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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.

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?

Alliances

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.

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.

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.

Workforce Management

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.

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

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.

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

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.

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.

PESTLE

Political, Economic, Social, Technological, Legal, Environmental

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.

What is navigation?

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

KPI (Key Performance Indicator)

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

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

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!

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

Trend/Variance detection tools

Look for anomalies in user or system behavior, such as invoices with increasing invoice numbers.

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

Engaging and Preparing Stakeholder

-SWOT -Multi Criteria -Cost benefit -Force field analysis

Eliminate certainty

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

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

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

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.

Branding Strategies

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

Risk Management

SWOT (People)

Strength, Weakness, Opportunity, Threat

SHRF

Structure of the HR Function

Unfair labor practice (ULP)

Violation of employee rights under a country's labor-relations statutes.

Engagement outcomes

say, stay and strive

Selection process

the screening of job applicants to hire the best candidate. screening job applicants to ensure that the most appropriate candidates are hired.

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.

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.

Leadership Approaches (HR Competencies)

-trait -functional -styles -situational -transformational

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%

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

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)

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.

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

Intrinsic motivation

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

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.

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

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.

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.

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

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.

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 is a sort of HR Metric.

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

Branding

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

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.

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.

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.

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.

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.

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.

Job Analysis

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

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.

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.

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. 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.

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.

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.

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).

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.

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

Griggs v. Duke Power

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

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.

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.

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

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.

Equal Pay Act (EPA)

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

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.

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.

ADDIE

Analysis, Design, Develop, Implement, Evaluate

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.

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.

Shareholder (Workplace)

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

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.

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.

Appraisal tools - Advantages and Disadvantages: (People)

Appraisal tools for good qualitative research in systematic reviews

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.

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.

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.

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.

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.

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.

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.

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)

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.

Global assignments

Based on business strategy

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-Power distance and D-Artifacts and products are outer layers. Power distance is not a layer at all.

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.

BoCK

Body of Competency and Knowledge

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.

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.

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.

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.

Corporate Social Responsibility Maturity Curve

CSR Maturity Curve

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.

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

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.

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.

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.

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 (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.

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.

Broadbanding

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

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.

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. 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.

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.

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.

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.

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.

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 required by a multidomestic corporation? (Workplace)

Changing

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

What HR task is typically required by a multidomestic corporation? (Workplace)

Maturity curves (People)

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

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.

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.

Explicit culture

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

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.

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.

Dashboard indicators (Organization)

Dashboard indicators (to) measure performance

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.

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 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.

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.

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.

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

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.

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.

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.

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.

D&I

Diversity & Inclusion

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.

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.

Assets (HR Competencies)

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

Employment Brand (People)

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

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.)

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.

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 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.

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.

EER

Employee Engagement and Retention

ELR

Employee and Labor Relations

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.

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.

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.

HR structures

Enterprise structure Personnel view Organizational charts

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.

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.

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.

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.

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.

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

External dimensions

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.

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.

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.

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.

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.

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.

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.

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.

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.

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

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.

Due Process (HR Competencies)

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

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.

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.

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

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.

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.

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)

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.

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

HRGC

HR in the Global Context

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.

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.

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.

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. 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").

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.

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.

HRC

Human Resources Competencies

Empathy (HR Competencies)

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

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.

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.

SWOT analysis (People)

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

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.

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.

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.

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.

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.

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.

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.

Leading

Inspiring and motivating workers to work hard to achieve organizational goals.

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.

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.

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

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

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 a major advantage of an organization having internal equity? (Total Rewards-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.

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 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.

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

Job enlargement

Difference between Job enlargement and Job enrichment (People)

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

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

Learning Styles (People)

Kinesthetic = Touch Visual = Seeing Auditory = Hearing The ways people think and learn.

KSAOs

Knowledge, Skills, Abilities and Other Characteristics. The knowledge, skills, abilities, and other characteristics that are required for successful job performance.

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.

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.

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)

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.

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.

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.

HR Managers may act as both...... (Leadership and Navigation)

Managers and Leaders - Managing and Leading

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.

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

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

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.

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.

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.

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.

NLRA (Wagner Act)

National Labor Relations Act

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 (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)

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.

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.

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.

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.

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.

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.

Forms of ADR-Alternate Dispute Resolution (Organization)

Open-door policy; Ombudsperson; Single designated officer; Chosen officer; Peer review; Mediation; Arbitration.

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.

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.

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.

OED

Organizational Effectiveness and Development

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.

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.

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

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).

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.

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.

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

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.

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.

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.

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.

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.

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.

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.

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.

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 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 (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.

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.

TA-Talent Acquisition

Process of finding and hiring high-quality talent needed to meet the organization's workforce needs

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.

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").

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.

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.

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.

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.

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.

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.

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)

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 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.

Kirkpatrick identified four levels at which training can be evaluated. At which level would you be evaluating return on investment? (People)

Results.

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.

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.

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.

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.

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.

Which company illustrates a geocentric global orientation as described by Perlmutter? (Workplace)

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.

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.

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.

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.

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

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.

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.

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.

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.

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.

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.

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.

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

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

Stay interviews (People)

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.

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.

Refreezing

Supporting and reinforcing new changes so that they stick. Strengthening the new behaviors that support the change.

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.

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.

Blake Mouton's Trait Leadership

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

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.

Technology Management

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.

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

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.

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.

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.

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.

Downstream (Workplace)

The direction in which a stream is flowing.

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.

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.

Social intelligence (HR Competencies)

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

Social intelligence (HR Competencies)

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

Strategic (management) planning

The managerial process of developing and maintaining a match between an organization's resources and its market opportunities

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

Career Planning

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

Negative reinforcement

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

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.

Navigation

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

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.

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

Accounts Receivable (HR Competencies)

The total amount of money owed to a business. Money an organization's customers owe the organization. Asset

Blended learning (OME)

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

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

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.

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).

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 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.

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.

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.

Total Rewards

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.

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

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)

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.

Unions and Strikes

Union is an association of workers, formed to bargain for better working conditions and higher wages.

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.

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.

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.

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.

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.

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.

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

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.

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.

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