment to the team. B is the best answer. Allowing each business unit to nominate talent allows business heads to use their knowledge and experience to select their top talent. A is incorrect. Going through a review and approval step will take time and will not necessarily improve or even change the heads' recommendations. C is incorrect. HR will have a key role to play and will want to identify its own talent to be a part of the team, but it shouldn't be their first priority. D is incorrect. HR may need to engage outside expertise in the process as it moves along, but engaging the business heads in the process first will support a better overall result.

A stock brokerage firm rewards in-house brokers with trips if they generate more than $500,000 in a particular fund. The firm currently owns 20% of the fund group, and its ownership stake grows with increased sales. The firm has a policy against sales contests but maintains that these are not sales contests and that the trips are informational and related to due diligence. How should the HR manager handle this situation? (Workplace)

HR should recommend that this unethical practice stop. The organization's action in this case may not be illegal, but it is unethical. Customers who bought into this fund would most likely have a problem if the details of the incentives were made known. The rewards violate policy and may encourage questionable business decisions. Lowering the amount does not address the ethical and policy issues. It is the role and duty of HR to support and model ethical behavior, in this case by presenting its assessment of the ethical issue to management.

A multinational organization allows its labor relationship to be managed entirely by the local subsidiary. What type of strategy is this? (Organization)

Hands-off A hands-off approach is a locally responsive strategy. The industrial relationship is entirely locally managed.

What is a possible problem a company could face when using a joint venture growth strategy? (People)

Harmonizing HR policies for affected employees. In a joint venture, decisions must be made about how HR policies will apply to employees who join the new entity. Morale is typically high in these situations because the employee can choose to participate. Opportunities for learning actually increase. Increased liability is more associated with a merger or acquisition.

Generally, employees in an entitlement-oriented culture (People)

Have less individual pressure to contribute Some organizations foster a caring, paternalistic feeling and want employees to feel that they are a "part of the family." These organizations usually provide employees with a variety of benefits. Typically, as benefits increase, less emphasis is put on individual employee contributions, initiative, and responsibility and more emphasis is put on the profitability/success of the organization as a whole.

A safety audit team is responsible for a complete compliance audit of the organization's health, safety, security, and privacy policies and processes. What would be a best practice for such an audit? (Workplace)

Have team members review all safety programs and policies before the audit. Before the audit begins, the audit team should review all policies and programs so that they are aware of the organization's base line. To ensure objectivity, team members should not audit their own departments. Outside consultants may be helpful, but members of the organization should also be part of the team.

For more information, refer to Module Workplace, Functional Area 13, Section 4 A safety audit team is responsible for a complete compliance audit of the organization's health, safety, security, and privacy policies and processes. What would be a best practice for such an audit? (Workplace)

What strategy best positions an organization to handle the departure of key leaders? (Organization)

Having an integrated succession management and leadership development program in place. When an organization has an integrated succession management and leadership development program in place, it is well positioned to handle the departure of key leaders. In such cases, the loss of any one individual is not so traumatic to the organization because of a greater overall capacity for leadership. There is not one person but any number who can step in and assume part or all of the open job responsibilities until a successor can be appointed either from the inside or as an external hire.

Which OSHA standard is known as the Employee Right-to-Know Law? (Workplace)

Hazard Communication The Hazard Communication standard requires that employees be informed of hazardous substances in the workplace through labeling, training, and written hazard communication programs.

HR just got the official word that the organization has acquired a Swiss firm. Now that the deal is public, the CEO wants to move fast to start aligning processes and systems between the two countries. He assigned the head of IT to Switzerland for the next six months to get the ball rolling. How has the CEO already violated global assignment guidelines? (Workplace)

He has not considered all the dimensions of the assignment. A survey of CEOs and HR senior managers found that 42% of global assignments are deemed a failure. This CEO's behavior exemplifies the problem. Rather than taking a strategic-systematic approach, this CEO takes a short-term, quick-fix approach. In doing so, he may disrupt the operation of domestic IT and perhaps send less than the best qualified person for the job. The other options are not violations of global assignment guidelines.

An HR professional wants to represent the percentage of turnover for each of the last five years. Which graphic data analysis tool will be most effective for visualizing yearly turnover trends? (HR Competencies)

Histogram A histogram uses a bar graph to summarize key data. It works best for visualizing how change has occurred over time. The histogram makes it easy to see the data for each year and makes trends easy to spot.

Attribution Theory

How a person interprets causes for past success or failure impacts their motivation, leaders can help people attribute causes.

Value (HR Competencies)

How an organization meets their strategic goals.

Fiedler's Contingency Theory (HR Competencies)

How can the situation be changed to improve effectiveness of both leader and employees? Termed, situation favorableness Being prepared to make changes if the situation requires it. Theory stating that leadership effectiveness is dependent on the characteristics of the leader and the characteristics of the situation.

Which measure shows how much more valuable an organization has become because of its investment in human capital?

Human economic value added (HEVA) HEVA added shows the wealth created per employee. It shows how much more valuable the organization has become because of its investment in human capital. Return on investment shows the value of investments in human capital. Human capital return on investment shows the amount of profit derived from investments in labor. Human capital value added shows the operating profit per full-time employee.

Job enrichment (People)

Increasing the number of tasks in a particular job and giving workers the authority and control to make meaningful decisions about their work. -Performance and Career Management -Practices to increase engagement -Learning and Development -Strategic Compensation Increases the depth of a job by adding related responsibilities such as planning, organizing, tracking and completing reports.

What is a fundamental difference between Family and Medical Leave Act (FMLA) leave granted to care for a non-military-related family member and military caregiver leave? (Workplace)

Individual leave duration during a single 12-month period. A non-military-related family member's leave entitles an eligible employee to no more than 12 workweeks of caregiving leave in any given FMLA leave year. A covered family member's military-related leave entitles an eligible employee to as many as 26 workweeks of FMLA leave for caregiving purposes in a single 12-month period.

What is a fundamental difference between Family and Medical Leave Act (FMLA) leave granted to care for a non-military-related family member and military caregiver leave? (Workplace)

Hofstede's Cultural Dimensions

Individualism-Collectivism, Power Distance, Uncertainty Avoidance, Masculinity-Femininity, and Long-Term--Short-Term Orientation.

McClelland's Three Needs Theory (HR Competencies)

Individuals are motivated by achievement, affiliation or power.

How to change people's perceptions? (HR Competencies)

Influence relies on using one's power to change others perceptions or actions. Using power effectively in this manner requires understanding types of power.

An organization implements an onboarding program to reduce voluntary turnover rates that are significantly higher than benchmarked averages. What metric should HR use to assess the strategic success of the new onboarding program? (People)

Information on the performance of new hires Performance of new employees is an appropriate strategic metric to measure onboarding success. For example, information on new hires who are not performing up to expectations and whether they have been dealt with appropriately can improve time to productivity and engagement.

Reverse innovation

Innovations created for or by emerging-economy markets and then imported to developed-economy markets and then imported to developed-economy markets. A final aspect of the growth of emerging economies is worth mentioning. A term coined and popularized by Vijay Govindarajan and Chris Trimble. Recognizes the potential for valuable innovations to be launched from lower organizational levels and diverse locations, including emerging markets. The reverse innovation is not always a product.

Leading

Inspiring and motivating workers to work hard to achieve organizational goals.

ADDIE model (People)

Instructional systems design framework consisting of five steps that guide the design and development of learning programs.

Employee surveys (People)

Instruments used to collect and assess employee perceptions about the work environment. to identify the potential for increased turnover in the future. Employee surveys provide formal documentation on important organizational issues. -Employee attitude surveys -Employee opinion surveys -Employee engagement surveys Benefits of conducting Employee Surveys: -Provide a direct means of assessing employee attitudes that would otherwise go unreported -Improve employee relations by signaling to employees that their views are considered important. -Increase levels of employee trust -Improve the satisfaction levels of customers-happy employees can turn into/translate to happy customers. -Detect early warning signs of workforce problems and/or sources of conflict. Surveys are a critical part of the communication process between employers and employees.

According to the Occupational Safety and Health Act , which action would most likely result in an employer citation? (Workplace)

Insufficient training mandated by OSHA standards. Provide training mandated under specific OSHA standards is a key employer responsibility.

An organization has introduced its first "sustainable" product line, which uses less energy than competitive products and is produced with 70% recycled materials. Because of reduced production costs and the premium the organization can charge for a "green" product, the product is highly profitable. With this product introduction, what phase of the sustainability maturity curve is the organization entering? (Workplace)

Integration phase The organization is entering the integration phase, or strategic route, in which sustainable practices are integrated into the organization's business practices. Organizations in this phase have redesigned their products or services (to include sustainability benefits) or their processes and procedures (to make the business itself more sustainable). There is no indication that such practices are the organization's whole reason for being (transformation or values-based phase), nor that it is done as a defensive measure (compliance phase).

Integration phase. The organization is entering the integration phase, or strategic route, in which sustainable practices are integrated into the organization's business practices. Organizations in this phase have redesigned their products or services (to include sustainability benefits) or their processes and procedures (to make the business itself more sustainable). There is no indication that such practices are the organization's whole reason for being (transformation or values-based phase), nor that it is done as a defensive measure (compliance phase).

To recruit talent for a new venture in a small developing country, organizational executives suggest that HR use market pricing instead of job-content-based evaluation. What is a potential pitfall in this compensation strategy? (People)

Internal positions may not match with market data Market pricing is a process that companies use to determine the market rates for a particular position. Substituting market pricing for job valuation can be problematic in this situation. For example, some positions will not be matched with market data and some of the market rates found will not match up well with expected internal relationships.

Internal positions may not match with market data. Market pricing is a process that companies use to determine the market rates for a particular position. Substituting market pricing for job valuation can be problematic in this situation. For example, some positions will not be matched with market data and some of the market rates found will not match up well with expected internal relationships.

Job bidding

Internal recruiting method that allows employees to indicate an interest in a position before one becomes available.

ILO

International Labor Organization grants representation to governments, employers, and worker groups. The ILO membership includes governments, employers, and worker groups: Four strategic objectives: Promote rights at work Encourage decent employment opportunities Enhance social protection Strengthen dialogue on work related issues

A key advantage that market-pricing (external) job evaluation provides organizations over job-content-based (internal) job evaluation is: (People)

It compares an organization's compensation levels and benefits to those of other organizations that are in the same labor market and that compete for the same employees. Between widening skill gaps and retiring knowledge capital, organizations must ensure that their compensation structures are competitive. Benchmarking external peer industry organizations will provide a significant competitive edge in sourcing and placing top talent.

Why is a service-level agreement (SLA) a critical part of a technology contract? (Organization)

It defines clear and precise terms with a vendor. A service-level agreement is the part of a service contract where the service expectations are formally defined. SLAs are terms negotiated between the service provider and the customer or client representative. SLAs describe how vendors will manage client accounts after the technology is deployed. Negotiating a good SLA with vendors is particularly important given the challenge of identifying the root cause of performance breakdowns (such those occurring in cloud environments).

What is one of the essential aspects of alternative dispute resolution (ADR)? (Organization)

It does not preclude litigation. ADR does not prevent disputes from winding up in court or in formal arbitration, but it can result in fewer cases going to trial. It is generally used in union-free organizations. While some ADR systems do include peer review, it is not a requirement. Similarly, some systems may bring in neutral third parties from outside the organization, but that is also not an ADR requirement.

What does the process of sourcing accomplish for an organization? (People)

It generates a pool of qualified applicants. Sourcing is the process by which an organization generates a pool of qualified applicants. It is an ongoing process that must be integrated with other functions of the staffing process.

What is a key outcome of the provisions of the ADA Amendments Act (ADAAA)? (Workplace)

It makes it easier for individuals seeking the law's protection to demonstrate that they meet the definition of "disability." The ADAAA expands the definition of "disability" and enables more individuals to be covered by the ADA. While there are some impairments that will virtually always constitute a disability, there are nine rules of construction to guide the analysis of what other impairments constitute disabilities. Chronic impairments that are episodic (such as epilepsy, asthma, or major depressive or bipolar disorder) can be considered disabilities.

To improve job satisfaction and motivate employees, a supervisor has informed staff that they will be given more independence and the opportunity to review their own work. What concept is the supervisor using in this example? (People)

Job enrichment Job enrichment increases the depth of a job by adding responsibility for planning, organizing, controlling, and evaluation. This is also known as vertical integration. Examples of actions that increase job depth include giving employees more authority, increasing employees' accountability, and sharing feedback directly with employees

Job classification

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.

Job-content-based job evaluation

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.

Market-based job evaluation

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.

Job ranking

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

Point-factor system (People)

Job evaluation method that looks at compensable factors (such as skills and working conditions) that reflect how much a job adds value to the organization; points are assigned to each factor and then added to come up with an overall point value for the job.

Learning Styles (People)

Kinesthetic = Touch Visual = Seeing Auditory = Hearing The ways people think and learn.

What type of learners acquire knowledge most effectively through hands-on approach?

Kinesthetic learners

What is one of the first steps a retailer can take to make sure that its products have been ethically produced? (Workplace)

Know the provenance of every component of every product. The first step is to know exactly where every "ingredient" in the products it sells comes from, not just what happens at final assembly but in procurement or manufacture of raw ingredients or components. The firm can then assess whether conditions at every stage in the supply chain are truly ethical.

KSAOs

Knowledge, Skills, Abilities and Other Characteristics. The knowledge, skills, abilities, and other characteristics that are required for successful job performance.

LMRDA (Landrum Griffin Act)

Labor-Management Reporting and Disclosure Act Protects the rights of union members from corrupt or discriminatory labor unions, aka Landrum Griffin Act.

Role of Global HR (Workplace)

Leaders must develop strategies that align the organization's objectives and resources with different countries operational, legal, and cultural requirements. The global HR professional will play a major role in supporting strategic management by: Role of Global HR 1) Help create the Organizations global strategy 2) Align HR processes and activities with that strategy -Attracting and retaining leaders and employees -Developing an organizational awareness -Implementing processes to increase integration and exchange of knowledge 3) Enhance communication between the organization and its stakeholders 4)Ensure that HR can fulfill its role and demonstrate its value 5) Adapt to the cultural and legal contexts of each area of the global organization.

Organizations that lack effective management will fail to meet their strategic goals. Organizations that lack leaders are vulnerable too. They will lack innovation and the ability to adapt to change. (HR Competencies)

Leaders perform an essential role in groups: - They model deeply held values in all their actions - They challenge the status quo and harness the talent in the organization to solve problems, accept change and move in a new direction - They inspire and influence a group toward achieving a commonly held goal - They maintain employees' motivation and focus in hard times - They foster growth and develop new leaders

Trait (HR Competencies)

Leaders possess certain innate characteristics. (i.e. physical characteristics and personality traits)

Fiedler contends that certain leadership styles are more effective for certain situations:

Leaders, according to Fiedler, should change the favorableness of the situations by making changes to one or more of the three factors (Leader-member, Task structure or Position power).

The first Behavioral Competency in the SHRM model is....... (HR Competencies)

Leadership and Navigation Leadership and Navigation the KSAOs-knowledge, skills & abilities needed to navigate the organization and accomplish HR goals. To create a compelling vision and mission for Human Resources that aligns wit the strategic direction and culture of the organization, to lead and promote organizational change, to manage the implementation and execution of HR initiatives and to promote the role of HR as a key business partner. This competency will focus on understanding leadership and the skills and knowledge needed to be a leader: -Influencing -Building trust -Emotional intelligence -Motivation

Fielder's Contingency Theory (HR Competencies)

Leadership effectiveness dependent on interaction of personality of leader and needs of situation. This theory of leadership effectiveness views the pattern of leader behavior as dependent upon the interaction of the personality of the leader and the needs of the situation.

Dispersed Leadership

Leadership responsibilities broadly distributed throughout the organization. Emergent leadership Some flat organizations thrive on Dispersed Leadership with teams that have been self directed Leaders arise throughout the Organization

Authentic Leadership (HR Competencies)

Leadership style that focuses on challenging and developing members of an organization to attain long-range results through continuous evolution, improvement, or change based on the leaders vision and strategy. A style in which the leader is true to himself or herself while leading. Aka Transformational Leadership

Transformational Leadership

Leadership that, enabled by a leader's vision and inspiration, exerts significant influence.

Learning and Development

Which tool enables organizations to capture information about attendance, exam results, and evaluation survey responses? (People)

Learning management systems (LMSs) LMSs are software applications that enable organizations to manage learning functions. They serve as a repository of administrative information regarding employees' participation in development programs. For example, many LMSs capture information about attendance, exam results, and participants' survey responses.

Vicarious Liability

Legal doctrine under which a party can be held liable for the wrongful actions of another party.

Vicarious Liability (Workplace)

Legal doctrine under which a party can be held liable for the wrongful actions of another party.

Low Context Culture (HR Competencies)

Less history with relationships, what you say is what you mean (US, UK).

Expectancy Theory (HR Competencies)

Level of effort depends on expectancy (level of performance), instrumentality (the outcome or reward), valence (if the reward is meaningful)

What type of learning activity would appeal to a kinesthetic learner?

Listening to tape recordings of a lecture Participating in a crisis management simulation Reviewing key content using PowerPoint slides Taking detailed notes on a new topic

An organization has committed to sustainable business practices, focusing on reducing energy use, waste, and pollution. What community action would be a logical extension of this value? (Workplace)

Lobbying the public transit agency for better service to the organization's facility. The most logical extension of the organization's focus is to seek ways to increase use of public transportation by employees and visitors, perhaps by increasing service. Networking with government officials can be a first step but must be followed by more-focused activity. The primary purpose of business chambers is to promote business needs; a secondary purpose may be community work but not necessarily work linked to the organization's environmental goals. Aesthetically pleasing landscapes do little to promote the local environment and may actually harm it by wasting water and introducing harmful chemicals.

HR is in the process of creating clearly defined, consistent job descriptions for a global environment. Which common challenge should HR anticipate? (People)

Local interpretations of job functions may vary. The same words used to describe a job may have different meanings across the globe. Or entirely different words may be used to describe tasks, activities, or entitlements.

Upside risk management

Look at the Opportunity created by the risk

Downside risk management

Look at the Threats created by the risk

Trend/Variance detection tools

Look for anomalies in user or system behavior, such as invoices with increasing invoice numbers.

A manager uses his skill with people to smooth over problems and to make his employees feel secure in their positions. According to the Blake-Mouton theory, what leadership style is the manager using? (HR Competencies)

Low task, high people Managers who exhibit low task, high people leadership styles avoid using their authority because they fear that it will jeopardize their relationships. They try to create a supportive atmosphere and trust that employees will respond positively.

In a targeted effort to attract more diverse talent, a global organization is sponsoring after-school training that prepares any at-risk student for entry-level internships. Which potential dynamic is the most likely to work against this initiative? (Workplace)

Majority backlash from parents of students who are not at risk. Because this is a targeted effort to attract at-risk students, students who are not at risk will not qualify and their parents may feel their children should not be excluded from the benefits of this initiative. Since at-risk students are the target audience, similarity bias doesn't apply; neither does bias-based exclusion. Although students (rather than parents) might engage in "covering" behavior, it is not the dynamic most likely to work against this initiative.

How does management differ from leadership? (HR Competencies)

Management maintains order, while leadership produces and manages change. Managers administer and create orderly results that maintain the status quo and keep things working efficiently, while leaders create useful change through innovation and inspiration. Managers tend to ask how and when; leaders often ask what and why.

How would the dual system model of codetermination affect management's process for implementing decisions? (Organization)

Management must seek approval from a supervisory board. Under codetermination, a firm's supervisory board must approve management board decisions before they can be implemented. The supervisory board includes workers, who can comprise as many as half of the supervisory board members.

An HR director is analyzing reports that identify staffing and training needs and the career progression of current employees. Which forecasting model is being used by the organization's managers? (Organization)

Managerial estimates Managerial estimates, as the name implies, consist of projections made by managers. This can work two ways: from the top down or the bottom up. The success of this method is entirely dependent upon the quality of information provided to managers to use in making estimates.

Managerial estimates. Managerial estimates, as the name implies, consist of projections made by managers. This can work two ways: from the top down or the bottom up. The success of this method is entirely dependent upon the quality of information provided to managers to use in making estimates.

HR Managers may act as both...... (Leadership and Navigation)

Managers and Leaders - Managing and Leading

Leading (HR Competencies)

Managers are essential to the efficient and effective operation of the organization, which requires using the terms of Henri Fayol, an early management theorist

Dual career ladders

Managers can move up two career ladders simultaneously. Movement up the managerial ladder means greater power and decision-making authority, and movement up the technical ladder means greater autonomy in practicing the profession.

An organization has always posted jobs internally before advertising them externally. However, managers are frustrated by the time it takes to fill open jobs. To what problem within the organization does this point? (Organization)

Managers do not understand the benefits of providing a fair and equitable system of job posting, promotions, and lateral moves. HR managers need to explain how the disadvantage of a slow hiring process is offset by having a fair and equitable system. Managers and HR should work together to find ways to speed the hiring process.

Managing

Managers plan how resources can be used most efficiently Forecasting and planning-Managers plan how resources can be used most efficiently Organizing and coordinating-Organize employee activities and coordinate with other areas Commanding and controlling-they monitor and control work to assure work objectives are met

A company has developed a new performance evaluation tool that it plans to roll out within the next couple of months. Who would most likely be the best people to explain the change to the employees? (Organization)

Managers, since they will be implementing the change. The company's culture would dictate the best messenger, but studies have found that employees tend to trust information from their managers.

A Taiwanese manufacturer of electronic components for major global brands has sites in several emerging economies, including Vietnam, Turkey, and Mexico, and in the U.S. What offshoring trend does this exemplify?

Multidirectional shift in the flow of offshoring jobs to and from developed and emerging economies. The motivations for offshoring, and, consequently, where it is taking place and which firms are adopting it as a global strategy, are changing as a result of new globalization forces, principally the shift from developed to emerging economies. The flow of offshoring jobs is now going in both directions or, rather, in many directions at once.

In a succession planning system, how are employees generally evaluated? (Organization)

Multiple evaluations by different managers Unlike replacement planning, which emphasizes evaluation of an employee's performance on the job over time, succession planning systems use multiple evaluations by different managers on different assignments.

In a succession planning system, how are employees generally evaluated? (Organizations)

Multiple evaluations by different managers. Unlike replacement planning, which emphasizes evaluation of an employee's performance on the job over time, succession planning systems use multiple evaluations by different managers on different assignments.

What is the best approach for gathering information about prospective candidates? (People)

Multiple measures, to help ensure greater reliability. By using several data-gathering techniques, the weaknesses of one technique can be minimized and a more reliable and accurate representation of the candidate can be obtained.

Sampling (HR Competencies)

Must represent the population being measured. Must be sufficiently large enough to include variations.

NDAA

National Defense Authorization Act provided expansion of FMLA for family members in military

NLRA (Wagner Act)

National Labor Relations Act 1935; established National Labor Relations Board; protected the rights of most workers in the private sector to organize labor unions, to engage in collective bargaining, and to take part in strikes and other forms of concerted activity in support of their demands.

NLRB

National Labor Relations Board (Wagner Act) Protects right of employees when choosing union representation.

What is most characteristic of a geocentric approach to staffing? (People)

Nationality is ignored in favor of ability so the most appropriate people are identified for key jobs. A geocentric approach ignores nationality in favor of ability and seeks the best people for key jobs. Staffing policies in an organization with a geocentric focus maximize the long-term strength of the global organization.

Nearshoring is the practice of choosing an outsource provider in the home country or in a nearby country.

Nearshoring (Workplace)

Nearshoring is the practice of choosing an outsource provider in the home country or in a nearby country. Moving jobs to vendors in countries close to the business's home country. Contracting a part of business processes or production to an external company located in a country that is relatively close. Contracting another business one part of that product made in Mexico and Canada. Shared culture values.

Which of the following is a "push factor" for global expansion? (Workplace)

Need for new markets. Organizations are pushed toward globalization in reaction to changes in the business environment (such as limited market opportunities in their home countries). The other factors listed here are "pull factors." Organizations are pulled toward globalization through the promise of achieving greater organizational value.

Which of the following is a "push factor" for global expansion? (Workplace)

Alternate Dispute Resolution (Organization)

Negotiation, mediation, arbitration A process by which the parties to a dispute resolve it through a mechanism other than litigation in court; includes arbitration, negotiation, and mediation.

An organization struggling in a commodity-driven market adopts a strategy that will shift from transactional sales to development of technologically integrated, strategic relationships with customers. What impact on human capital should HR report to management? (Organization)

New hiring profile for sales staff. The major changes that this strategy will entail are extensive training and reinforcement of the strategic shift and a redefinition of recruitment criteria to be used in hiring sales personnel in the future. The strategy will have a strong impact on human capital needs, although it will not necessarily mean additional jobs. Recruiting will need to change but will not necessarily be more costly.

A fashion consulting service that initially catered to women is expanding into new men's fashion markets. In addition to possibly decentralizing decision making and extending the supply chain, which other HR change is likely? (Organization)

New organizational structures New organizational structures often accompany organizational growth based on new needs. One business expansion is generally unlikely to cause economic disruption or labor fluctuations. Better work/life balance is not necessarily likely as a result of organizational growth.

PPACA (Patient Protection and Affordable Care Act)

Nicknamed "ObamaCare". In March 2010, the US passed the largest reforms of its health care system since the enactment of the Medicare program in 1965. The combination of two official acts, the Patient Protection and Affordable Care Act of 2010 and the Heath Care and Education Affordability Reconciliation Act of 2010 are considered the PPACA.

Rule of Law (HR Competencies)

No individual is beyond the reach of law, authority is exercised only with accordance with laws, laws are enforced through due process (laws are enforced through accepted codified procedure, thereby not abusing power), and government is restrained from abusing power.

A nonunion employee sends an internal memo that is critical of management to all managers in the division. The employee's supervisor schedules a meeting with the employee to discuss the incident. The nonunion employee requests that a coworker be present at the interview. Must the employer grant the request? (Workplace)

No, nonunion employees do not have the right to a coworker's presence. The National Labor Relations Board has overruled its own Weingarten rights decision, holding that employees who are not represented by a union are not entitled to have a coworker present during investigatory interviews.

What would be the best course of action in addressing works council concerns about a proposed tactical staffing plan? (Organization)

Ongoing dialogue with works council leaders during the creation of the tactical plan. Devising the plan to gain support of the works council, while still meeting organizational goals, is a way to head off future labor issues. Contacting works council leaders in advance can help clarify these issues and begin the dialogue.

HR needs to assess employee interest in a possible new benefit quickly. What would be the best vehicle? (People)

Online survey The online survey can be conducted quickly and a response threshold set. The other methods are too time-consuming.

What leadership assessment tool may use in-basket tests, role plays, and psychological inventories? (People)

Only assessment centers are integrations of in-basket tests, role plays, and psychological tests all together. Assessment centers

An organization is shifting to the use of a shared service center for career development. Previously, functions handled this themselves with some support from HR. How can the HR leader ensure that this shift will be accepted internally? (Organization)

Open and sustain communication lines between HR and function leaders. The change may be resisted by functions, which may not feel involved and may not trust HR to deliver this important service. Involving functional leadership early in the process and inviting continual feedback after implementation will help acceptance. Incorporating measurement tools and training are necessary but do not address the source of resistance. Locating the center in one function will not ensure support from other functions.

Which is an example of an action aimed at preventing the need for discipline? (Organization)

Open-door policy Situations requiring discipline can often be prevented by improving communication. With an open-door policy, employees can bring issues to supervisors and managers before they become disciplinary problems. For example, challenges with transportation to work that may cause tardiness can be discussed and resolved before they become an issue. Increasing the number of summary offenses will not decrease problems and will increase terminations and possible litigation. Additional steps in the disciplinary process will not prevent or discourage the behavior but simply prolong it. Oral warnings are not a good idea since they offer no documentation of events.

Forms of ADR-Alternate Dispute Resolution (Organization)

Open-door policy; Ombudsperson; Single designated officer; Chosen officer; Peer review; Mediation; Arbitration.

What is the most essential driver for individual performance plans in the performance management process? (People)

Organization strategy and business objectives Everything flows from the organization's strategy and business objectives. Employee performance plans must be tied to these strategies and goals, or the employees and the organization will be moving in different directions.

What is the most essential driver for individual performance plans in the performance management process? (People)

Organization strategy and business objectives. Everything flows from the organization's strategy and business objectives. Employee performance plans must be tied to these strategies and goals, or the employees and the organization will be moving in different directions.

Management decides that training supervisors to identify and prevent bullying is not necessary, and they do not fund a program budget. What aspect of risk management does this illustrate? (Workplace)

Organization's risk tolerance. Management has decided that it is willing to accept the risk that bullying will occur and possible organizational costs. This is an example of an organization's risk tolerance, the amount of unmanaged risk that management is willing to accept.

Management decides that training supervisors to identify and prevent bullying is not necessary, and they do not fund a program budget. What aspect of risk management does this illustrate? (Workplace)

OED

Organizational Effectiveness and Development

Front-back structure (Organization)

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. Front functions are geographic locations or customer types. Back functions are product or business unit. The front functions provide a single point of contact with customers or market groups while the back functions design and develop products and services.

Civil Rights Act of 1964 (Workplace)

Outlawed discrimination based on race, color, religion, sex, or national origin. 1964; banned discrimination in public accommodations, prohibited discrimination in any federally assisted program, outlawed discrimination in most employment; enlarged federal powers to protect voting rights and to speed school desegregation; this and the voting rights act helped to give African-Americans equality on paper, and more federally-protected power so that social equality was a more realistic goal

Based on the organization's new strategic plan, the HR business plan calls for implementing a new team-building course. The HR function, however, is unable to use internal instructional designers due to prior project commitments. What should the HR manager do? (Organization)

Outsource the project. Outsourcing the project would be appropriate in this case, because it will not decrease the function's expertise, nor will it outsource a key strategic task. The business plan should support the organization's strategy, and rearranging or delaying other commitments is not necessary since outsourcing is a legitimate option. Adding permanent staff for a temporary situation is not appropriate.

Nearshoring (OME)

Outsourcing production or services to locations near a firm's home base.

PESTLE analysis - PEST(LE) analysis (n) (political, economic, social, technological) (legal, environmental) (People)

PESTLE analysis A tool used by businesses to look at the external environment they face and issues that may arise from the global marketplace they operate in.

HR had been asked to develop a benefits and compensation plan for a U.S.-based company opening a factory in Venezuela. What type of analysis would aid in understanding the business environment in this new location? (People)

PESTLE analysis - Organizations often evaluate PESTLE (political, economic, social, technological, legal, and environmental) factors during high-level forecasting initiatives. Using PESTLE analysis data generally helps an organization to better understand its business environment (e.g., the current situation as well as the potential effects of future business threats).

Realistic Job Preview (RJP)

Part of the selection process that provides an applicant with honest and complete information about a job and the work environment.

A organizational culture that is contribution-oriented reduces the employee's ability to: (People)

Participate in employer-sponsored benefit programs Contribution-oriented cultures typically provide benefit programs that are linked to organizational performance, which may vary year to year. Contribution-oriented cultures are less likely to provide a benefit such as a defined benefit pension plan that is guaranteed no matter how the organization performs financially.

A organizational culture that is contribution-oriented reduces the employee's ability to: (People)

Participate in employer-sponsored benefit programs. Contribution-oriented cultures typically provide benefit programs that are linked to organizational performance, which may vary year to year. Contribution-oriented cultures are less likely to provide a benefit such as a defined benefit pension plan that is guaranteed no matter how the organization performs financially.

CIVIL RIGHTS ACTS

Passed by Congress, it set up a permanent Civil Rights Commission to investigate violations of civil rights and authorized federal injunctions to protect voting rights.

Compa-ratio

Pay rate divided by the midpoint of the pay range. i.e. Given a pay range with a minimum of $16.00 per hour and a maximum of $20.00 per hour, the midpoint is $18.00 per hour. The Compa Ratios for employees A, B, C, and D would be as follows: $16/$18 = .89 or 89% - Employee A earns $16. $16.50/$18 = .92 or 92% - Employee B earns $16.50 $18/$18 = 1.00 or 100% - Employee C earns $18.00 $19/$18 = 1.06 or 106% - Employee D earns $19

Person-based pay

Pay systems in which employee characteristics, rather than the job, determine pay.

Red-circle rates

Payment rates above the maximum of the pay range

visual learner

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

Kinesthetic learners

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

Balance Scorecard

Performance management tool that depicts an organization's overall performance, as measured against goals, lagging indicators and leading indicators. a system of performance measures, including nonfinancial measures, used to assess company and division manager performance. Four perspectives: 1. Customer: what do customers think of us? 2. Internal processes: which of our ops are critical to meeting customer needs? 3. Innovation and learning: how can we improve? 4. Financial: what do our owners think of us?

Pay for Performance (P4P) (People)

Performance-oriented incentives for hospitals and physicians to improve the quality of patient healthcare. Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called merit pay or performance-based pay.

What is the most significant risk that HR should advise management about if management is considering a significant reduction in force (RIF)? (Organization)

Possible loss of institutional intelligence RIFs can involve loss of highly valuable institutional intelligence if the reduction is not handled carefully. Emotional disruption is a natural outcome of change that HR can manage. The other options may not arise during an RIF.

What is the most significant risk that HR should advise management about if management is considering a significant reduction in force (RIF)?

Possible loss of institutional intelligence. RIFs can involve loss of highly valuable institutional intelligence if the reduction is not handled carefully. Emotional disruption is a natural outcome of change that HR can manage. The other options may not arise during an RIF.

Hofstede's Dimensions of Culture (HR Competencies)

Power Distance, Individualism/Collectivism, Uncertainty/Avoidance, Masculine/Feminine, Long Term/Short Term, Indulgence/Restraint (study grid in book or slide 64)

Hofstede's Cultural Dimensions

Power distance, individualism, masculinity, uncertainty avoidance, long-term orientation Individualism-Collectivism, Power Distance, Uncertainty Avoidance, Masculinity-Femininity, and Long-Term--Short-Term Orientation.

Hofstede's Cultural Dimensions

Power distance, individualism, masculinity, uncertainty avoidance, long-term orientation. Individualism-Collectivism, Power Distance, Uncertainty Avoidance, Masculinity-Femininity, and Long-Term--Short-Term Orientation.

Hofstede's Cultural Dimensions (OME)

Power distance, uncertainty avoidance, individualism, masculinity, time orientation, indulgence. Individualism-Collectivism, Power Distance, Uncertainty Avoidance, Masculinity-Femininity, and Long-Term--Short-Term Orientation.

PAPA Model

Prepare, Act, Park, Adapt Based on likelihood and speed of change

Career management (People)

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

Career management

Preparing, implementing, and monitoring employees' career paths, with a primary focus on the goals and needs of the organization. The process for enabling employees to better understand and develop their career skills and interests, and to use these skills and interests more effectively.

HR must create training so employees know where to find information and guidance on how to respond to compliance and ethical dilemmas. Which approach will create the most effective training? (Workplace)

Present challenging ethical situations and enable employees to work together and analyze their immediate responses. Enabling employees to work together and analyze their responses will require employees to research answers. This will help employees anticipate problems and find answers. A play may be entertaining, but it supports a rules-based rather than values-based approach. The cheat sheet is useful only in limited situations. It is best to know which resources to consult. Although enlisting the employees in preparing questions may be helpful, employees may have no idea which questions to ask.

Cultural Barriers

Prevailing cultural attitude rendering certain innovations, ideas or practices unacceptable or unadoptable in that particular culture. When a cultural difference impedes interaction with others.

What is an accurate characterization of the correct role for HR in managing organizational risk? (Workplace)

Proactively participating in the identification and management of threats and opportunities across the organization The best role for HR is one that is proactive, not reactive, and that considers risk from an integrated enterprise perspective. The definition of risk appetite and risk tolerance is best made by senior management, however.

Diversity and Inclusion

Proactively recognizing differences exist but being supportive and using differences to advantage. The ability to value and consider the perspectives and backgrounds of all parties.

Diversity and Inclusion (OME)

Proactively recognizing differences exist but being supportive and using differences to advantage. The ability to value and consider the perspectives and backgrounds of all parties.

An employee survey indicates numerous employee concerns about inefficiencies in getting raw materials needed in production. What type of intervention strategy does this call for? (Organization)

Process Process strategies focus on how work gets accomplished in the system. Work processes must provide adequate resources to achieve the organization's goals.

Collective bargaining (Organization)

Process by which a union representing a group of workers negotiates with management for a contract.

Redeployment

Process by which an organization moves an employee out of an international assignment; can involve moving back to the home country, moving to a different global location, or moving to a new location or position in the current host country.

Career development

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.

Consultation (HR Competencies)

Process in which two or more individuals with varying degrees of experience and expertise deliberate about a problem and its solution.

Workforce planning

Process of analyzing the organization's workforce and determining steps required to prepare for future needs. The process of predicting an organization's future employment needs and the availability of current employees and external hires to meet those employment needs and execute the organization's business strategy.

distance learning (People)

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

TA-Talent Acquisition

Process of finding and hiring high-quality talent needed to meet the organization's workforce needs

Employment branding (People)

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

Environmental scanning (People)

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. The process of continually acquiring information on events occurring outside the organization to identify and interpret potential trends.

Radical reaction

Process that involves symmetrical bond breaking and bond making

EPPA (Employee Polygraph Protection Act)

Prohibits employers from using lie detector tests for pre-employment screening or during the course of employment Applies to private-sector employers; federal, state, and local government agencies are exempt from this law

Herzberg's Two-Factor Theory (OME)

Proposed that work satisfaction and dissatisfaction arise from two different factors - work satisfaction from so-called motivating factors and work dissatisfaction from so-called hygiene factors. A model that divides motivational forces into satisfiers ("motivators") and dissatisfiers ("hygiene factors").

A scientist is hired to perform research at a pharmaceutical company. What clause is most critical to include in the employment contract? (Organization)

Protections for trade secrets and confidential information. The most important information to include in the employment contract involves the protection of the organization's intellectual property (IP). The employee will have access to confidential information and research that would be of value to competitive firms. The organization must safeguard this information. Noncompete requirements might also be considered, but the safeguarding of valuable organizational information is most critical.

USERRA (Uniformed Services Employment and Reemployment Rights Act)

Protects the employment, reemployment, and retention rights of persons who serve or have served in the uniformed services.

What is the best advice you could give leaders who have decided to accept the presence of unions in the organization's workplaces? (Organization)

Provide management training in collaboration and conflict strategies. Once it accepts the presence of unions, management must decide if the relationship will be confrontational or cooperative. Training in these areas will be needed to prepare managers. Accepting a union does not necessitate strategic collaboration or complete transparency about all management decisions.

Recently, the federal minimum wage was raised. Now, incoming new hires will be making almost as much as people in the same job with years of seniority. Understandably, the senior employees who have had years of raises to get to their current hourly wage are upset. Which is the best way to handle this to the satisfaction of both the senior employees and the organization? (Total Rewards-People)

Provide other benefits to employees affected by pay compression. Providing other benefits to senior employees is the best immediate option. The benefits could be monetary, e.g., longevity bonuses, or could include other incentives like a title promotion or more vacation time.

LMRA (Taft-Hartley Act)

Provides balance of power between union and management by designating certain union activities as unfair labor practices.

Single-rate pay

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

COBRA (Consolidated Omnibus Budget Reconciliation Act)

Provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.

What is an advantage of a "best of breed" solution over an integrated solution? (Organization)

Provides quicker implementation because the system is simpler and affects fewer employees. "Best of breed" (BoB) solutions provide quicker implementation because the system is simpler and affects fewer employees. The other advantages listed apply to integrated solutions rather than BoB.

An organization is threatening to cut the budget for its organizational effectiveness and development (OED) programs. The programs have been quite successful, and the staff does not understand the reason for the proposed cutbacks. What must the department do to communicate its success? (Organization)

Quantify the link between OED outcomes and business results. The OED function must support the organization as it works to attain its goals. Alignment of the OED function with organizational goals produces results. HR professionals are responsible for communicating OED's advancement toward these results on a regular basis in order to maintain financial support.

A CEO thinks the best way to make his organization a leading competitor is to merge with a healthcare organization that recently acquired the rights to new technology. Which best describes the degree and timing of the change the CEO is implementing?

Radical-reactive The degree of change would be radical because the merger is a major change to how the organization currently does business. The time of change would be reactive because they are forced to change by some event in the external environment.

BARS (behaviorally anchored rating scale)

Rates employee gradations in performance according to scales of specific behaviors. Method of performance measurement that rates behavior in terms of a scale showing specific statements of behavior that describe different levels of performance.

HR is responsible for an on-site day-care center. It uses a third-party expert to assess safety and implements recommended changes to the facility and its hiring and training practices. What critical step in risk management has not been taken? (Workplace)

Regular checking of site and monitoring of practices. Once risk management programs have been implemented, it is critical to evaluate the effectiveness of these measures or controls.

In trend and variance analysis, what can most affect the ability to accurately project past figures into the future? (HR Competencies)

Relationships between two variables and whether they will stay the same The key to accurate projections is whether the relationships will continue to hold. The length of time it takes to complete the analysis could affect the relationships, but it is the relationship, not the time, that is the key factor. The acceptance and support of key management has nothing to do with the relationships.

In trend and variance analysis, what can most affect the ability to accurately project past figures into the future? (HR Competencies)

Relationships between two variables and whether they will stay the same. The key to accurate projections is whether the relationships will continue to hold. The length of time it takes to complete the analysis could affect the relationships, but it is the relationship, not the time, that is the key factor. The acceptance and support of key management has nothing to do with the relationships.

A nonprofit wants to partner with community-based organizations to distribute emergency aid quickly. What is the most likely source of risk for this enterprise? (Workplace)

Reliability and integrity of partners. The most likely source of risk is the ability of the local partners to fulfill the task reliably and honestly. Lessening this risk calls for careful screening and selection of partners. Costs would probably decrease, and donations and supplies would probably not be affected by a change in distribution practices.

A nonprofit wants to partner with community-based organizations to distribute emergency aid quickly. What is the most likely source of risk for this enterprise? (Workplace)

Onshoring (Workplace)

Relocation of business processes or production to a lower-cost location inside the same country as the business. Relocation of business processes or production to a lower-cost location inside the same country as the business. Sometimes called home-shoring. May include employees working from home. Benefits of having local employees. Outsourcing to a firm that resides in your own country.

What is the difference between replacement planning and succession planning? (Organization)

Replacement planning focuses on developing backups for key positions; succession planning develops a pool of candidates capable of filling several assignments. Replacement planning is focused on a single functional area and on finding backup candidates who are ready to assume a position within the short term, usually 12 months. Succession planning focuses on developing a pool of talented employees who will be capable of filling a variety of positions within the long term, usually 12 to 36 months. Replacement planning can be done at all levels, not just for mid-level executives. Generally speaking, replacement planning is more informal than succession planning.

WARN Act (Worker Adjustment and Retraining Notification Act)

Requires some employers to give a minimum of 60 days' notice if a plant is to close or if mass layoffs will occur.

What is an example of a plausible job specification for a line supervisor? (People)

Requires three to five years of experience A job specification should be necessary for satisfactory performance, not to show the characteristics of an ideal candidate. A bachelor's degree is probably more than is needed, and the traits of creative ability and versatility are typically indicative of critical success factors associated with job competencies.

The Change Spectrum

Resistant (20 to 30- percent), Neutral (40 to 60 percent), and Welcoming (20-30 percent) - point is to move people through it

A review of the organization's cash flow statement shows that cash outflow has increased over the previous year. How will this most likely affect the HR function? (HR Competencies)

Resource-intensive projects will be delayed. A declining cash flow indicates fewer resources available to fund additional projects or initiatives. It does not necessarily require a prompt decrease in staffing or hiring, which could worsen problems by reducing revenues.

Disparate Treatment (Workplace)

Results when employees from protected groups are intentionally treated differently. Intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs.

Kirkpatrick identified four levels at which training can be evaluated. At which level would you be evaluating return on investment? (People)

Results.

What is a major talent management issue faced by the organization during merger and acquisition? (People)

Retention of key talent Underdeveloped local market is a key challenge during Greenfield operation. Using globally mobile employees is considered for business expansion. Demographic trends in regional labor market is an external factor that could affect the organization's talent acquisition strategy.

A consulting company knows that its primary advantage lies in the expertise and commitment of its people. As a result, what practice should HR focus on? (People)

Retention. A company that sells its employees' expertise will most likely focus on employee retention. In this situation, experienced employees who have developed strong relationships with customers cannot be easily replaced. Improving employee benefits may play a role in retention, but it is not likely to be the major focus of the company's retention efforts. Recruiting skilled and committed new staff is necessary, as in all organizations, but is not the most essential task for this organization. In this type of organization, an excess of formal processes may impede employees' speed and flexibility in addressing customer needs.

Employers are required to provide a portable retirement plan to employees based on which of the following? (Total Rewards)

Retirement benefits are not required by Federal Law.

An assignee returning to the United States after several years in Asia says that he "feels like an alien at home and at work." What is this an example of? (Workplace)

Reverse culture shock Upon returning to their home country, many assignees experience reverse culture shock (reentry shock). The organization and their home surroundings are neither what they left nor what they anticipated returning to.

An assessment identifies that data entry employees are making too many input errors and are handling data improperly, putting customers at risk. What is the first action HR should take? (Organization)

Review data entry policies and procedures. HR needs to assess the policies and procedures for data entry to determine where the problem exists. Then it can make appropriate changes and provide training for employees.

How must an organization ensure compliance under the Equal Pay Act? (Workplace)

Review salaries for factors other than gender. Under the Equal Pay Act, gender cannot be a factor when determining salaries. Therefore, organizations must base salaries on factors other than gender, such as the location of the job site, working conditions, type and level of necessary skills, amount of effort expected, or degree of responsibility required by the job.

What characterizes an effective rewards system? (People)

Rewards are tied to strategic activities. Without regard to individual cultures, effective rewards systems are strategically aligned. The other choices focus on features that may vary among cultures.

Downside risk Management Tactics

Risk being associated with a negative outcome. The possibility that an investor will lose his money in an investment. Downside risk management tactics look at the Threats created by the risk.

What is an example of a cultural barrier to implementing effective risk management practices? (Workplace)

Risk management strategizing is performed by senior management and not communicated beyond functional leaders. By restricting risk management to senior management, the organization has missed an opportunity to create an organizational culture that values risk management and makes it a basic part of how they approach their work.

What is an example of a cultural barrier to implementing effective risk management practices? (Workplace)

2019-20 SHRM-SCP Exam Study Prep Term

SHRM-SCP Study Group and Self-Study Preparation

Which information-gathering and analysis tool provides both an internal and external snapshot of the organization? (People)

SWOT Analysis The SWOT analysis looks at the organization's internal strengths and weaknesses and external opportunities and threats. The human resources inventory and the audit are internally focused. The Delphi technique is a specific tool used to gather and sort data in which participants have anonymity. A) Human resources inventory B) Human resource audit C) Delphi technique (D) SWOT analysis

Tools for Group Decision Making

SWOT Analysis, MCDA (Multi-criteria decision analysis), Cost Benefit Analysis, and Force Field Analysis

A CEO wants to analyze the competition, current safety legislation, supervisor strengths, and assembly-line operations. What step should the HR director recommend to the CEO to accomplish this? (People)

SWOT analysis The SWOT analysis reviews internal strengths and weaknesses as well as external opportunities and threats. Leadership capability and operations are internal concerns, while legislation and the competition are external concerns. An environmental analysis examines only external information.

Because change is constant and brings new risks, HR is reviewing the current context for risk management. Which assessments will provide a general sense of changing risk elements to manage? (Workplace)

SWOT analysis and environmental scan Compared with previous versions, a new SWOT analysis and environmental scan will reveal internal and external sources of risk that have changed and require consideration for the risk management plan. The other assessments offer information too limited to get a general sense of new risks to manage.

Employment at will doctrine

Says an employee may quit and an employer may fire an employee at any time and for any reason. There are many exceptions to the at-will doctrine, but it is the most basic U.S. employment law.

Scatter diagram A scatter diagram shows the relationship between two variables.

What is a good example of managing risk by transferring the risk to another party? (Workplace)

Securing professional liability insurance. When transferring risk, one offsets the possible negative effects of a risk by having another entity assume responsibility for those losses. Employment practices liability insurance secures an organization, for example, from the risks associated with employment claims.

Under deadline pressure, a global team leader grows angry with workers from one region, resorting to threats and accusations. Realizing that her behavior is counterproductive, she apologizes and sets up a meeting to determine the source of the delays and how she can best help. What critical quality has she acquired? (HR Competencies)

Self-regulation component of emotional intelligence. Self-regulation enables the team leader to control her own emotions. That is the critical problem here. The cognitive skills of intercultural wisdom, a multidimensional perspective of a global mindset, and the positive motivation of intercultural wisdom may all help her better understand the perspective of the workers' region, but controlling her own emotions is a critical first step.

Which company illustrates a geocentric global orientation as described by Perlmutter? (Workplace)

Senior management personnel from all countries are considered to be part of a single global resource pool. In a geocentric global orientation, the organization is viewed as a single international business with a global orientation.

What action will do the most to establish a culture that values career development? (People)

Senior managers linking career development to business objectives. Although all of the options may help to establish a career development culture, actions taken by senior management that link career development to organizational goals will have the greatest impact.

Competencies (People)

Set of behaviors encompassing skills, knowledge, abilities, and personal attributes that are critical to successful work accomplishment. KSAs-knowledge, skills and abilities

Culture (HR Competencies)

Set of beliefs, attitudes, values shared by members of a group and passed from one generation to the next. Nations, geographical regions, organizations, industries, tech people, (all cultures).

Culture (HR Competencies)

Set of beliefs, attitudes, values, and perspectives shared by members of a group and passed down from one generation to the next. -Nations -Geographical regions -Organizations -Industries -Smaller divisions of these groups In large companies, there are cultures in organizations.

An HR organization is examining an online training tool that it could use very effectively with new hires. The HR director suspects that the tool could be used by other functions as well for job-specific training. The director invites those functions to attend a demonstration and possibly participate in funding the purchase of the tool. What type of risk management strategy is the director using? (Workplace)

Share Optimize Transfer Share Enhance The HR director seeks to redefine or share ownership of the strategy (the tool) to increase the chances for success of this purchase.

An organization conducts a confidential survey of employees to assess workplace satisfaction. Responses are received from 75% of employees, and, after analyzing comments, management requires mandatory retraining of all supervisors. What important step has the organization omitted? (People)

Sharing feedback with employees Although it is laudable that the organization acted on the survey results, the organization should have reported key results from the survey to employees. Given the high response rate, the survey must have been designed to facilitate response. Since the survey focus was general, there is no indication that management had predetermined the need for supervisory training.

What is the primary advantage of a knowledge management system for a global organization? (Organization)

Sharing knowledge provides a competitive advantage for the organization. Achieving a competitive advantage is most important for a global organization. There are difficulties in implementing such a system, but the advantages make it worthwhile.

Stay interviews

Structured conversations with employees for the purpose of determining which aspects of a job (e.g., satisfaction, engagement, culture, organization, leadership, etc.) encourage employee retention, or may be improved to do so.

Employee turnover is on the rise, and management is looking for cost-effective ways to stem the tide by improving employee engagement. Which manager action can make an immediate improvement without affecting the budget? (People)

Show gratitude to employees. Showing employees gratitude facilitates employee engagement. Threatening to close the business will engender fear rather than engagement. Asking employees to refer friends won't help if the culture is driving people out. Launching an internal public relations campaign will take time and cost money.

An organization has had a number of issues with a local staffing supplier during the last two quarters. As the number of staff needed increases, the skill level seems to decline in direct proportion. The organization is considering changing suppliers. However, the local skilled labor market is tight. Before any action can be taken, the board wants a better understanding of the potential ramifications of this change. Which statistical forecasting method provides the opportunity to speculate on what will happen if certain courses of action are pursued? (Organization)

Simulation Often referred to as "what if" scenarios, simulations are representations of real situations in abstract form. Regression analysis, which can be either simple linear regression or multiple linear regression, projects future demand based on a past relationship between employment level and one or more employment-related variables.

Simulation. Often referred to as "what if" scenarios, simulations are representations of real situations in abstract form. Regression analysis, which can be either simple linear regression or multiple linear regression, projects future demand based on a past relationship between employment level and one or more employment-related variables.

A small, young organization is deeply committed to employee fairness but has limited economic and noneconomic resources. What type of alternative dispute resolution (ADR) system would best serve its needs? (Organization)

Single designated officer A single designated ADR officer can investigate and resolve disputes. Since management is committed to fairness, it probably has sufficient credibility with its employees to select and empower this individual. Arbitration and mediation both save internal labor and time but involve additional expense; the objectivity of mandated arbitration is sometimes questioned if the employer selects the arbitration service. Peer review would necessitate releasing panel participants from their regular duties for training and to investigate and resolve complaints.

What leadership assessment tool offers the highest usefulness and validity at the lowest cost? (People)

Situation Judgment Test (SJTs) Work sample tests, situation judgment tests (SJTs), and other tools that require demonstrations of leadership exhibit high validity. However, these also have the highest development costs and, except for SJTs, the highest administration costs.

Internal equity (People)

Situation in which employees feel that performance or job differences result in corresponding differences in rewards that are fair. The worth of the job to the organization.

What leadership assessment tool offers the highest usefulness and validity at the lowest cost? (People)

Situation judgment tests Work sample tests, situation judgment tests (SJTs), and other tools that require demonstrations of leadership exhibit high validity. However, these also have the highest development costs and, except for SJTs, the highest administration costs.

What leadership theory is characterized by the belief that managers must use different leadership styles depending on the circumstances? (HR Competencies)

Situational leadership theory The situational leadership theory states that different leadership styles should be used based on the situation in which managers find themselves. The trait theory states that leaders possess different traits than average people do. According to the behavioral theory, how a person behaves determines leadership effectiveness. The motivational theory looks at the factors causing job satisfaction and dissatisfaction. Other choice answers: A) Motivational theory B) Behavioral theory C) Trait theory D) Situational leadership theory

Green-circle rates (People)

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

A global HR professional from a low power distance culture is planning to conduct a needs assessment in a high power distance country. What is the global HR professional likely to discover? (HR Competencies)

Skill deficiencies may not be discussed openly. - Culture will play a key role in the needs assessment. In a high power distance country, individuals may be reluctant to share skill deficiencies for fear of losing face. Needs analyses may be less effective if conducted participatively, and decisions regarding who should participate in training may be based on group membership.

Skill deficiencies may not be discussed openly.~Culture will play a key role in the needs assessment. In a high power distance country, individuals may be reluctant to share skill deficiencies for fear of losing face. Needs analyses may be less effective if conducted participatively and decisions regarding who should participate in training may be based on group membership.

Approaches to negotiation (HR Competencies)

Soft (relationship more than issue), Hard (Winning more important than relationship), Principled (focus on issues, common interests, mutual gain)

SaaS (Software as a Service)

Software as a Service A vendor hosts the software online and user accesses and uses the software over the internet. Software as a Service; a subscription service where you purchase licenses for software that expire at a certain date.

A mature software organization is planning to launch a new product line to satisfy its largest customer base. How can HR link its actions with the organization's strategy? (Organization)

Stabilize the research and development workforce through technology sourcing and retention policies. The company will need to rely on its R&D and product development staff to complete the product launch. HR can link its actions with the organization's strategy by ensuring that an adequate R&D staff is in place.

Macey and Schneider describe several facets or types of employee engagement. When a manager implements a new program for employees to participate in work decisions, the manager is looking to improve: (People)

State engagement State engagement is influenced by workplace conditions or practices (e.g., task variety, opportunities to participate in work decisions) that can be improved through organizational interventions directly under management's control.

State engagement. State engagement is influenced by workplace conditions or practices (e.g., task variety, opportunities to participate in work decisions) that can be improved through organizational interventions directly under management's control.

National Federation of Independent Business v. Sebelius

Stated that Patient Protection and Affordable Care Act requirement that individuals purchase health insurance was constitutional but that requirement that states expand Medicaid was not.

How laws are made?

Statute Common Law-Court decisions Religious codes and courts

In addition to mandatory record retention requirements, what should employers consider when establishing their record retention schedules? (Workplace)

Statutes of limitations under state laws for related common-law claims Since common-law claims, such as contract, tort, and fraud claims, are increasingly being brought against employers, employers are wise to consider statutes of limitations on related common-law claims in case they are longer than the statutory record retention requirements. A code of ethics does not influence the record retention schedule. Capacity does not dictate how long records are kept. If an employer outsources record keeping, the employer is still responsible for establishing the retention schedule.

In addition to mandatory record retention requirements, what should employers consider when establishing their record retention schedules? (Workplace)

Statutes of limitations under state laws for related common-law claims. Since common-law claims, such as contract, tort, and fraud claims, are increasingly being brought against employers, employers are wise to consider statutes of limitations on related common-law claims in case they are longer than the statutory record retention requirements. A code of ethics does not influence the record retention schedule. Capacity does not dictate how long records are kept. If an employer outsources record keeping, the employer is still responsible for establishing the retention schedule.

What practice would have the best potential to favorably impact talent acquisition costs and an organization's ability to compete for skilled employees? (Organization)

Stay current with labor market and overall economic trends. An understanding of labor workforce data can help an organization stay ahead of increasing talent demand trends and even provide an early warning that talent pressure is expected to increase or decrease. It is always better for an organization to enact retention strategies early rather than in reaction to increasing turnover.

A department manager sits down with individual department employees and asks several structured, open-ended questions in a casual and conversational manner. The discussion focuses on how the employee's job is going and how the manager can best support the employee, particularly with issues within the manager's control. This is an example of which practice? (People)

Stay interview Employers often conduct stay interviews as a retention tool—to keep good employees from jumping ship. Unlike exit interviews, which amount to autopsies of why an employee is leaving, stay interviews are conducted during employment to help employers ascertain why good employees stay and what might make them leave. It's important to listen and gather ideas from an employee about how a manager and the organization can retain him or her.

Career Planning Process

Step 1: Personal Assessment Determine interests and values Identify talents and abilities Step 2: Employment Market Analysis Geographic influences Business and economic trends Step 3: Application Process Application form Resume and cover letter Step 4: Interview Process Prepare for interview Follow-up activities Step 5: Employment Acceptance Salary and financial factors Organizational environment Step 6: Career Development and Advancement Practice career success behaviors Develop strong work relationships

At what stage of the corporate social responsibility (CSR) strategic process is it recommended that HR create a scorecard of HR responsibilities, objectives, priorities, and metrics? (Workplace)

Step 4: Plan implementation As part of step 4, plan implementation's setting of priorities and objectives, the SHRM Foundation recommends creating a scorecard of HR responsibilities, objectives, priorities, and metrics, together with a clear statement of the business value of meeting each objective.

Stay interviews (People)

At what stage of the corporate social responsibility (CSR) strategic process is it recommended that HR create a scorecard of HR responsibilities, objectives, priorities, and metrics? (Workplace)

Step 4: Plan implementation Step 2: Assessment Step 3: Infrastructure creation Step 4: Plan implementation Step 5: Measurement, reporting, and evaluation As part of step 4, plan implementation's setting of priorities and objectives, the SHRM Foundation recommends creating a scorecard of HR responsibilities, objectives, priorities, and metrics, together with a clear statement of the business value of meeting each objective.

Which part of the SWOT analysis identifies the core competencies of a global enterprise? (People)

Strengths and weaknesses - Internal Strengths and weaknesses - Internal Opportunities and threats - External Strengths and threats Weaknesses and opportunities

HR has been asked to take a look at the company's managerial positions to determine if there might be some opportunity to reduce redundancy and improve profitability. What type of organizational effectiveness and development intervention would be used to make necessary changes? (Organization)

Structural Structural interventions look at how the design/structure of the organization is helping or hindering it. They examine issues such as span of control and reporting relationships. For example, an organization may decide that it has too many mid-level managers and may restructure to cut waste, reduce redundancy, and improve profits.

An organization is concerned about vacancies in managerial technical positions that have lengthy learning curves. Local talent is scarce, and attempts to recruit and onboard new hires to fill past vacancies were both expensive and time-consuming. What process could help mitigate this situation?

Succession planning. Succession planning can help identify knowledge and skills employees will need to function well in these positions. Developing systems to transfer that knowledge and shorten learning curves can be of great value and benefit to the organization.

Hersey and Blanchard's situational theory (HR Competencies)

Suggests that there is no ideal leader type but that leadership style should be matched to the maturity of the employees.

A software company makes applications for small businesses and start-ups. As part of its corporate social responsibility (CSR) program, it encourages its employees to volunteer time and expertise helping low-income people build their own small businesses. The company works through a well-established local community group and publicizes the volunteer opportunity in a company newsletter. Employees donate free evening hours and serve on the group's board. Employee participation has been consistent but at a very low level. What could the company do to increase employee involvement? (Workplace)

Support employee participation with paid time off. An organization's CSR programs are more effective in involving employees if the organization actively supports employee involvement, e.g., allowing time off, paying related expenses. Increasing awareness through publicizing the program without actively facilitating employees' participation will probably be ineffective. This program is well aligned with the company's focus. Using company facilities may be problematic (e.g., security issues, transportation for program participants).

A company institutes a quality management program to combat problems with waste and shipping delays. How can supervisors best support implementation? (Organization)

Support employees in planning and running their own quality meetings. Teamwork produces success in quality management. This teamwork requires supervisors to create a more participative work environment. Supervisors can accomplish this by empowering employees to facilitate their own meetings and allowing them to make their own team decisions.

Refreezing

Supporting and reinforcing new changes so that they stick. Strengthening the new behaviors that support the change.

NLRB v. Weingarten

Supreme Court decision in 1975 holding that an employee has the right to refuse to submit to a disciplinary interview without union representation.

In an e-learning environment, what type of learning is being used when participants gather for discussion online at a specific time? (People)

Synchronous learning Synchronous learning is when participants interact in real time; asynchronous learning is when participants access the learning materials at different times. Distance learning is when instruction is delivered to locations away from a classroom with no specific time element.

Time-based step-rate pay

System in which pay is based on longevity in the job and pay increases occur on a predetermined schedule.

A work-flow analysis has identified several breakdowns in systems between pre-production, production, and post-production. This has led to late delivery of products and customer complaints. Managers from the three areas report that their employees blame the other areas for the delays. What organizational effectiveness and development tool can HR use to identify and ameliorate these problems? (Organization)

Team building The managers and some representative employees, when brought together, can work on coordinating and collaborating their work efforts to identify problems and come up with solutions. Emphasis should be on aligning the management and employee teams with the goal of improving the work processes to meet time lines and improve customer satisfaction.

Center of excellence (COE)

Team or structure that provides expertise, best practices, support and/or knowledge transfer in a focused area.

What is the most significant reason that information technology departments are seen as strategic partners in an organization? (Organization)

Technology can provide a competitive advantage for an employer. IT departments have become more strategic because organizations increasingly view computer systems and applications as a competitive advantage in the marketplace. For example, airline reservation systems are essential to the effective operation of the business.

Telling, selling, participating, delegating (HR Competencies)

Telling (not motivated or competent), Selling (competent, not motivated), Participating competent, included in problem solving), Delegating (very competent, ready for self direction).

What would be a structural barrier to risk management? (Workplace)

Tendency for business units to value operational needs. Structural barriers relate to a lack of integration across an enterprise and the tendency to place operational needs above enterprise needs and strategy. A well-reasoned acceptance of risk can be a benefit, not a barrier. Low awareness of risk management and resistance to new ideas are considered cognitive barriers: deficiencies in knowledge or analytical abilities that make implementation of a risk management strategy more difficult.

A female Millennial programmer works in the IT department of an organization's Mumbai office. In terms of the diversity dimensions model, what is most important for global HR to understand about this employee? (Workplace)

That each individual is multidimensional and each diversity dimension influences the others. Gardenswartz and Rowe's four-layer model of diversity dimensions offers a framework for understanding the range and complexity of the issue of diversity. It underscores the fact that we are all multidimensional and that none of the many ways that can be used to "identify" us (or, more importantly, by which we choose to identify ourselves) tells the whole story.

Phillips v. Martin Marietta Corporation

The Supreme Court ruled that companies cannot have different hiring practices for women and men.

Risk events can have positive or negative outcomes

The Upside Risk Management Tactics look at the opportunity created by the risk. The Downside Risk Management Tactics look at the threats created by the risk

Reliability (HR Competencies)

The ability of an instrument to measure to provide consistent results.

Ethical Practice (HR Competencies)

The ability to integrate core values, integrity, and accountability throughout all organizational and business practices. Fair and equal in your actions, duty to tell the truth, confidentiality, duty to do no harm.

Critical Evaluation

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

Business Acumen (HR Competencies)

The ability to make good business judgements and decisions. The ability to understand and apply information to contribute to the organization's strategic plan.

Emotional Intelligence (EI)

The ability to perceive, understand, manage, and use emotions. The ability to reason about emotions and to use emotions to enhance reasoning.

Emotional intelligence (HR Competencies)

The ability to reason about emotions and to use emotions to enhance reasoning. It enables people with very different backgrounds and perspectives to work productively with one another.

Emotional intelligence (HR Competencies)

The ability to reason about emotions and to use emotions to enhance reasoning. The ability to perceive, express, understand, and regulate emotions.

Emergent Leadership

The ability to rise as a leader in an organization. A form of leadership in which one or another of the group members will handle each function of leadership as the need arises.

Sustaninablilty (Workplace)

The ability to sustain for as long as possible.

Global and Cultural Effectiveness (HR Competencies)

The ability to value and to consider the perspectives and backgrounds of all parties in global business. KSAOs needed to value and consider perspectives and backgrounds of all parties to interact with others in a global context and to promote a diverse and inclusive workplace.

Governance (Workplace)

The activity of governing a country or controlling a company or an organization; the way in which a country is governed or a company or institution is controlled.

BATNA (Best Alternative to a Negotiated Agreement)

The alternative left if a negotiated agreement is not reached. The course of action that a person will take if a negotiation ends in an impasse. Try to figure out BATNA for your side and the other sides BATNA. Negotiating Process Know your needs and their likely demands (i.e. BATNA Analysis) Build relationship-Create trust, encourage comfort and openness Exchange information-Understand positions and perspectives Persuade-Find mutual benefits Concede and agree-Find best alternative; confirm and document if appropriate.

Risk Appetite (Workplace)

The amount of risk a company is willing to accept to achieve its goals and objectives. To avoid undue risk, risk appetite must be in alignment with company strategy.

Risk Appetite & Risk Tolerance (Workplace)

The amount of uncertainty the organization is willing to pursue or to accept to attain its risk management goals Appetite= acceptable or not Tolerance = defined range

Duty of Care

What is the effect of the principle of employment-at-will on employers in countries that recognize this employment right? (HR Competencies)

The employer is not legally required to provide compensation-related expenses once an employee resigns. When the principle of employment-at-will applies, primarily in the U.S., both the employee and the employer are free to terminate the relationship with no consequences, assuming that no other contracts or agreements have been made and the termination was legal (in other words, not a case of wrongful discharge). However, although not legally required in that situation, employers may provide some sort of compensation for terminated employees.

Culture (HR Competencies)

The enduring behaviors, ideas, attitudes, values, and traditions shared by a group of people and transmitted from one generation to the next. Set of beliefs, attitudes, values and perspectives shared by members of a group and passed down from one generation to the next. -Nations -Geographical regions -Organizations -Industries -Smaller divisions of these groups In large companies there are cultures in organizations.

What is the typical relationship of the strategic planning process to the environmental scan? (People)

The environmental scan is done as part of the strategic planning process. An organization typically conducts a SWOT analysis as part of its strategic planning process. In order to accurately assess the company's threats and opportunities, the company must have an understanding of factors outside of the organization. The environmental scan focuses on external factors, and, when done in conjunction with strategic planning, provides additional information upon which the company can base its decisions.

Consideration (HR Competencies)

The extent to which a leader is friendly, approachable, and supportive and shows concern for employees.

A firm discovers that a parts contractor does not provide sanitary facilities for factory workers. What is the firm's responsibility? (Workplace)

The firm should request that the contractor provide sanitary facilities and begin looking for another supplier. This is an ethical responsibility that transcends legal requirements and local norms/practices. If the contract does not require these minimum work conditions, the firm can request them and make clear that humane workplace conditions constitute a criterion for future contracts.

Value proposition (People)

The full positioning of a brand - the full mix of benefits on which it is positioned. The unique value that a product or service provides to its customers and how it is better than and different from those of competitors.

Strategic (management) planning

The managerial process of developing and maintaining a match between an organization's resources and its market opportunities

During a strategic planning meeting, the planning team develops its three- to five-year objectives. What is the primary value of setting such objectives? (People)

The objectives provide focus and direction for the organization. Long-term objectives (such as these three- to five-year objectives) provide a focus for the organization and enable corporate, unit, and functional levels of the organization to develop strategies that support those objectives

During a strategic planning meeting, the planning team develops its three- to five-year objectives. What is the primary value of setting such objectives? (People)

Jurisdiction

The official power to make legal decisions and judgments. The right of a legal body to exert control.

Life Cycle (HR Competencies)

The organization's place in the cycle, introduction, growth, maturity, then renewal, no growth, and decline

Value Chain (HR Competencies)

The organization's process used to create its product or services (internal and external partners)

Accounts Receivable (HR Competencies)

The total amount of money owed to a business. Money an organization's customers owe the organization. Asset

Outsourcing/Offshoring (Workplace)

The sending away of jobs to another country to be done more cheaply. Transfers portions of work to outside suppliers rather than completing it internally. Contracts out or subcontracts activities. Two types: outsourcing to domestic U.S. firms outsourcing to low-wage countries such as India, China Production programming, system maintenance, call centers Benefits Lower cost of building and maintaining systems within US Increased need for managerial positions

Value Chain (People)

The series of internal departments that carry out value-creating activities to design, produce, market, deliver, and support a firm's products. The set of activities through which a product or service is created and delivered to customers.

Value Chain (People)

The set of activities through which a product or service is created and delivered to customers.

Organizational Culture

The set of values, ideas, attitudes, and norms of behavior that is learned and shared among the members of an organization. -Identify your cultures Artifacts -Appearances of Place and People -The stories of myths -Organizational myths and heroes -Valued rituals and events -Traits that are valued -The events that are important A system of shared meaning held by members that distinguishes the organization from other organizations.

What is the difference between a social audit and a sustainability annual report? (Workplace)

The sustainability annual report is aimed outward, to investors, regulators, or prospective employees; the social audit is primarily a tool for self-evaluation. A social audit is a formal review of an organization's social and environmental policies and procedures. Whereas sustainability annual reporting looks outward (a way for an organization to present itself to investors, regulators, or prospective employees), the social audit is primarily a tool for self-evaluation ("a technique to understand, measure, verify, report on, and improve the social performance of the organization").

Blake-Mouton Theory

The tasks and the employee must be considered. X-Concerns for Task and Production Y-Concerns for People Team Leader Country Club Middle of the Road Authoritarian Impoverished The grid was made to show a leader's concern for people or their concern for results.

Situational Theory (HR Competencies)

The theory of leadership asserting that leadership depends on the situation.

Unfreezing, changing, refreezing

The three stages of change presented in the textbook are: Lewin's Model of Change Process The What-Follow Lewin's steps Unfreeze the current state Move toward the new Transition state Refreeze the new state

Days to Fill (People)

The time it takes to hire someone the average number of days it takes to hire someone for open job positions.

Leadership Theories

Theory X-Employees don't like to Work; these employees do not like work and need to be told what to do. Theory Y-Employees can be self-motivate; see their role as supporting and facilitating their self motivated employees Trait Theory, Behavioral Theory, Participative Theory, Contingency Theories, Situational Leadership

Fiedler's Contingency Theory

Theory stating that leadership effectiveness is dependent on the characteristics of the leader and the characteristics of the situation.

Strategies to deal with the Negative risk:

These are referred to as Downside risk management tactics, they refer to the downside or negative in a risk: Avoid Transfer Mitigate Accept

Strategies to deal with the Positive risk:

These are referred to as Upside risk management tactics, they refer to the upside or positive in a risk: Optimize Enhance Share Ignore

Is leadership a set of behaviors that can be applied to different situations? (HR Competencies)

These are some of the prominent theories and categories research has generated in reference to this question: Four groups - Trait - Behavioral - Situational - Emergent theories

What role do high-potential employees have in succession planning and management? (Organization)

These employees, who were proactively identified as potential successors, participate in people development initiatives to acquire the necessary competencies. Effective succession planning has an important role in encouraging employee engagement, reducing employee turnover, and aiding retention. High-potential employees play a role in succession planning and management by participating in specialized individual development programs.

Action-Centered Leadership

These leaders accomplish their tasks through their teams not on their own

Why is it important to involve stakeholders at various points in a project? (People)

They can increase acceptance of the project's eventual outcome. The best answer is that stakeholder involvement can improve and increase acceptance of the project's outcome. Stakeholders do not always contribute to budget or have access to management. They can be users rather than influencers or funders.

What actions are characteristic of organizations that approach global assignments from the strategic-systematic perspective? (Workplace)

They coordinate critical functions among the home office and foreign locations. Organizations can develop future leaders and other high-value talent by creating assignments in other countries. An organization may approach international assignments from either a strategic-systematic or a tactical-reactive perspective. Using the tactical-reactive perspective, an organization focuses attention as problems arise rather than coordinating and controlling functions among the home office and foreign locations. Certainly, the strategic-systematic approach is more cost-effective and yields much better long-term results.

An organization has become dysfunctional: Morale is low, reports of discipline-worthy offenses and conflicts with supervisors are increasing, and productivity is down. What would be the best way for HR to gain more information about possible causes? (People)

Third-party-administered survey Since the problem may be with employees' relationship with supervisors and/or management, ensuring the anonymity of employee feedback may be essential to gathering useful information. Using a third party to report anonymous results would be best. Online surveys usually offer some means of identifying the sender; focus groups are very public and in this case could become very negative and unproductive. Individual interviews are time-consuming and may not provide a sufficiently large sample.

Fieldler's Contingency Theory

This is a contingency theory: The success of a leader depends on the interaction between characteristics of the situation and characteristics of the leader. The Theory depends on Situation Favorability between three factors: Leader-member relations, Task Structure and Position Power There are 8 unique situations that determine favorability Contains two types of leadership: Task-oriented and Relationship-Oriented. Style is fixed, seek out situation that fits (leader-member relations, task structure, position power).

Multi-criteria decision analysis (MCDA)

This technique utilizes a decision matrix to provide a systematic analytical approach for establishing criteria, such as risk levels, uncertainty, and valuation, to evaluate and rank many ideas.

How are disputes regarding interpretation of a clause in a current union contract generally resolved? (Organization)

Through grievance procedures. A collective bargaining agreement almost always includes a formal grievance procedure. This process provides an orderly way to resolve the inevitable differences of opinion in regard to the union contract.

A CEO who prides herself on "bootstrapping" her way to the top is threatening to cut the training budget because it represents a cost with no measurable benefit. Which is the best way for HR to demonstrate return on investment of training budgets? (People)

Tie the investments made in training back to the profitability of the company. If the CEO's complaint is that training provides no benefits, HR must be prepared to defend the budget by demonstrating the return on training dollars. Additionally training directly relates to employee productivity and retention and while there is a metric for productivity, employee retention maybe difficult to calculate in terms of numbers The two other responses are reactionary and ineffective.

What is the primary benefit of using a risk register in a risk management system? (Workplace)

To create transparency and accountability. A risk register documents risks that have been identified, assessments, management strategy, and individuals responsible for implementing and monitoring the strategy. While it may include information about key risk indicators that signal increasing risk, it is not a process used to identify these indicators.

Why do HR departments conduct annual compliance audits? (Organization)

To ensure that HR activities are aligned with current and new legal requirements. An HR compliance audit helps an organization manage the risk that HR activities are not fulfilling the requirements of existing laws and regulations and any new requirements that have been implemented in the previous year. Awareness of requirements is not sufficient; the audit requires evidence of compliant behavior. The focus of the audit is not strategic focus or efficiency, although some audits may be designed for those purposes.

What is one key purpose of the preliminary assessment stage of the diversity and inclusion strategic process? (Workplace)

To identify current needs in order to set corresponding priorities, goals, and objectives. A successful strategy must start with a detailed assessment of the organization's current state. The purpose is twofold: (1) to identify current needs in order to set corresponding priorities, goals, and objectives and (2) to provide benchmarks against which the success or failure of subsequent diversity and inclusion strategies can be measured.

How does management use tools like the growth-share matrix? (People)

To prioritize investment of resources The growth-share matrix and similar tools are used to prioritize investment by identifying where in the organization the greatest value lies. The assumptions are that a growth trend (rather than stasis or decline) predicts greater value and a larger market share indicates a stronger competitive position.

What is a common mistake made during succession planning?

To view the global succession plan as the sum of all of the local succession plans. An approach that merely tabulates local requirements is likely to do a fine job of identifying local needs, but it will tend to overlook the requirements and opportunities of the comprehensive global organization.

What is a common mistake made during succession planning? (Organization)

Blake and Mouton's Managerial Grid (HR Competencies)

Tool for training managers in leadership styles that would enhance organizational efficiency and effectiveness and stimulate the satisfaction and creativity of individual workers. The ideal position on the Blake-Mouton grid is that of a nine on Production/Task and nine on the People - the Team Leader. Team Leadership is seen as the approach that will obtain maximum productivity from employees.

Risk scorecard (Workplace)

Tool used to gather individual assessments of various characteristics of risk (e.g., frequency of occurrence, degree of impact/loss/gain for the organization, degree of efficacy of current controls). 1) Event probability 2) Speed of onset 3) Existing mitigation 4) Severity of impact.

A global organization that employs many people on international assignments has developed a crisis management plan related to potential terrorist attacks. How can HR evaluate plan effectiveness? (Workplace)

Train, test, and conduct drills. The only way to evaluate plan effectiveness is to train, test, and conduct drills. Practice will quickly identify what works and which barriers must be overcome. Surveys will provide opinions but not outcomes. Similar plans that were successful offer no guarantee of success in different circumstances. Although reformed terrorists might shed light on the plan, plan effectiveness must be tested.

Faced with declining sales for an older product line, management decides to eliminate one sales group and shift responsibilities to another sales group. How will this affect costs related to human capital? (Organization)

Training costs will increase. As the sales workforce shrinks, labor costs will decrease and will stay that way unless the sales force is increased. However, this decrease in labor costs will be offset temporarily by increased training costs and HR budget needs because the existing sales force will have to be trained on the old product line. Incentive levels are controlled by a separate decision: whether to manage sales levels by adjusting incentives.

Summary of Leadership Theories

Trait - Leaders are identified through certain innate characteristics that followers do not posses and cannot acquire such as physical characteristics and personality traits. Great Man theory. Behavioral - Leaders influence group members through certain behaviors. Blake-Mouton theory Impoverished manager (low task, low consideration) Authoritarian (high task, low consideration) Middle of the road manager (middle point) Country Club manager (low task, high consideration) Team leader (high task, high consideration, this is the one Everyone strives for) Situational Theories- Leaders can flex behaviors to meet the needs of unique situations, employing both task with employees. Hersey-Blanchard Situational Leadership Theory (Change style to the situation) Telling Selling Participating Delegating A leader is most effective when the leader's skills match the needs of the situation - both task and team. Fielder's Contingency Theory (Change the situation but not the style) Leader-member relationships are strong. Task structure and requirements are clear. The leader can exert the necessary power to reach the group's goal. Unfavorable situations must be changed to improve group and leader effectiveness. Path-Goal Theory (Provide a Path through situation) Leader performs the behavior needed to help employees stay on track toward their goal. Different types of employee needs: Directive-help the employee understand the task and its goal. Supportive-try to fulfill employee's relationship needs. Achievement-motivate by sitting challenging goals. Participative-provide more control over work and leverage group expertise through participative decision making. Emergent - Leaders are not appointed but emerge from the group, which chooses the leader based on interactions. Leaders are not appointed but emerge from the group, which chooses the leader based on interactions.

Leadership Theories

Trait Theory, Behavioral Theory, Participative Theory, Contingency Theories, Situational Leadership

Ethical Workplaces (HR Competencies)

Transparency, Honesty, Confidentiality, Protecting the Rights of Others.

4Ts

Travel, teams, training and transfers. Strategies for creating a global mindset and enhancing multicultural awareness of leaders and senior management

Universal Characteristics of leaders: (HR Competencies)

Trustworthy, just, honest, decisive, encouraging, motivational, organized, dynamic, etc.

Force Field Analysis

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.

lagging indicators

Type of metric describing an activity or change in performance that has already occurred

Equal Pay Act (EPA) (Workplace)

U.S. act that prohibits wage discrimination by requiring equal pay for equal or "substantially equal" work. An amendment to the FLSA that prohibits sex discrimination in pay.

Griggs v. Duke Power

U.S. case that recognized adverse impact discrimination.

Burlington Industries, Inc. v. Ellerth

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

Drug-Free Workplace Act

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.

Lilly Ledbetter Fair Pay Act of 2009

Under this law, each time a person is paid discriminatory wages, benefits, or compensation, a cause of action arises and the victim has 180 days to file a complaint.

A company has a contest in which the work unit with the lowest accident rate each month is awarded a pizza lunch and two hours off with pay. What is a possible effect of this program? (Workplace)

Under-reporting of workplace injuries Incentives based on injury reports can be problematic because they can lead to under-reporting of workplace injuries by employees intent on achieving the incentive. The program would not increase understanding of safety requirements, and it might actually harm collaboration and teamwork, such as sharing of safety tips and experiences, by emphasizing competition.

What recommendation would you make to a new HR practitioner concerning working arrangements with independent contractors (ICs)? (Workplace)

Understand the IRS considerations for IC classification. The relationship with an IC can create many compliance issues, so understanding the IRS guidance on determining independent contractor status is critical. Ideally, ICs would work off site and create their own daily work schedules. Having them agree to company policies seems like an employer-employee relationship. At the same time, ICs cannot be allowed full control over deliverables and schedules.

What is the key challenge in balancing stakeholder needs in a global organization? (HR Competencies)

Understanding cultural expectations of stakeholders~ In a global organization, the expectations of stakeholders are closely tied to the culture. Expectations may vary widely from one location to another. For example, employee benefits may vary from country to country.

ULP

Unfair Labor Practice is a violation of employer or employee rights under labor law.

Lewin Change Model

Unfreezing (the current state), Moving (move toward new state), and Refreezing (when they get to the point where they are productive and accepting of the change).

Porters' Five Forces (HR Competencies)

Used to identify opportunities or threats. Bargaining power of suppliers, threat of substitution, bargaining power of buyers, threat of entry. (analyzing the competitive external landscape)

Risk Management (Workplace)

Using strategies to reduce the amount of risk (the degree of likelihood that a person will become ill upon exposure to a toxin or pathogen).

After a period of steady growth, business has leveled off, and HR has been tasked with finding areas to cut costs. Which metric could be used to support a decision to outsource a function or area and decrease internal head count? (Organization)

Vacancy costs Vacancy costs are the costs of substitute labor (temporary workers, contractors, outsourcing partners) minus wages and benefits not paid because of vacancy.

Vacancy Costs

Vacancy costs incurred by a company during turnover primarily include supervisory time, pay rates to prevent separations, and exit interview time. Costs of substitute labor - wages and benefits not paid because vacant.

Vacancy costs. Vacancy costs are the costs of substitute labor (temporary workers, contractors, outsourcing partners) minus wages and benefits not paid because of vacancy.

Vision Statement (People)

Vision statements are used to create a better understanding of the organization's overall purpose and direction. A formal articulation of an organization's vision or mission.

CSR (Corporate Social Responsibility)

Voluntary actions taken by a company to address the ethical, social, and environmental impacts of its business operations and the concerns of its stakeholders.

During the interview process, the president says that there are no job descriptions and no formal compensation structure and that the benefits are the same as when the company started. The president directs the HR director to create an HR plan and catch up on the recruiting requests for the growing company. On the HR director's first day, there is no formal onboarding process. The president walks the HR director to the new HR office, offers to help with any questions, and walks away. What should the HR director do first?

Walk around to meet the colleagues in the office. A is the best response. Considering that the company has not had a formal HR presence in the past, the HR director will need to establish credibility and trust at a very early stage so the employees understand that HR is there to help the business by helping them. It is important that the employees know who the new leader is so they can start accessing HR immediately, and it is important that the HR director begin to learn the names, faces, and positions of the employees in the company.

A not-for-profit organization conducts a SWOT analysis and determines that its limited global presence prevents it from delivering its message to those who could use its services. What type of SWOT information is this? (Weakness)

Weakness Strength Weakness Opportunity Threat This is an example of an internal problem or weakness. In a SWOT analysis, strengths and weaknesses reflect the internal environment of the organization.

Human economic value added

Wealth created per employee. Wealth created per employee net profit-cost of capital/full time head count.

The HR manager wants to review existing technology policies with the team to identify gaps to be closed and information to be updated. She wants to share text, graphics, and images with all meeting participants but not allow participants to change the documents. Which technology will best accomplish the HR manager's objectives? (Organization)

Webconferencing Webconferencing will enable sharing of documents so everyone is looking at the same screen at the same time. Teleconferencing is limited to a phone so images can't be shared. While videoconferencing reinforces that in-person connection, it doesn't allow for ease of document sharing. Telepresence is more sophisticated than necessary for the manager's objectives.

According to the Fair Labor Standards Act, when must overtime be paid to a nonexempt employee? (Workplace)

When the employee works 43 hours in a week even though he/she is salaried. All nonexempt workers must be paid overtime pay: 1.5 times their regular rate of pay for hours worked in excess of 40 hours in any workweek. The regular rate of pay includes basic pay plus nondiscretionary bonuses, shift premiums, production bonuses, and commissions. It does not include other supplemental earnings such as discretionary bonuses, employers' contributions to benefit plans, pay for unworked hours, or small noncash gifts on special occasions (generally valued under $25, such as a holiday turkey).

What is a primary design consideration when procuring a "best of breed" (BoB) HRIS solution? (Organization)

Working with one or more vendors Organizations that implement a BoB strategy pick the best applications for each HR functional area, working with one or more vendors. For example, the organization might use a recruiting solution from one vendor and a payroll system from another. The democratization of HR data describes expanding access to many users (such as employees, managers, health insurers, workers' compensation carriers, senior executives, job applicants, and regulatory agencies) and may apply to BoB or integrated solutions. The other choices here are characteristics of integrated solutions.

A floundering global company headquartered in Silicon Valley has been mired in disputes between the leaders. To stop the heated debates and move forward, a new president from Japan has been brought on board. He is expected to bring fresh perspectives and approaches. The new president wants to establish works councils to increase efficiency, promote harmony, and address grievances. Why will this initiative fail? (Organization)

Works councils violate the National Labor Relations Act. There are no works councils in the U.S. because they are seen as violations of section 8(a)(2) of the National Labor Relations Act, which prohibits company-dominated unions.

Conventions/treaties

Written contracts among nations. A binding agreement among national governments.

HR is asked to represent the people perspective on a strategy team and to be ready with an integration plan so the strategy can move quickly once government approval is secured. The goal is to retain talent, build capacity to handle the new business potential, and drive the business to be profitable at the end of the first year following the acquisition. HR decides that it will use a special purpose team made up of representatives from its business units. HR must also decide how to integrate this strategy into its own ongoing employee engagement strategy; this project has been under way for a while. Materials are being produced to describe the organization's culture and identify the competencies as well as skills needed for success across the organization. Will this idea of a special purpose team be effective, given this organization's past and its desired future? (HR Competencies)

Yes, it reinforces the "third company" vision and its organizational culture. D is the best answer. Creating a team with members from different entities can help model a consistent culture and message that can be communicated to acquisitions as they occur. A and B are incorrect. If handled correctly, this approach should be effective. C is incorrect, as this is not the only reason. It could also help model a consistent culture and message that can be communicated to all acquisitions.

An employee is observed not using required protective gear, although this is policy and the employee has attended training on this. At a meeting, the charge is explained and the employee is given a chance to explain. Unconvinced, the manager places the employee on unpaid leave for one week, as policy dictates. Has this infraction been handled correctly? (Organization)

Yes, the evidence is sound and performance expectations have been explained. The discipline has been handled correctly because the employee has been made aware of expectations, has been observed not following policy, and has been given a chance to explain. Even if the infraction involves safety, due process must be followed. The employer's discipline process may or may not include peer review and may involve warnings first rather than immediate discipline, although a safety infraction may merit immediate action. Warnings should be documented in writing.

How are laws made?

start in Congress - a member of the House of Rep or Senate starts by writing a bill (or a draft); the House of Representatives and the Senate both must vote to make the bill law; then send the bill to the President, who decides whether or not to sign the bill (President can veto/reject, and the Congress and House of Rep can override/bypass the Pres with 2/3 vote); the bill then becomes law

Selection process

the screening of job applicants to hire the best candidate. screening job applicants to ensure that the most appropriate candidates are hired.

Enhance

to improve The risk by increasing the likelihood of its impact.

Ignore

to pay no attention to Take no action

to take or receive

Engaging and Preparing Stakeholder

-SWOT -Multi Criteria -Cost benefit -Force field analysis

Leadership Approaches (HR Competencies)

-trait -functional -styles -situational -transformational

4 branches of Emotional Intelligence, Salovey & Mayer:

1) Perceiving emotion-Identifying your own and others' emotions and controlling your own 2) Using emotion to facilitate thought-Decision making, problem solving, etc., within the context of emotions. (i.e. Boss not in a good mood so you should not ask for a raise) 3) Understanding emotion-Interpreting complex emotions and understanding their causes 4) Regulating emotion-Detaching from emotions when they get in the way. (Put it aside, detaching from others emotions)

Goleman's 5 components of Emotional Intelligence Quotient:

1) Self-awareness-Becoming aware of your emotions and needs and their effect on work relationships. 2) Self-regulation-Learning to control and accommodate one's emotions 3) Motivation-Possessing a passion for the job or current objective 4) Empathy-Being aware and accepting of the importance and legitimacy of others' emotions (for team building) 5) Social skills (social intelligence)-Being able to create connections or rapport with others. (Telling a person they have to work this weekend then saying you have Monday or Tuesday off)

Lockout

A company tool to fight union demands by refusing to allow employees to enter its facilities to work. An employer may also voluntarily stop work at an operation through a lockout. A lockout occurs when an employer shuts down operations to prevent employees from working.

Global organization (Workplace)

A global organization is one whose every process, action, and decision is firmly rooted in a carefully conceived global strategy. The new global enterprise may be a corporation, a governmental agency, a nongovernmental organization, a nonprofit, an association or an educational institution. An organization that chooses to locate a facility based on the ability to effectively, efficiently, and flexibly produce a product or service, using cultural differences as an advantage. An organization that operates and competes in more than one country.

Strategy (Workplace)

A long term plan. Are long term, are things that are long term goals. Strategies Do Not change that much. A plan of action or policy designed to achieve a major or overall aim. Plan of action for accomplishing an organization's overall and long-range goals. Strategy ~Larger, overall plan that can comprise several tactics. ~Broad, "big picture" ~Over time, long periods of time, future-oriented. ~A year of advertising and marketing plans for a company

The difference between a strategy and a tactic: (Workplace)

A strategy is a larger, overall plan that can comprise several tactics, which are smaller, focused, less impactful plans that are part of the overall plan.

Authentic Leadership or Transformational leadership (HR Competencies)

A style in which the leader is true to himself or herself while leading. Leadership now is seen as associated with an organizational or group role, and models now place greater value on different behaviors.

Task conflict (constructive conflict)

A type of conflict in which people focus their discussion around the issue while showing respect for people who have other points of view.

Recognizing that employees have different levels of knowledge, skills, and abilities as it relates to technology, what is the human resource director's first step in the training process? (People)

A. Contact the smartphone vendor to determine the types of training programs and support they offer and provide this information to employees who are first-time users. B. Conduct a needs assessment to determine the knowledge, skills, and abilities of each of the employees. C. Distribute the phones to employees during a company meeting and provide optional web-based training. D. Provide the phones and instruction manuals to the supervisors to distribute to the employees. The employees should read the instruction manual, and, if they have any questions, they should contact the human resource director. B is the best answer. The first step in the ADDIE model is to conduct an assessment to identify gaps and to determine the training that needs to be provided. A is incorrect. This would not be the first step, although it may be an option for additional training if needed. C is incorrect. A needs assessment would need to be conducted prior to determining whether this is a viable approach. D is incorrect. This may be an option for employees who have the knowledge, skills, and abilities but not for the employees who have never used a smartphone.

Globalization (Workplace)

Actions or processes that involve the entire world and result in making something worldwide in scope. The process by which businesses or other organizations develop international influence or start operating on an international scale. Others characterize the dimensions of globalization as a web of interconnectedness of the movement of people (labor) and knowledge (technology) across borders. Thomas L. Friedman calls it Globalization 3.0, when PESTLE, political, economic, social, technological, legal and environmental all converged.

Which growth strategy is commonly used to accelerate the path to globalization?

Alliances

ADDIE model (People)

Analysis Design Development Implementation Evaluation Five-step instructional design process that governs the development of learning programs. Analysis/Assessment - First phase of ADDIE is analysis or assessment, data is collected to identify gaps between actual and desired organizational performance. A needs analysis assesses and identifies developmental needs at three levels: organizational, task and individual. Design- Second phase of ADDIE is design. During this important phase broad goals and objectives are developed and broad plans for the treatment of the content and the strategy for implementation are made. The outcome of the design phase is an architecture or rough sketch of what the final program will look like. Development - Third phase is the development phase, during this phase materials are created, purchased or modified to meet the stated objectives. Existing or old materials both need either minor modifications or to be developed. Case studies; Round robin; Role plays; Structured exercises; Simulations; Fishbowl activities; T-groups. Implementation - Is the phase of ADDIE where the program is delivered to the target audience. Pilot programs, revisions to content, announcements and launch events, participant scheduling, and preparation of the learning environment, are done during implementation. Evaluation - The final phase of ADDIE involves measuring the effectiveness of the training. Evaluation consists of comparing the program results to the established objectives to determine whether the original needs were met. Evaluation methods: Donald Kirkpatrick's Four Levels at which training can be evaluated: Reaction (Level 1) Learning (Level 2) Behavior (Level 3) Results (Level 4) Instructional systems design framework consisting of five steps that guide the design and development of learning programs.

What critical role does HR need to assume in light of today's globalization forces? (Workplace)

Balancing policy standardization to reflect an organization's global strategy with policy localization to reflect national cultures and laws Globalization has made the role of HR more critical and more complex. In developing and implementing global strategies, global HR must constantly balance standardization of policies influenced by the organization's values and global strategy with the need to localize these policies through programs and practices that reflect organizational and national cultures and local laws.

What critical role does HR need to assume in light of today's globalization forces? (Workplace)

After a workplace survey showed that it was not perceived as "employee-friendly," an organization decides to implement alternative dispute resolution (ADR). Which type of ADR would be most appropriate? (Organization)

Chosen officer. A chosen officer ADR system allows employees to select an arbitrator from a list of managers/officers. This provides a greater sense of empowerment and control over the situation. An ombudsperson can mediate but not resolve disputes. This may not substantively increase the quality of the workplace. A single designated officer system, in which management designates the arbitrator, probably will not increase employee trust if the officer does not already have credibility or if the employee is intimidated and made to feel at a disadvantage by the structure and process of a formal arbitration.

What HR task is typically required by a multidomestic corporation? (Workplace)

An organization launched its first diversity and inclusion initiative roughly five years ago. In recent months, there has been an increase in younger people leaving the organization. In exit interviews, these employees complain about being ignored by management. Which kind of data should HR collect to help measure inclusion? (Workplace)

Data reflecting how these employees were treated and how they feel they were treated. To help measure inclusion, HR should collect data reflecting how the departing employees were treated and how they feel they were treated by management. This requires both objective and subjective data. The employees' participation on work-related committees doesn't necessarily reflect a feeling of inclusion, especially if they feel their views are ignored. Customer feedback about branding isn't relevant to employee inclusion. Demographic representation just addresses numbers of people in a category, not how included those people feel.

Motivation (HR Competencies)

Defined as factors that initiate, direct and sustain human behavior over time. Understanding why people behave the way they do helps leaders influence behavior by appealing to the right needs in the right way. A need or desire that energizes and directs behavior. Motivation is seen as more complex and central; irrelevant

An HR director has been assigned to develop a program to support the opening of new retail stores. Which step in the ADDIE process identifies the behavioral results of the program? (People)

Design Assessment DESIGN Development Evaluation Design is the Second phase of ADDIE. During this important phase broad goals and objectives are developed and broad plans for the treatment of the content and the strategy for implementation are made. The outcome of the design phase is an architecture or rough sketch of what the final program will look like.

Influencing (HR Competencies)

Effective leaders are able to influence others to engage their support or collaboration or to resolve conflicts. Influence relies on using one's power to change others perceptions or actions. The process of a leader communicating ideas, gaining acceptance of them, and motivating followers to support and implement the ideas through change.

Are the effects of diversity on an organization's branding efforts most likely to be positive or negative? (Workplace)

Either positive or negative. The positive image of being a diverse, global, inclusive organization can in and of itself be a marketing advantage and selling point, helping the organization to connect and identify a brand with diverse markets. However, targeted marketing efforts that attempt to focus on specific diversity identity groups can, over time and by cumulative effect, start to blur the core brand image.

Empathy Empathy enables one to acknowledge and understand others' emotions. In a diverse organization, where one person's emotional response may be inexplicable to someone with a very different background, this is a critical skill. The other components listed can be of help in arriving at and implementing a solution, but empathy is the starting point for determining the problem.

Functional Structure Advantages

Encourages learning from others doing similar jobs. Easy for managers to monitor and evaluate workers. Allows managers to create the set of functions they need in order to scan and monitor the competitive environment.

PAPA-Prepare Act Park Adapt (Workplace)

Evaluating Risks - Risk prioritization matrix, PAPA model Vertical axis the speed of change-Slow to Fast. Horizontal axis access the degree of likelihood-Low to High. P A P A Prepare events are not likely to happen but will materialize quickly if they do occur. That means contingency plans must be in place and early indicators defined. Act events are both highly probable and fast moving. These threats and opportunities require immediate responses in terms of enhancing the chances for opportunities and decreasing the chances of a threat occurring or creating significant damage. Park events are slow-moving and unlikely. They merit monitoring for changes in their characteristics but not investment in mitigation or contingencies. Adapt events are actually slowly materializing trends that may affect the organization significantly.

What action during the termination process might violate an employee's due process? (Organization)

Failure to offer an opportunity for the employee to explain actions. Employees may claim violation of due process if they are not allowed a chance to question evidence and defend themselves. Due process does not necessarily involve ADR or peer review. Warnings are not required in terminations for summary offenses. After investigation and hearing, an employee can be terminated immediately for a summary offense.

Examples of Industrial Actions: (Organization)

General strike - Work stoppage. Sit-down strike - Refusal by workers to work Sympathy strike - Action taken in support of another union that is striking the employer. Wildcat strike - Work stoppage at union contract operations that have not been sanctioned by the union. Secondary action or Boycott - Attempt by a union to influence an employer by putting pressure on another employer. Work-to-rule - Situation in which workers slow processes by performing tasks exactly to specifications or according to job or task descriptions. (Slow down strike) Picketing - Positioning of employees at the place of work targeted for the action for the purpose of protest. (Huge Rat in front of your workplace) Picketing can be used the same as a strike but no work stoppage.

Daniel Goleman's views on emotional intelligence quotient: (HR Competencies)

Goleman's views on EIQ suggests the qualities that an organization's upper management and HR management will need to be able successfully promote EI throughout the organization. Emotional intelligence- knowledge/ability to manage emotions, respond appropriately to situations, and ability to make sound emotional decisions- argues this intelligence is more important in life than traditional math/verbal kind of intelligence that schools glorify The capacity to understand and manage your own emotional experiences and to perceive, comprehend, and respond appropriately to the emotional responses of others. (Goleman stated that people tend to lack the ability to manage their own emotions)

An employee has been selected for an international assignment. This first-time assignment is expected to last two to three years and involves full relocation. Why is a well-crafted global letter of assignment a key part of the assignment plan? (Workplace)

It addresses the terms and conditions of the assignment. A letter of assignment evolves from the assignment plan and addresses the business aspects of the assignment as well as compensation, benefits, and local work rules. Taking the time to ensure that the information provided is clearly articulated, thorough, consistent, and unambiguous sets clear and reasonable expectations between the employer and the employee. In turn, this information sets the stage for a successful first-time international assignment. A letter of assignment does not address culture shock or repatriation specifics (although it may include information about termination policies). Third-party vendors may still be needed through various phases of deployment, repatriation, or redeployment.

What is the underlying rationale for devising the four-layer model of diversity? (Workplace)

It provides a framework for understanding the range and complexity of diversity issues. Gardenswartz and Rowe's model attempts to provide a thorough, inclusive definition of diversity. It offers a useful framework for understanding the range and complexity of the issue of diversity. Perhaps the greatest benefit of this model is that it underscores the fact that we are all multidimensional.

Which of the following is a "push factor" for global expansion? (Workplace)

Need for new markets Organizations are pushed toward globalization in reaction to changes in the business environment (such as limited market opportunities in their home countries). The other factors listed here are "pull factors." Organizations are pulled toward globalization through the promise of achieving greater organizational value.

Rule of Law (HR Competencies)

No one is above the law. Authority is exercised only in accordance with written and publicly disclosed laws. Laws are enforced through due process procedures. Government is thereby restrained from abusing power.

Climate

Organization climate: Employee attitudes affect ability to retain and motivate employees. Local climate is what you should be focused on. Know about the outer shell so you can get to the inner shell. Overall weather in an area over a long period of time. Some have viewed culture to that of viewing an Iceberg. We see only the visible tip of the culture, the language, food, style of dress, and architecture, sometimes also the lifestyle and behavior. Hidden below are the beliefs and values. Climate changes due to rising levels of carbon dioxide and other gases do not recognize political borders.

How has the sustainability movement changed organizations' relation to their stakeholders? (Workplace)

An organization refers cases of serious employee infractions to a group of employees who are trained in due process. What alternate dispute resolution technique is the organization using? (Organization)

Peer review. Peer review is Establishes a panel of employees, or employees and managers, trained to work together to hear and resolve employee complaints. The panel may be led by an HR Professional. Peer review, may not change organization policy but may recommend changes are made to the policy. Peer review is sometimes limited to discharges and suspensions.

What motivates one person may not motivate another employee.

People are motivated by different things Theory X - Bad - People don't want to do anything; leaders believe that people must be strictly controlled and forced to work. Theory Y - Good - People want to do a good job; leaders believe that employees dislike rigid controls and inherently want to accomplish something. Wants rigid control and likes to com to work and Produce. Leaders have to understand what motivates people.

Functional structure

People with similar occupational specialties are put together in formal groups. An organizational structure composed of all the departments that an organization requires to produce its goods or services.

An HR task force has determined that storms that could interfere with the ability of critical personnel to reach work occur with moderate frequency in a particular area. Forecasting has become very good (but not perfect) at providing accurate advanced warning. The group is using a PAPA model to decide appropriate risk management strategies. What approach are they likely to take for this risk? (Workplace)

Prepare. It is best to prepare for events that unfold quickly (even with warning) and are moderately probable. A highly probable and fast-moving event might cause the organization to maintain capabilities that can be initiated immediately (e.g., redundant offices in other locations). This would be an Act strategy. Adapt strategies are for slow-moving events, such as foreseeable demographic changes. Park strategies are for rare events that unfold slowly.

The HR director and the management team of a small resort hotel are developing a strategy to remain union-free. A union's representatives are talking with the employees. What action should management take? (Organization)

Present the company's position and the union's strategy to the employees honestly. Be honest with the employees. Being dishonest will play into the union's potential future organizing campaign.

What is one thing an organization can do to help ensure a global assignment's success for both the individual and the organization? (Workplace)

Provide well-planned, ongoing training and support. Ongoing training and support is critical throughout the assignment, not just before. Both expatriation and repatriation require equal attention. Assignments should be viewed as a process, not an activity. All criteria, not just functional and communication skills, should be considered in candidate selection.

Maslow's Hierarchy of Needs (HR Competencies)

Pyramid in ascending order, from bottom to the top, from 1 to 5: (level 1) Physiological Needs ~ the need to meet basic physical needs or drives (level 2) Safety and Security ~ the need to feel secure and free from threats, to feel that the world has some order so that one can cope with events (Freedom from war, pollution off the job/Working conditions, employment security, compensation and benefits on the job) (level 3) Belonging and Love; Relationships, Love and Affection ~ the need to belong, to be respected, to be accepted and receive love (Family, friends, community groups off the job/Work groups, clients, coworkers, supervisors on the job) (level 4) Self Esteem ~ the need for respect and esteem in the eyes of oneself and others (Approval of family, friends, community off the job/Training, recognition, high status, increased responsibilities on the job) (level 5) Self Actualization ~ the need to fulfill one's potential, to be the best one can be (Education, religion, personal growth-off the job/Opportunities for growth development, problem solving, creativity on the job)

Maslow's Hierarchy of Needs (HR Competencies)

Pyramid in ascending order, from bottom to the top, from 1 to 5: (level 1) Physiological Needs, (level 2) Safety and Security, (level 3) Belonging and Love; Relationships, Love and Affection, (level 4) Self Esteem, (level 5) Self Actualization A lower level need must be relatively satisfied in order for a higher level need to emerge or serve to motivate. No need is ever totally satisfied. The theory's main strength is recognition and identification of individual needs for the purpose of motivating behavior.

ROI

Return on investment Gain from Investment - Cost of Investment/Cost of Investment ROI ex: Loaned $250.00 $500 - $250 = $250.00 You made 50% ROI Profitability ratio for a specific investment, such as a capital expense project. Its usually used to compare options.

Which company illustrates a geocentric global orientation as described by Perlmutter? (Workplace)

Tactics (Workplace)

Short term steps on the way to long term plan/objectives. Are short term. Are the companies short term goals. Changes are made often. An action or strategy carefully planned to achieve a specific end. The methods and actions taken to accomplish strategies. Tactic ~Plans, tasks, or procedures that can be carried out; may be part of a larger strategy. ~Narrow, "close-up" ~Soon or present. ~One of the ads from the planned marketing strategy.

Skill deficiencies may not be discussed openly. Culture will play a key role in the needs assessment. In a high power distance country, individuals may be reluctant to share skill deficiencies for fear of losing face. Needs analyses may be less effective if conducted participatively, and decisions regarding who should participate in training may be based on group membership.

Stakeholder (Workplace)

Stakeholder is Everyone. Someone other than a stockholder or creditor who potentially has a claim on the cash flows of the firm. A person or organization with an interest in a particular place or issue.

Globalization (Workplace)

Status of growing interconnectedness and interdependency among countries, people, markets and organizations worldwide. The process by which businesses or other organizations develop international influence or start operating on an international scale. Growth to a global or worldwide scale.

HR has four tools at its disposal in influencing managerial practices and developing new managerial skills, often referred to as the 4 Ts. Travel, training, and transfers are three of them. What is the fourth T, and what is its purpose? (Workplace)

Teams. Working on global teams and international projects helps executives develop cross-cultural management skills. The 4 Ts are travel, teams, training, and transfers. They can be valuable strategies for creating a global mindset and enhancing the multicultural awareness of leaders and senior managers. In regard to teams, managers can be trained to form all their teams with an eye toward diversity and inclusion (gender, generational, cultural, etc.), not just for its own sake but for the problem-solving and innovation advantages of more-diverse teams.

What is one key purpose of the preliminary assessment stage of the diversity and inclusion strategic process? (Workplace)

Collaborate (HR Competencies)

To work together, on a project; cooperate in an effort. Collaborate (or confront) is the best way for Conflict Resolution. The leader and those in conflict accept the fact that they disagree and look for a third way, a new solution to the problem of the conflict. The goal is a Win-Win solution. Conflict resolution in a multicultural organization will be more challenging.

What functions within an organization are most likely to experience increased costs due to increased diversity? (Workplace)

Training and recruitment. Diversity can increase costs for training in cultural awareness, communication, and team building, and it can increase costs and time frames for recruitment efforts, since a broader diversity-based talent search often requires new resources, procedures, and validation measures.

4Ts (Workplace)

Travel, teams, training and transfers. Strategies for creating a global mindset and enhancing multicultural awareness of leaders and senior management.

Conflicts of Law (HR Competencies)

Two or more laws that differ. Rules of law the courts use to determine that substantive law applies when there is an inconsistency between laws of different states or countries.

John French and Bertram Raven found 5 ways in which leaders can create power:

Types of Power 1) Legitimate power Created formally through a title or position 2) Reward Created when followers receive something they value in exchange for commitment (i.e. compensation, bonus, promotions) 3) Expert Created when a leader possesses great intelligence, insight or experience (IT professionals have expert power) 4) Referent Created by the force of the leader's personality (Based on their power) 5) Coercive Created when the leader has the power to punish nonfollowers. (Leader will punish people that do not follow them)

Unions and Strikes

Union is an association of workers, formed to bargain for better working conditions and higher wages.

SHRM-SCP Exam Study Prep

Ensembles d'études connexes

econ chp6

GI MEDSURG 1

Pharmacology II Exam 4 Chapter 29, 41, 42, 45

Chapter 5: Capitalization/Discount Rates

sports med test

V1 Chapter 6. Configuring Basic Switch Managment

Child Development Exam1

chpt 9 finance FRL301

English 9 Honors Final Study Guide

The Healthy People Initiative, Household Food Insecurity and Hunger

Chapter 9 Antimicrobial Chemotherapy

Psych Stat Exam 2

Child Psychology: Chs 7, 8, 9

Microeconomics (Chapt 3)

Data Science Quizlet

Marketing Chapters 9, 12, 13, 14, 15, & 16 Multiple Choice Questions

Recreational Waters

ECON1500 FINAL EXAM

Insurance

HTML Tutorial 1 (test study material)