SHRM - CP (Organization)

Alternative dispute

Umbrella term used to describe a number of problem-solving and grievance resolution approaches.

Analytics

Tools that convert metrics to be used for decision support by adding context or further subclassifying comparison groups.

Arbitration

Procedure in which disputes are submitted to one or more impartial persons for final determination.

At-will employment

Common-low principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and employees have the right to quit a job at any time.

Balanced scorecard

Measurement approach that provides an overall picture of an organization's performance as measured against goals in finance, customers, internal business processes, and learning and growth.

Bias

Occurs when an appraiser's values beliefs, or prejudices distort performance ratings.

Big Data

High-volume, high velocity, and high variety information assets that require innovative forms of information processing for enhanced insight and decision making.

Blogs

Broadcast-style communications that enable authors to publish articles, opinions, products or service reviews, etc., on a web page.

Business Case

Presentation to management that establishes that a specific problem exists and argues that the proposed solution is the best way to solve the problem in terms of time, cost efficiency, and probability of success.

Cause-and-effect diagram

Diagram that maps out a list of factors that are thought to affect a problem or a desired outcome.

Center of Excellence (COE)

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

Central tendecy error

Error that occurs when an appraiser rates all employees within a narrow range, regardless of differences in actual performance.

Chain of command

Line of authority within an organization.

Check sheets

Simple visual tools used to collect and analyze data.

Cloud computing

Style of computing in which scalable IT-enabled capabilities are delivered as a service using internet technologies.

Codetermination

Form of corporate governance that requires a typical management board and a supervisory board and that allows management and employees to participate in strategic decision making.

Collective bargaining

Process by which management and union representatives negotiate the employment conditions for a particular bargaining until for a designated period of time.

Collective bargaining agreement

Agreement or contract negotiated through collective bargaining process.

Conciliation

Method of nonbinding dispute resolution involving a third party who tries to help disputing parties reach a mutually agreeable decision; also known as mediation.

Constructive discipline

Form of corrective discipline that implements increasingly severe penalties for employees; also called progressive discipline.

Contrast error

Error that occurs when an employee's rating is based on how his or her performance compares to that of another employee rather than objective standards.

Control chart

Chart that illustrates variations from normal in a situation over time.

Cosourcing

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

Cost-benefit analysis

Ratio of value created to cost of creating that value; allows management to determine the financial impact particular activities and programs have on an organization's profitability.

Dashboards

Reporting mechanisms that aggregate and display metrics and key performance indicators (KPIs)

Database

Data structure that stores organized information (numeric information as well as sound clips, pictures, and videos)

Database management system (DBMS)

Variety of software applications that electronically manage stored data.

Dedicated HR

HR structural alternative that allows businesses with different strategies in multiple units to apply HR expertise to each unit's specific strategic needs.

Delphi Technique

Forecasting technique that progressively collects information from a group without physically assebling the contributors.

Departmentalization

Way an organization groups jobs to coordinate work.

Divestiture

Sale by a company of an assess that is not performing well, that is not core to the company's business, or that is worth more as a seperate entity.

Due diligence

Necessary level of care and attention that is taken to investigate an action before it is taken.

Encryption

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

Enterprise resource planning (ERP)

Business management software, usually a suite of integrated applications, that a company can use to collect, store, manage and interprete data from many business activities.

Environmental scanning

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.

e-procurement

Use of electronic communications and transaction processing when buying (or contracting for/tendering) supplies and services.

Force-field analysis

Type of analysis in which factors that can influence an outcome in either a negative or positive manner are listed and then assigned weights to indicate their relative strengths.

Formalization

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

Front-back structure

Organizational structure that divides an organization into 'front' functions, which focus on customers or market groups, and 'back' functions, which design and develop products and services.

Functional HR

HR structural alternative in which headquarters HR specialists craft policies and HR generalists located within division or other locales implement the policies, adapt them as needed, and interact with employees.

Functional structure

Organizational structure in which departments are defined by the services they contribute to the organization's overall mission, such as marketing and sales, operations, and HR.

Gamification

Selective use of game design and game mechanics to drive employee engagement in non-gaming business scenarios.

Geographic structure

Organizational structure in which geographic regions define the organizational chart.

Globalization

Growing interconnectedness and interdependency of countries, people and companies.

Grievance procedure

Provides an orderly way to resolve differences of opinion in regard to a union contract.

Groupware

Umbrella term for specialized collaborative software applications.

Hacking

Act of deliberately accessing another computer without permission.

Histogram

Graphic representation of the distribution of a single type of measurement; data is represented by a series of rectangles of varying heights.

HR audit

Process to measure the effectiveness and efficiency of HR programs and positions.

Human resource information system (HRIS)

Systematic tool for gathering, storing, maintaining, retrieving, and revising HR data; also known as a human resource management system (HRMS).

Hybrid structure

Organizational structure that mixes elements of the functional, product, and geographic structures.

Industrial actions

Various forms of collective employee actions taken to protest work conditions or employer action.

Information management (IM)

Use of technology to collect, process, and condense information with a goal of efficient management of information as an organizational resource.

Intellectual property (IP)

Creations of the mind such as inventions, literary and artistic works, symbols, names, images, and designs used in commerce; as much an asset as is physical property.

ISO 9000 standars

Series of standards, developed/published by the International Organization for Standardization (ISO), that define, establish, and maintain a quality assurance system for manufacturing and service industries.

Judgmental forecasts

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

Key performance indicators (KPIs)

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

KSAs

Knowledge, skills, and abilities needed to effectively perform a job.

Labor unions

Groups of workers who coordinate their activities to achieve common goals (e.g., better wages, hours, etc) in their relationship with an employer or group of employers; also called trade union.

Layoffs

Temporary employment separations; employees may be recalled to work, or the separation may become permanent.

Leniency errors

Errors that are the result of appraisers who don't want to give low scores.

Line units

Work groups that conduct the major business of an organization.

Lockout

Occurs when management shuts down operations to prevent union employees from working.

Matrix structure

Organizational structure that combines departmentalization by division and function to gain the benefits of both.

Measuring

Process of collecting and tabulating data.

Mediation

Method of nonbinding dispute resolution involving a third party who helps disputing parties reach a mutually agreeable decision; also known as conciliation.

Mergers and acquisitions (M&A)

Combination of two separate firms either by their joining together as a relative equals (merger) or by one acquiring the other (acquisition).

Metrics

Performance parameters based on the relationship between two or more measures.

Mobile learning

Digitized instructional content delivered to wireless mobile devices (e.g., smartphones, tablet computers, notebooks, and digital readers).

Multi-criteria decision analysis (MCDA)

Decision-making tool in which a team determines critical characteristics of a successful decision; a matrix is used to score each alternative and compare results.

Multinational enterprise (MNE)

Organization that owns or controls production or services facilities in one or more countries other than the home country.

Multiple linear regression

Statistical method that can be used to project future demand; more than one variable is utilized.

Nominal group technique

Group of individuals who meet face-to-face to forecast ideas and assumptions and prioritize issues.

Offboarding

Process of managing the way employees leave the organization.

Organizational development

Process of enhancing the effectiveness of an organization and the well-being of its members through planned interventions.

Organizational exit

Process of managing the way people leave an organization.

Outsourcing

Buying services externally rather than producing them internally.

Pareto chart

Vertical bar graph on which bar height reflects frequency or impact of causes.

Performance appraisal

Process of measuring employees' adherence to performance standards and providing feedback.

Performance managment

Process of mantaining/improving employee job performance.

Performance measures

Comparison of current performance against key performance indicators (KPIs).

Performance standards

Expectations of management translated into behaviors and results that employees can deliver.

Pluralism

Type of labor environment in which multiple forces are at work, each with its own agenda, and conflict is overcome through negotiation.

Primacy error

Occurs when an appraiser gives more weight to an employee's earlier performance and discounts recent occurrences.

Process-flow analysis

Diagram of the steps involved in a process.

Product structure

Organizational structure in which functional departments are grouped under major product divisions.

Radicalism

Belief that management-labor conflict is an inherent characteristic of capitalism and can be resolved only with a change in the economic system.

Recency error

Error that occurs when an appraiser gives more weight to recent occurrences and discounts an employee's earlier performance during the appraisal period.

Regression analysis

Statistical method used to predict a variable from one or more predictor variables.

Replacement planning

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

Restructuring

Act of reorganizing legal, ownership, operational, or other organizational structures.

Scatter diagram

Illustration that depicts possible relationships between two variables.

Service -level agreement (SLA)

Part of a service contract where the service expectations are formally defined.

Shared services HR model

HR structural alternative in which centers with specific areas of expertise develop HR policies in those areas; each unit can then select what it needs from a menu of these services.

Simple linear regression

Projection of future demand based on a past relationship; involves a single variable.

Six sigma

A set of techniques and tools for quality process improvement.

Social movement unionism

Type of union activity that focuses on social topics such as antidiscrimination, environmental actions, and HIV/AIDS treatment and prevention.

Software as a service (SaaS)

Software that is owned, delivered, and managed remotely and delivered over the internet to contracted customers on a pay-for-use basis or as a subscription based on use metrics.

Span of control

Refers to the number of individuals who report to a supervisor.

Staff units

Work groups that assist line units by providing specialized services, such as HR.