Interpersonal
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Business
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Business
Communication technique to increase the engagement between communicators and their audiences. It involves two-way communication and attention to nonverbal signs that indicate interest and reactions to the message and speaker.
What is Active listening?
U.S. act that established uniform minimum standards to ensure that employee benefit and pension plans are set up and maintained in a fair and financially sound manner.
Employee Retirement Income Security Act (ERISA)
Scanning process that searches for environmental forces in political, economic, social, technological, legal, and environmental categories.
PESTLE analysis
Work groups that assist line units by providing specialized services, such as HR.
Staff units
What theory describes when an employee considers the balance between inputs (skills, training, effort, education, experience) and outputs (one of which is salary) to be fair, motivation will be maintained.
equity theory
A vice president of HR observes two HR members arguing heatedly about an activity they both need to work on. How should the vice president approach this situation?
Determine first if the conflict is based on tasks or values or communication styles.
U.S. act that prevents private employers from requiring applicants or employees to take a polygraph test for preemployment screening or during the course of employment, with certain exceptions.
Employee Polygraph Protection Act (EPPA)
Plan of action for accomplishing an organization's overall and long-range goals.
Strategy
Way an organization groups jobs to coordinate work.
Departmentalization
Leadership theory that focuses on a two-way relationship between leaders and chosen employees; the leader mentors selected team members and gives them access to more information and resources in order to strengthen levels of trust and support.
Leader-member exchange theory
An analysis uses weighting to ensure that a supplier’s performance matches the priorities of the selection criteria. In this case, the manager would allot more points to evidence of responsiveness or customer service in supplier R Fps.
Multi-criteria decision Analysis
Extent to which underlying operations such as IT, finance, or HR integrate across locations.
Process alignment
Type of metric describing an activity or change in performance that has already occurred.
Lagging indicator
Termination of employment of individual employees or groups of employees for reasons other than performance, for example, economic necessity or restructuring; also known as downsizing.
Reduction in force (RIF)
The chairman of the board of directors advises the CEO to terminate a line manager due to loss of confidence. The chairman believes the line manager concealed information related to a recent harassment allegation made by one of the line manager’s direct reports. The CEO instructs the HR manager to terminate the line manager immediately. The HR manager believes that firing the line manager without an investigation will put the organization in a risky legal position. However, the HR manager does not want to be cited for insubordination. The HR manager informs the CEO of the legal risk of terminating the line manager without cause.
The CEO is unwilling to communicate the HR manager’s concerns to the board because the CEO believes that the chairman will ask for the CEO’s resignation if the chairman’s request is not carried out. What should the HR manager do?
Conduct a risk assessment of the proposed action of terminating the line manager.
Distance of any data point from the center of a distribution when data is distributed in a "normal" or expected pattern.
Standard deviation
Practice of contracting a part of business processes or production to an external company in a country that is relatively close (for example, within the same own region).
Near-shoring
What is the type of organization that has “learned” to react and adapt to its environment. It provides the environment for organizational learning.
learning organization
Systems thinking is a conceptual framework that makes patterns clearer and helps one see how things interrelate and how to change them.
Mental models are our deeply ingrained assumptions that influence how we understand the world and how we take action.
Personal mastery is the high level of proficiency in a subject or skill area.
Team learning is aligning and developing the capacity of a team to create the results its members desire.
Shared vision is a look into the future that fosters genuine commitment and is shared by all who need to possess it.
In a computer context, tricking a user into sharing information that can then be used to access systems.
Social engineering
emphasizes the leader’s role in coaching and developing the team. The leader does this by focusing the team on achievable but challenging goals, providing the support and direction each member needs to achieve those goals, and allowing the group to participate in decision making. The team leader who keep project goals in front of the team and encourages group problem solving is a "path-goal" leader.
path-goal leadership theory
Which analysis should the HRBP use to win leadership’s support for a cross-divisional teams pilot program?
Cost-benefit analysis Rationale: the best way to win support for the initiative is to demonstrate to management its potential value. This could include tangible factors such as a higher number of solutions that can be implemented more easily and with greater success. It could also include some intangibles, such as the impact of employee participation on workforce engagement.
Defines risk simply as “the effect of uncertainty on objectives.”
ISO Principles
What type of compensation method consists of cash awards designed to mimic shares of stock, without actually conveying equity via the granting of shares.
Phantom stock
What process contains the following steps?
Determine the scope and type of audit. Will the audit examine all or only specified policies and processes?
Develop the audit questionnaire. This tool helps ensure that all necessary data is collected in a consistent manner.
Collect the data. The process should be designed for efficiency. It should be thorough but should aim at creating minimal disruption.
Benchmark the findings. The findings are compared with agreed benchmarks, which may be policy or legal requirements or best practices.
Provide feedback about results. It is an ethical obligation to describe audit findings to management. Areas of poor performance are prioritized in terms of their strategic or risk impact.
Develop action plans. The audit generally includes recommendations for addressing the issues identified. Ownership is assigned for the plans, and a time frame for action is set. The actions taken are reviewed. If the plans have not been fulfilled, management may be involved.
Foster a climate of continuous improvement. Audits are a key part of a quality improvement process—a cyclical process of planning, acting, and checking.
The HR Audit process
Last name theory focuses on only job-related needs, while another man's theory includes basic needs to survive.
Herzberg’s vs Malsow's theory