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Flashcards

HRCI Glossary of Terms O-Z

Sandra Reed PHR SPHR Professional English 5.0Average rating 5.0 out of 5 (4 ratings) 177 cards

Cards in this deck (177)

  1. 1Transferring service or manufacturing operations to a foreign country where there is a supply of skilled and less costly labor.Offshoring
  2. 2The process of helping new employees learn the organization’s policies, procedures, and culture in addition to their job responsibilities.On-boarding
  3. 3Person-to-person communication, such as a conversation between two employees.One-on-one
  4. 4The skills and knowledge a person learns from day-to-day work experience.On-the-job experience
  5. 5Acquiring knowledge, practical skills, and competencies while engaged in daily work.On-the-job training
  6. 6Made available for others to use or modify.Open sourcing
  7. 7A graphic representation of how authority and responsibility is distrib- uted within a company; includes all work processes of the company.Organization chart
  8. 8Planned process that uses the principles of behavioral science to im- prove the way an organization functions.Organizational development
  9. 9The way that employees and processes are grouped into departments or functions in an organization, along with a description of reporting relationships.Organizational structure
  10. 10Services that help an employee find a new job (for example, writing resumes, networking skills, and counseling)Outplacement
  11. 11Transferring certain business functions outside of the organization so that the organization can focus on core activities (examples of outsourced functions include data processing, telemarketing, and manufacturing)Outsourcing
  12. 12Money that a person or organization has borrowed but not yet paid back.Outstanding loan
  13. 13Direct costs associated with operating a business, such as rent, salaries, benefits, equipment, technology, and so on.Overhead
  14. 14Extra time worked beyond the normal hours of employment or the payment for extra time worked.Overtime
  15. 15Owning part of a company or business.Ownership interest
  16. 16People who live and work abroad but are citizens of the country where an organization’s headquarters is located.Parent-county nationals
  17. 17A vertical bar graph in which values are plotted in decreasing order of frequency, from left to right; often used in quality control.pareto chart
  18. 18A view of the world that does not consider other ways of living and working.parochialism
  19. 19The number of correct answers required to pass a test.passing score
  20. 20A payment strategy where management links an employee’s pay to desired results, behaviors, or goals.pay for performance
  21. 21People who are similar to one another in age, background, profession, or status.peers
  22. 22The amount of money a person receives for working for one day, or the amount an organization allows an employee to spend on expenses each day (for example, meals and hotels on a business trip)per diem
  23. 23A method of measuring how effective employees are.performance appraisals
  24. 24The process of setting goals, measuring progress, and rewarding or correcting performance for employees.performance management
  25. 25The process of helping people perform to the best of their abilities, which begins by defining a job, and ends when an employee leaves the organization.Performance management system
  26. 26A documented discussion about an employee’s development and per- formance that involves managers, HR, and the employee.Performance review
  27. 27The behaviors and results that management expects employees to achieve on the job.performance standards
  28. 28Pay linked to how well the employee meets expectations; better per- formance results in more pay.performance-based pay
  29. 29An employee’s regular or usual job or position in a company.permanent assignment
  30. 30Special non-monetary privileges (such as a car or club membership) that come with senior job positions; also called executive perks or fringe benefits.perquisites (perks)
  31. 31Political, Economical, Socio-political and Technological (PEST) data that is gathered and reviewed by organizations for planning purposes.PEST analysis
  32. 32A technique in which a company gives its employees the benefits that come with owning stock, including “dividends”, but does not actually give them stock in the company.phantom stock arrangement
  33. 33A wage system in which the employee is paid for each unit of produc- tion at a fixed rate.piece rate
  34. 34Finding suitable jobs for applicants.placement
  35. 35Missing work after asking permission in advance, such as for vacation or a medical appointment.planned absence
  36. 36Inability of employees to advance further in the company due to me- diocre performance or lack of opportunities.plateaued careers
  37. 37A method to help guide and make decisions.policy
  38. 38Unrest, agitation, or turmoil about a government’s actions or beliefs.political unrest
  39. 39Recruiting host country nationals to manage subsidiaries in their own country, and recruiting parent country nationals to fill management positions at headquarters.polycentric staffing orientation
  40. 40A term Geert Hofstede uses in his cultural theory to describe hierar- chical relationships between people in a culture. For example, high power distance means there are strong hierarchical relationships. Low power distance means greater equality and accessibility among the population.power distance
  41. 41The extent to which a score on a scale or test predicts future behavior.predictive validity
  42. 42Payments employees receive for meeting goals by a certain time; also, payments for insurance.premiums
  43. 43The hourly wage, usual benefits, and overtime that most workers receive in a certain location.prevailing wage
  44. 44Incorrect conclusions where the first impression of someone or some- thing continues despite contradictory evidence.primacy errors
  45. 45A diagram used to assess business processes; sometimes called “process mapping.”process-flow analysis
  46. 46A person who monitors another person or activity (for example, some- one who supervises an exam)proctor
  47. 47A method of organizing a company in which the departments are grouped by product.product structure
  48. 48Formal or informal evaluation of an employee’s progress toward goals and recommendations for improvements and development.progress review
  49. 49A series of corrective actions aimed at an employee to resolve a prob- lem or improve performance.progressive discipline
  50. 50A methodical approach to planning and guiding project processes from start to finish.project management
  51. 51Advancement of an employee’s rank, usually with greater responsibility and more money.promotion
  52. 52Rights of property ownership relating to key information, materials or methods developed by an organization.proprietary
  53. 53An unwritten agreement of the mutual beliefs, perceptions, and informal obligations between an employer and an employee, which influence how they interact.psychological contract
  54. 54Buy or acquire something through payment or barter.purchase
  55. 55Giving a number to a measurement of something.Quantification
  56. 56An increase in salary that an employee receives, often for good perfor- mance.Raise
  57. 57The amount covered, or the amount of difference (for example, a “salary range” is the difference between the lowest and highest amount paid for a particular job)range
  58. 58An employee’s pay compared to the total pay range for the same job function.range penetration
  59. 59Rating employees from best to worst against each other according to a standard measurement system.ranked performance
  60. 60A demand for money or other goods in exchange for releasing a person or property.ransom
  61. 61Changing the process of applying for a job or the work environment for a qualified person with a disability.reasonable accommodation
  62. 62Surveys that gather information on what other companies pay em- ployees and what kind of benefits they provide.remuneration surveys
  63. 63To return home from an international work assignment.repatriate
  64. 64The return of an employee to the home country after living in another country (for example, an expatriate going home from an international assignment)repatriation
  65. 65Using past performance to identify employees who can fill future vacancies (unlike succession planning, which focuses on future potential)replacement planning
  66. 66A warning given to an employee who violates an organization’s rules and may result in dismissal.reprimand
  67. 67A task that is part of an employee’s job description.responsibility
  68. 68sSock with rules about when it can be sold (restricted stock is usually issued as part of a salary package, and has a time limit on when it can be fully transferred)restricted stock
  69. 69Methods of motivating employees to stay with the organization and making sure employees are satisfied and rewarded.retention
  70. 70Performance measure used to evaluate the financial outcome of an investment.return on investment (ROI)
  71. 71The often unanticipated disorientation resulting from “re-entry” back into one’s home culture after an expatriate assignment.reverse culture shock
  72. 72The process of analyzing potential threats and deciding how to prevent them.risk management
  73. 73How a person acts as appropriate to a particular job function or position.role behavior
  74. 74To perform an action or attitude in a simulation in order to understand a different viewpoint.role play
  75. 75All citizens are subject to the laws of their country, no individual is above the law, and everyone must obey it.rule of law
  76. 76Applying Specific, Measurable, Achievable, Relevant and Time-based goals to help a company achieve business success.S.M.A.R.T. goal setting
  77. 77A benefit provided by some organizations that allows eligible employ- ees paid time off during a specific time period for study, rest, or travel.sabbatical leave
  78. 78The amount of money between the highest and lowest amount paid for a particular job.salary mid-point
  79. 79The lowest and highest wages paid to employees who work in the same or similar jobs.Salary range
  80. 80A broad range of legal regulations that strengthen corporate account- ing controls in the U.S.Sarbanes-Oxley Act
  81. 81A conversion of a raw score to a common scale that can be used for comparison.scaled score
  82. 82“A graph with a vertical and horizontal axis with dots at each data point. Also called a “scatter plot”” or “dot chart.””scatter diagram
  83. 83The total number of right and wrong questions on an exam (for example, pre-test questions do not count)scored questions
  84. 84An instrument used in employee selection to help assess job suitability. Examples include in-basket exercises, psychometric tests, and cultural adaptability inventories.screening tool
  85. 85The total number of right and wrong questions on an exam (for exam- ple, pre-test questions do not count)Scored questions
  86. 86Method for choosing the best candidate for a job.selection
  87. 87Evaluation of one’s own performance, abilities, and developmental needs.self-assessment
  88. 88The ratio of the number of employees who leave their jobs to the total number of employees in the organization.separation rate
  89. 89An additional payment (other than salary) given to an employee when employment termination occurs.severance
  90. 90Unwelcome verbal, visual, or physical conduct of a sexual nature that is offensive or inappropriate.sexual harassment
  91. 91An operational approach where each country or unit uses administra- tive services from a central source rather than repeating these services in different locations (examples of services include finance, purchas- ing, inventory, payroll, hiring, and information technology).shared services
  92. 92The code of law from the Koran that regulates both civil and criminal justice as well as individual behaviors and morals.Sharia
  93. 93Occurring over a brief time (for example, a short-term loan or a short- term assignment)short-term
  94. 94A work assignment outside the home country that is usually less than 6 months long.short-term assignment
  95. 95A method of assessing a job candidate’s skills by asking them how they would respond to specific work-related issues and problems.situational interview
  96. 96A strategy to improve current business processes by continuously reviewing and revising them.six sigma
  97. 97Technology that lets people communicate over the Internet to share information and resources (for examples, Twitter, Facebook, Linke- dIn, and podcasts)social media
  98. 98A group of people who interact because they have a common interest. The group communicates either in-person or using technology (for example, Facebook or Twitter)social network
  99. 99An organization’s voluntary obligation toward the good of the environ- ment in which it operates.social responsibility
  100. 100Identifying candidates who are qualified to do a job by using pro-ac- tive recruiting techniques.sourcing
  101. 101The number of employees who report to one manager in an organization. The more people that a manager supervises, the wider the span of control.span of control
  102. 102A method of paying expatriates that gives part of their salary in the currency of the home country and part of their salary in the currency of the host country.split payroll
  103. 103Work groups that support the major business of an organization with activities such as accounting, customer service, maintenance, and personnel.staff units
  104. 104The act of selecting, hiring, and training people for specific jobs, as well as reducing the workforce when needed.staffing
  105. 105A person, group, or organization that has a direct or indirect interest in the organization (for example, owners, investors, employees, sup- pliers, unions, or the community)stakeholder
  106. 106A company or business that recently began operating and is in an early phase of development.start-up
  107. 107Employee benefits mandated by federal or local laws, such as social insurance and unemployment insurance.statutory benefit
  108. 108A retention strategy that helps organizations understand why their employees remain with the organization and how they can motivate them to continue their employment.stay interview
  109. 109An oversimplified opinion, image, or attitude that people from a particular group are all the same.stereotype
  110. 110A benefit which gives employees the right to buy or sell stock in their company at a certain price for a specific period of time.stock option
  111. 111An arrangement between two organizations to pursue common goals and share resources. Unlike a joint venture, the organizations do not form a new legal entity.strategic alliance
  112. 112A mutually beneficial relationship based upon the common goals of people or organizations.strategic partnership
  113. 113The process of defining a company’s direction for the future in 4 stages: analysis, development, implementation, and evaluation.strategic planning
  114. 114A plan of action that starts with examining the current state of an organization and then deciding how to achieve the best state for the organization’s future.strategy
  115. 115Setting personal or business targets that require extra effort to achieve.stretch objectives
  116. 116A company whose voting stock is more than 50% owned by another company. The company with the majority interest is called the “parent company”subsidiary
  117. 117Use of habit forming drugs or substances which impair behavior.substance abuse
  118. 118Identifying and developing high-potential employees for the organiza- tion’s future success.succession planning
  119. 119Someone who oversees employees in a department or business unit to assign tasks and make sure work is completed.supervisor
  120. 120Process of planning, implementing, and controlling operations, which begins with acquiring raw materials and continues to customer delivery and support.supply chain management (SCM)
  121. 121The capacity to stay, hold or maintain something, such as a concept, economy, geography, environment, and so on.sustainability
  122. 122A strategic planning technique used to assess the internal and external environment in which a company operates, its strengths and weak- nesses (internal), and opportunities and threats (external).SWOT analysis
  123. 123Type of e-learning in which participants interact without a time delay, which requires them to attend at specific times.synchronous learning
  124. 124The process of recruiting, integrating, and developing new workers, developing and keeping current workers, and attracting skilled workers.Talent management
  125. 125A group of available skilled workers, or database of resumes, that a company can use to recruit in a particular location.talent pool
  126. 126An assessment of job-related behavior from the candidate’s previous employment to predict future performance.targeted selection
  127. 127A document which lists the tax money owed to a government or legal body.tax bill
  128. 128A policy that makes sure that expatriates’ combined home and host taxes are no more than they would have paid if they remained in their home country. The expatriate’s company pays for any additional taxes.tax equalization
  129. 129A flexible work arrangement which allows part or full time employees to work at home via a computer.telecommuting
  130. 130Holding a permanent job or position without the need for periodic contract renewals.tenure
  131. 131A rule that employees must follow the tax laws of the country where they are working.territorial rule
  132. 132An organization that provides locations for people to take exams on certain dates.testing vendor
  133. 133An expatriate who works for a foreign company that is located in the host country (for example, a French person working in China for a German company)third country national (TCN)
  134. 134A person or group in addition to those who are directly involved, such as a company that supplies outsourced services to an organization.third party
  135. 135The average number of days that a certain job position remains open.time-to-fill
  136. 136An employee’s complete pay package, including cash, benefits, and services.total compensation
  137. 137A method for improving the organization by continuously changing its practices, structures, and systems.Total Quality Management (TQM)
  138. 138Financial and non-financial benefits that the employee sees as valuable.total rewards
  139. 139An agreement between countries that says an expatriate only needs to pay social taxes to the country in which he or she is working.totalization agreement
  140. 140A person who is learning and practicing the necessary skills for a particular job.trainee
  141. 141A way of communicating skills and knowledge (for examples, class- room training, distance learning, online training, and on-the-job- training)training method
  142. 142The continuous exchange of information, knowledge, and skills from one context to another.transfer of learning
  143. 143Changing a message from one language to another while keeping the meaning.translation
  144. 144An organization whose operations, production, or service processes take place in more than one country, and are interconnected.transnational corporation (TNC)
  145. 145Gathering information from the past to identify patterns which will help predict future outcomes.trend analysis
  146. 146A benefit whereby the employer provides full or partial payment for educational courses completed by employees.tuition reimbursement
  147. 147Business that includes everything needed to start operating in a certain location.turnkey operation
  148. 148One of Geert Hofstede’s cultural dimensions which describes the degree to which cultures accept ambiguity and risk. For example, in cultures with high uncertainty avoidance, people prefer clear, formal rules. In cultures with low uncertainty avoidance, people are comfortable with flexible rules.uncertainty avoidance
  149. 149Paid in advance, or invested as beginning capital.up-front
  150. 150Software that allows a human and a computer to share information.user interface
  151. 151To formalize an agreement; in testing, to confirm the accuracy.validate
  152. 152The extent to which something is accurate (for example, the extent to which an exam actually measures what it claims to measure)validity
  153. 153Model of how businesses receive raw materials, add value to the raw materials, and sell finished products to customers.value chain
  154. 154The unique benefits, costs, and value that a business delivers to its customers.value proposition
  155. 155The lasting beliefs of members of a culture about what is good or desirable and what is not.values
  156. 156Profit-sharing, incentives, bonuses or commissions that align compensation with performance.variable pay plan
  157. 157A person or company that sells services and/or products, such as a recruiting firm, financial consultant, or relocation company.vendor/supplier
  158. 158A legal doctrine that makes a person liable for the negligence or crimes of another person.vicarious liability
  159. 159A group of people who work in different times, locations, or organiza- tions, who communicate using technology.virtual team
  160. 160A written statement which clarifies what the organization wants to be in the future.vision statement
  161. 161Extra benefits or discounted services offered to employees with little extra cost to the employer. Examples include additional life insur- ance, gym memberships, and concierge services.voluntary benefits
  162. 162The lowest and highest wages paid to employees who work in the same or similar jobs.Wage band
  163. 163An interactive seminar on the Internet. (usually a live presentation)webinar
  164. 164Term used in statistics to show the frequency of different choices.weighting pattern
  165. 165A positive lifestyle which includes good health, enjoyable recreation and leisure time, and social belonging.well being
  166. 166Services to improve and maintain the health of employees.wellness program
  167. 167A business function that produces one product or focuses on a single area.work unit
  168. 168Services to support the well-being of employees and to help them balance their jobs, families, and personal lives.work/life programs
  169. 169The people working for a single company, industry, or a geographic region.workforce
  170. 170Metrics used to determine the effectiveness of HR functions, such as turnover rates, organizational culture, and succession planning.workforce analytics
  171. 171Identifying and analyzing what an organization needs to achieve its goals, in terms of the size, type, and quality of its employees.workforce planning
  172. 172The regular movement of employees from one function, time, or place to another, as needed.workforce rotation
  173. 173The ability to effectively manage time at work with the time spent on leisure or with family members.work-life balance
  174. 174Services to support the well-being of employees and to help them balance their jobs, families, and personal lives.work-life balance programs
  175. 175A place, such as an office or factory, where people work.workplace
  176. 176Organizations that function like trade unions and represent the rights of workers. Works councils are most common in Europe and the UK.works councils
  177. 177A budgeting process that requires that every budget item is approved instead of only budget changes being approved. No reference is made to previous budget expenditures.zero-based budgeting

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Professional PHR SPHR Flashcards on HRCI Glossary of Terms O-Z, created by Sandra Reed on 31/01/2015.
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Sandra Reed
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