Final HR Test

High-Performance Work System

The right combination of people, technology, and organizational structure that fully utilizes an organization’s resources and opportunities to achieve its goals.

Learning Organization

An organization that continuously develops its capacity to acquire and share knowledge, adapting quickly to changes in the environment.

Continuous Learning

A concept where employees are continuously acquiring and applying knowledge to improve their skills and the organization’s processes.

Employee Engagement

The level of commitment and enthusiasm employees feel toward their work and organization, contributing to organizational success.

Brand Alignment

The consistency of employees' behaviors with the organization’s brand identity and values.

Transaction Processing

The computations and record-keeping activities required for daily organizational operations such as payroll and tracking employee attendance.

Decision Support Systems

Computer systems that combine data and analytical models to support decision-making processes.

Expert Systems

Computer systems that mimic human reasoning to solve complex problems using a set of rules derived from experts.

HR Dashboard

A visual display of HR metrics that provide an overview of key performance indicators in real time.

Cloud Computing

Storing and accessing data and programs over the internet instead of on local computers or servers.

HRM Audit

A formal review of human resource management policies, practices, and systems to determine their effectiveness.

HR Analytics

The analysis of HR data to make evidence-based decisions that improve workforce performance and organizational outcomes.

Performance Management

The process of ensuring employees' activities and outputs align with the organization’s goals.

Simple Ranking

A method of performance appraisal where employees are ranked from highest to lowest performer.

Forced-Distribution Method

A performance evaluation method that assigns a certain percentage of employees to each category in a set of categories.

Paired-Comparison Method

A performance measurement method that compares each employee with every other employee to establish rankings.

Graphic Rating Scale

A performance evaluation method that lists traits and provides a rating scale for each trait.

Mixed-Standard Scales

A performance appraisal method that uses several statements to describe each trait, producing a final score for each trait.

Critical-Incident Method

A method of performance appraisal that involves gathering examples of an employee’s positive and negative behaviors.

Behaviorally Anchored Rating Scale (BARS)

A method of performance evaluation that rates behavior in terms of specific statements describing different levels of performance.

Behavioral Observation Scale (BOS)

A variation of BARS that uses all behaviors necessary for effective performance to rate employees.

Organizational Behavior Modification (OBM)

A performance management approach where specific behaviors are reinforced to achieve desired outcomes.

Management by Objectives (MBO)

A performance management method where goals are defined collaboratively, and progress is reviewed periodically.

360-Degree Performance Appraisal

A performance evaluation process that gathers feedback from an employee’s supervisors, peers, subordinates, and sometimes customers.

Calibration Meeting

A session where managers discuss employee performance ratings to ensure they are consistent and aligned.

Interactional Justice

A judgment that the organization carried out its actions in a way that took the employee’s feelings into account.

Hot-Stove Rule

A principle of discipline that gives warnings and applies consequences that are consistent, objective, and immediate.

Progressive Discipline

A disciplinary process where increasingly severe consequences follow each violation of the rules.

Alternative Dispute Resolution (ADR)

Methods such as mediation or arbitration used to resolve disputes without litigation.

Open-Door Policy

A conflict resolution approach where employees are encouraged to bring their grievances to a manager or higher authority.

Peer Review

A process for resolving disputes where a panel of employees hears the case and makes a decision.

Mediation

A process by which a neutral third party helps resolve a dispute but does not impose a solution.

Arbitration

A dispute resolution process where a third party determines a binding solution.

Employee Assistance Program (EAP)

Programs designed to help employees deal with personal issues that could affect their work.

Outplacement Counseling

Services to help employees transition to new jobs after termination.

Job Withdrawal

A set of behaviors to avoid work physically, mentally, or emotionally.

Quiet Quitting

The act of doing only the bare minimum required for a job, disengaging from additional responsibilities.

Role

The set of expected behaviors associated with a job.

Role Ambiguity

Uncertainty about what is expected from an employee in a job.

Role Conflict

A situation in which the expectations of a role are incompatible or contradictory.

Role Overload

A condition where too many demands or expectations are placed on an employee.

Job Involvement

The degree to which a person identifies with their job and views their performance as essential to their self-worth.

Organizational Commitment

The degree to which an employee is dedicated to the organization and its goals.

Job Satisfaction

A positive feeling resulting from evaluating one’s job characteristics.

Role Analysis Technique

A process for determining and clarifying role expectations of employees.

Stay Interviews

Conversations with employees to learn what keeps them engaged and committed.

Exit Interview

A meeting with a departing employee to discuss their reasons for leaving.

Human Resource Management (HRM)

The process of managing people in organizations to achieve organizational goals.

Human Capital

The skills, knowledge, and experience possessed by an individual or population, viewed in terms of their value to an organization.

Job Analysis

The process of determining the tasks, duties, and responsibilities of a job and the qualities needed to perform it.

Job Design

The process of organizing tasks, duties, and responsibilities into a productive unit of work.

Recruitment

The process of finding and attracting capable applicants for employment.

Selection

The process of choosing the most suitable candidate for a vacant position.

Training

The process of improving the skills, capabilities, and knowledge of employees.

Development

The process of preparing employees for future responsibilities through acquiring new skills and knowledge.

Performance Management

A systematic process to improve organizational performance by developing the performance of individuals and teams.

Workforce Analytics

The use of data and statistical analysis to understand and improve workforce performance.

Human Resource Planning

The process of identifying and analyzing the need for and availability of human resources.

Talent Management

The systematic attraction, identification, development, engagement, retention, and deployment of individuals with high potential.

Evidence-Based HR

The practice of making HR decisions based on data, facts, analytics, scientific rigor, and critical evaluation.

Sustainability

The ability to maintain or improve performance in a way that does not exhaust resources or harm future generations.

Stakeholders

Individuals or groups that have an interest in the success and decisions of an organization.

Ethics

The principles of conduct governing an individual or a group.

Internal Labor Force

The employees currently employed by an organization.

External Labor Market

Individuals actively seeking employment outside the organization.

High-Performance Work Systems

A set of management practices that promote high levels of organizational performance.

Knowledge Workers

Employees whose main capital is knowledge.

Employee Empowerment

Giving employees the authority, tools, and information they need to do their jobs with greater autonomy.

Teamwork

The collaborative effort of a group to achieve a common goal.

Total Quality Management (TQM)

An organizational approach to continuous improvement in all aspects of performance.

Reengineering

The radical redesign of business processes for dramatic improvements.

Outsourcing

The practice of having certain job functions done outside a company instead of having an in-house department or employee handle them.

Offshoring

Moving jobs to countries with lower labor costs.

Reshoring

Bringing jobs back to the home country from overseas.

Expatriates

Employees who are sent by their employer to work in another country.

Human Resource Information System (HRIS)

A system used to collect, record, store, manage, deliver, and present HR data.

Cloud Computing

The delivery of computing services over the internet.

Artificial Intelligence (AI)

The simulation of human intelligence in machines that are programmed to think and learn.

Self-Service

A system that allows employees to access and manage their own HR-related tasks.

Psychological Contract

The unwritten expectations employees and employers have about the nature of their work relationship.

Alternative Work Arrangements

Flexible work options such as telecommuting, compressed workweeks, and job sharing.

Gig Economy

A labor market characterized by the prevalence of short-term contracts or freelance work.

Equal Employment Opportunity (EEO)

The principle that all individuals should have equal treatment in all employment-related actions.

Equal Employment Opportunity Commission (EEOC)

A federal agency that administers and enforces civil rights laws against workplace discrimination.

Affirmative Action

Measures taken to increase the representation of women and minorities in areas of employment, education, and business.

Disability

A physical or mental condition that limits a person's movements, senses, or activities.

EEO-1 Report

A compliance survey mandated by federal statute and regulations that requires company employment data categorized by race/ethnicity, gender, and job category.

Uniform Guidelines on Employee Selection Procedures

Guidelines issued to help employers comply with federal laws that prohibit employment practices that discriminate on the basis of race, color, religion, sex, or national origin.

Office of Federal Contract Compliance Programs (OFCCP)

The agency responsible for ensuring that employers doing business with the federal government comply with the laws and regulations requiring nondiscrimination.

Disparate Treatment

Intentional discrimination against individuals based on their membership in a protected class.

Bona Fide Occupational Qualification (BFOQ)

An employer's defense to acknowledge that a particular trait, such as gender or religion, is necessary for the job.

Disparate Impact

Practices that are not intended to discriminate but, in fact, have a disproportionately adverse effect on a protected group.

Four-Fifths Rule

A guideline generally used to determine whether there is evidence of adverse impact.

Reasonable Accommodation

Adjustments or modifications provided by an employer to enable people with disabilities to enjoy equal employment opportunities.

Sexual Harassment

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature in the workplace.

Occupational Safety and Health Act

A law enacted to ensure that employers provide employees with an environment free from recognized hazards.

Occupational Safety and Health Administration (OSHA)

A federal agency that sets and enforces protective workplace safety and health standards.

Job Hazard Analysis Technique

A process that focuses on job tasks as a way to identify hazards before they occur.

Thirteenth Amendment

Abolished slavery

Fourteenth Amendment

Provides equal protection for all citizens and requires due process in state action