Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
44 Cards in this Set
- Front
- Back
|
HR Competencies Authentic Leadership |
DEFINITION Leadership grounded in an individual's values and principles and focused on empowering others to act. ©2016 SHRM |
|
|
HR Competencies Business Acumen Competency |
DEFINITION The ability to understand and apply information with which to contribute to the organization's strategic plan. ©2016 SHRM |
|
|
HR Competencies Business Intelligence |
DEFINITION Ability to gather and analyze data from inside and outside the organization so that information is available for decision makers. ©2016 SHRM |
|
|
HR Competencies Civil Law |
DEFINITION Legal system based on written codes (laws, rules, or regulations). ©2016 SHRM |
|
|
HR Competencies Critical Evaluation Competency |
DEFINITION The ability to interpret information with which to make business decisions and recommendations. ©2016 SHRM |
|
|
HR Competencies Cultural Noise |
DEFINITION Type of measurement bias in which analyst fails to recognize that individual is responding with answers the analyst wants to hear and that analyst's culture/ values are determining what he or she hears. ©2016 SHRM |
|
|
HR Competencies Cultural Relativism |
DEFINITION Concept that argues that ethical behavior is determined by local culture, laws, and business practices. ©2016 SHRM |
|
|
HR Competencies Culture |
DEFINITION Set of beliefs, attitudes, values, and behaviors shared by members of a group and passed down from one generation to the next. ©2016 SHRM |
|
|
HR Competencies Due process |
DEFINITION Concept that laws are enforced only through accepted, codified procedures. ©2016 SHRM |
|
|
HR Competencies Emotional Intelligence (EI) |
DEFINITION Quality of being sensitive to and understanding of one's own and others' emotions and the ability to manage one's own emotions and impulses. ©2016 SHRM |
|
|
HR Competencies Ethical Practice Competency |
DEFINITION The ability to integrate core values, integrity, and accountability throughout all organizational and business practices. ©2016 SHRM |
|
|
HR Competencies Ethical Universalism |
DEFINITION Concept that argues that there are fundamental ethical principles that apply across cultures. ©2016 SHRM |
|
|
HR Competencies Extraterritoriality |
DEFINITION Extension of the power of a country's laws over its citizens outside that country's sovereign national boundaries. ©2016 SHRM |
|
|
HR Competencies First-impression Error |
DEFINITION Type of measurement bias in which investigator makes snap judgments and lets first impression (either positive or negative) cloud subsequent evaluation. ©2016 SHRM |
|
|
HR Competencies Global and Cultural Effectiveness Competency |
DEFINITION The ability to value and to consider the perspectives and backgrounds of all parties in global business. ©2016 SHRM |
|
|
HR Competencies Global Mindset |
DEFINITION Ability to take an international, multidimensional perspective that is inclusive of other cultures, perspectives, and views. ©2016 SHRM |
|
|
HR Competencies Halo Effect |
DEFINITION Type of measurement bias in which analyst allows one strong point that he or she values highly and that works in subject's favor to overshadow all other information. ©2016 SHRM |
|
|
HR Competencies Horn Effect |
DEFINITION Type of measurement bias in which analyst allows one strong point that he or she values highly and that works against subject to overshadow all other information. ©2016 SHRM |
|
|
HR Competencies HR Expertise (HR Knowledge) |
DEFINITION The knowledge of principles, practices, and functions of effective human resource management. ©2016 SHRM |
|
|
HR Competencies Intercultural Wisdom |
DEFINITION Capacity to recognize, interpret, and behaviorally adapt to multicultural situations and contexts; also called cultural intelligence. ©2016 SHRM |
|
|
HR Competencies Jurisdiction |
DEFINITION Right of a legal body to exert authority over a given geographical territory, subject matter, or persons or institutions. ©2016 SHRM |
|
|
HR Competencies Key Performance Indicators (KPIs) |
DEFINITION Quantifiable measures of performance used to gauge progress toward strategic objectives or agreed standards of performance. ©2016 SHRM |
|
|
HR Competencies Leadership and Navigation Competency |
DEFINITION The ability to direct and contribute to initiatives and processes within the organization. ©2016 SHRM |
|
|
HR Competencies Mean |
DEFINITION Average score or value. ©2016 SHRM |
|
|
HR Competencies Median |
DEFINITION Middle point above and below which 50%of scores in a set of data lie. ©2016 SHRM |
|
|
HR Competencies Mode |
DEFINITION Value that occurs most frequently in a set of data. ©2016 SHRM |
|
|
HR Competencies Negative Emphasis |
DEFINITION Type of measurement bias that involves weighting a small negative reaction or piece of information more than it should objectively merit. ©2016 SHRM |
|
|
HR Competencies Negotiation |
DEFINITION Process in which two or more parties work together to reach agreement on a matter. ©2016 SHRM |
|
|
HR Competencies Regression Analysis |
DEFINITION Statistical method used to determine whether a relationship exists between variables and the strength of the relationship. ©2016 SHRM |
|
|
HR Competencies Relationship Management Competency |
DEFINITION The ability to manage interactions to provide service and to support the organization. ©2016 SHRM |
|
|
HR Competencies Reliability |
DEFINITION Ability of an instrument to provide results that are consistent. ©2016 SHRM |
|
|
HR Competencies Root-cause Analysis |
DEFINITION Type of analysis that starts with a result and then works backward to identify fundamental cause. ©2016 SHRM |
|
|
HR Competencies Rule of Law |
DEFINITION Concept that stipulates that no individual is beyond the reach of the law and that authority is exercised only in accordance with written and publicly disclosed laws. ©2016 SHRM |
|
|
HR Competencies Scenario/what-if Analysis |
DEFINITION Statistical method used to test the possible effects of altering the details of a strategy to see if the likely outcome can be improved. ©2016 SHRM |
|
|
HR Competencies Stakeholder Concept |
DEFINITION Concept that proposes that any organization operates within a complex environment in which it affects and is affected by a variety of forces or stakeholders who all share in the value of the organization and its activities. ©2016 SHRM |
|
|
HR Competencies Stereotyping |
DEFINITION Generalized opinions about how people of a given gender, race, religion, age, education level, job type, or national origin look, think, act, feel, or respond. ©2016 SHRM |
|
|
HR Competencies Transformational Leadership |
DEFINITION Leadership based on vision and strategy and focused on challenging and developing organizational members in order to attain long-range results. ©2016 SHRM |
|
|
HR Competencies Trend Analysis |
DEFINITION Statistical method that studies the way in which a variable may change over time. ©2016 SHRM |
|
|
HR Competencies Validity |
DEFINITION Ability of an instrument to measure what it is intended to measure. ©2016 SHRM |
|
|
HR Competencies Value |
DEFINITION The benefit created when an organization meets its strategic goals. ©2016 SHRM |
|
|
HR Competencies Value Chain |
DEFINITION The process by which an organization creates the product or service it offers to the customer. ©2016 SHRM |
|
|
HR Competencies Variance Analysis |
DEFINITION Statistical method that identifies the degree of difference between planned and actual performance. ©2016 SHRM |
|
|
HR Competencies Weighted Average |
DEFINITION Average of data that adds factors to reflect the importance of different values. ©2016 SHRM |
|
|
HR Competencies Unweighted Average |
DEFINITION Raw average of data that gives equal weight to all values, with no regard for other factors. ©2016 SHRM |
