Shrm-Cp Organization

Front 1

What is an RFP?

Back 1

Request for proposal is a written request asking contractors to propose solutions and prices that fit the customers requirements

Front 2

What is an executive summary?

Back 2

Contains a synopsis of the vendors product or service and usually includes an understanding of the clients needs

Front 3

What are the typical steps of conducting an HR audit?

Back 3

1. Determine the scope and type of audit. 2. Develop the audit questionnaire. 3. Collect the data. 4. Benchmark the findings. 5. Provide feedback about the results. 6. Create action plans. 7. Foster a climate of continuous improvement.

Front 4

What is an OED?

Back 4

Organizational effectiveness and development. Organizational development is defined as the process of enhancing the effectiveness and efficiency of an organization and the well-being of its members through planned interventions.

Front 5

What are the two types of OED interventions?

Back 5

OED interventions can be proactive or remedial. Interventions are often described as "structured activities" in the sense that an intervention may involve multiple options that are each focused on the same objective, organizational performance improvement

Front 6

What are proactive OED interventions?

Back 6

Proactive OED interventions identify and correct potential problems before they begin affecting performance. For example OED can help organizations that must compete in a rapidly changing marketplace.

Front 7

What are remedial OED interventions?

Back 7

Remedial interventions make changes that bring an organization back on course toward its strategic goals. For example, during economic downturn's, organizations can adopt a do more with less operating style

Front 8

What are some characteristics of effective organizational effectiveness and development interventions?

Back 8

Strategically aligned, collaborative, supported by top management, producing sustainable results, supporting continuous improvement, using common tools, using common language, explicit assumptions, fact based, oriented toward systems and processes, flexibility, multiple perspectives

Front 9

Why do some interventions fail

Back 9

The most commonly cited reasons for the failure of interventions are lack of senior management by in and support and poor planning by the intervention team.

Front 10

What are the four steps in the OED process model

Back 10

Step 1, define problem; step 2, design and implement solution; step 3 measure effectiveness; step 4, sustained improvement

Front 11

And OED intervention is triggered in response to organizational problems that are seen as interfering with the organization's strategic performance. Problem-solving starts with a thorough understanding of what must be corrected and why the problem is occurring.

Back 11

The OED team must understand the problem that is being perceived by the intervention client and also all underlying issues that may be causing the problem or amplifying the problems impact. Common issues are the organizations readiness for change and cultural factors that can affect the symptoms of certain solutions

Front 12

What is important in planning an intervention?

Back 12

Identifying and involving stakeholders, defining achievable intervention objectives, plan appropriate ways to gather information & assessing change readiness.

Front 13

What is a Refusal by workers to work; also refusal by workers to leave their workstations, making it impossible for the employer to use replacement workers?

Back 13

Sit down strike

Front 14

What is use of technology to collect, process and condense information, for the purpose of managing the information efficiently as an organizational resources?

Back 14

Information management (IM)

Front 15

What is the act of re-organizing the legal ownership, operational, or other structures of an organization?

Back 15

Restructuring

Front 16

What is termination of employment of individual employees in groups of employees for reasons other than performance for example economic necessity or restructuring also known as a reduction in force?

Back 16

Downsizing

Front 17

Process by which an organization contracts with third-party vendors to provide selected services/activities, instead of hiring new employees.

Back 17

Outsourcing

Front 18

Process of studying data to detect patterns and relationships that can be used to make predictions and improve decisions.

Back 18

Data analytics

Front 19

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

Back 19

Span of control

Front 20

Orderly way to resolve differences of opinion.

Back 20

Grievance procedure

Front 21

Digitized instructional content delivered to wireless mobile devices.

Back 21

Mobile learning

Front 22

Process of enhancing the effectiveness and efficiency of an organization and the well-being of its members to plan interventions.

Back 22

Organizational development

Front 23

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

Back 23

Functional structure

Front 24

Use of information from past and present to predict future conditions

Back 24

Judgmental forecasts

Front 25

Characterizedby having all HR personnel located within the HR dept and from there deliveringservices to all parts of the org. (example: HRis located at headquarters & that is where all HR policy and strategydecisions come from.)

Back 25

Centralized HR

Front 26

When eachpart of the organization controls its own HR issues

Back 26

Decentralized HR

Front 27

Structure where headquartersHR is staffed with specialists who craft policies. HR generalists, who may belocated within divisions or other locales, implement these policies, adapt themas needed, and interact with employees.

Back 27

Functional HR structure

Front 28

This structureallows organizations with different strategies in multiple units to apply HR expertiseto each unit’s specific strategic needs.

Back 28

Dedicated HR structure

Front 29

This structure isfrequently used in organizations with multiple business units. Ratherthan having to develop its own expertise in every area, each unit cansupplement its resources by selecting what it needs from a menu of sharedservices (usually transactional) that the units agree to share.

Back 29

Shared Services/Centers ofExcellence (COEs)

Front 30

What are the top 4 positive outcomes of the shared services concept?

Back 30

1. Reducedstaff time spent on administrative tasks (Efficient use of HR expertise) 2. Reducedadministrative costs. 3. Consolidation of redundant functions.4, Better tracking of employee data

Front 31

What is an HR audit?

Back 31

Inan HR audit, an org’s HR policies,practices, procedures, and strategies undergo a systematic and comprehensiveevaluation to establish whether specific HR practices are adequate to achievethe function’s goals.

Front 32

A certainamount of conflict and dysfunction is inevitable as teams form. What are the 4 stages of group or team development?

Back 32

1. Forming. Individuals come togetheraround common activity and shared goals. Members are polite, but there islittle sense of trust, shared experience, or common values. 2. Storming.Individuals move past politeness, and there may be higher levels of discord asperspectives, styles, and agendas clash. This may be painful, but valuablecommunication is occurring. 3. Norming.Over time, effective groups build trust and establish relationships. Theycreate rules that guide behavior. They begin to establish a group identity andto identify “outsiders.” 4. Performing.The group becomes fully productive, collaborative, and mutually supportive.