SHRM CP EXAM 398 Questions with Verified Answers,100% CORRECT

SHRM CP EXAM 398 Questions with Verified Answers Career Planning - CORRECT ANSWER Actions & activities that individuals perform in order to give direction to their work lives. Brain drain - CORRECT ANSWER Exit of educated & skilled citizens from emerging & developing countries for better paying jobs in developed countries. Auditory learners - CORRECT ANSWER People who learn best by relying on their sense of hearing. Andragogy - CORRECT ANSWER Study of how adults learn. Cost-of-living adjustment (COLA) - CORRECT ANSWER Pay adjustment given to eligible employees regardless of performance or organizational profitability; usually linked to inflation. Compa-ratio - CORRECT ANSWER Pay rate divided by the midpoint of the pay range. Broadbanding - CORRECT ANSWER Combining several salary grades or job classifications with narrow pay ranges unto one brand with a wider salary spread. Behavioral interview - CORRECT ANSWER Type of interview that focuses on how applicants previously handled real situations. Applicant tracking software (ATS) - CORRECT ANSWER Software that provides an automated way for organizations to manage the recruiting process. Developmental activities - CORRECT ANSWER Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs. Compensation - CORRECT ANSWER All financial returns (beyond any benefits payments or services), including salary and allowances. Career development - CORRECT ANSWER Process by which employees progress through a series of stages in their careers, each of which is characterized by relatively unique, themes, and tasks. Benefits - CORRECT ANSWER Payments or services provided to employees to cover issues such as retirement, health care, sick pay/disability schemes, life insurance, and paid time off. Apprenticeship - CORRECT ANSWER Related to technical skills training; often a partnership between employers and unions. Competency-based interview - CORRECT ANSWER Type of interview in which the interviewer asks questions related to competencies for the position and asks candidates to provide examples of times they demonstrated the competencies. ADDIE model - CORRECT ANSWER 5 step instructional design process that governs the development of learning programs. Assessment centers - CORRECT ANSWER Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises. Blended learning - CORRECT ANSWER Planned approach to learning that included a combination of instructor-led training, self-directed study, and /or on-the-job training. Career management - CORRECT ANSWER Preparing, implementing, and monitoring employees' career paths, with a primary focus on the goals and needs of the organization. Competencies - CORRECT ANSWER Clusters of highly interrelated attributes, including knowledge, skills, or abilities (KSA) that give rise to the behaviors needed to perform a given job effectively. Strategy - CORRECT ANSWER A plan of action for accomplishing an organization's long-range goals. SWOT analysis - CORRECT ANSWER Process for assessing an organization's strategic capabilities in comparison to threats and opportunities identified during environmental scanning. Value drivers - CORRECT ANSWER Actions, processes, or results that are needed to deliver a desired value. Vision statement - CORRECT ANSWER Vivid, guiding image of an organization's desired future, the future it hopes to attain through its strategy. Organizational values - CORRECT ANSWER Beliefs that are important to an organization and often dictate employee behavior. Strategic fit - CORRECT ANSWER A state in which an organization's strategy is consistent with its external opportunities and circumstances and its internal structure, resources, and capabilities. Strategic management - CORRECT ANSWER The actions that leaders take to move their organizations toward those goals and create value for all stakeholders. Strategic planning - CORRECT ANSWER The process of setting goals and designing a path toward a competitive position. Metrics - CORRECT ANSWER Performance parameters based on the relationship between 2 or more measures. Mission statement - CORRECT ANSWER Statement that specifies what activities an organization intends to pursue and what course management has carted for the future; a concise statement of its strategy. Net profit margin - CORRECT ANSWER Ratio of net income (gross sales minus expenses and taxes) to net sales. Organizational culture - CORRECT ANSWER The basic beliefs and customs shared by members of an organization that contribute to an organization's sense of its identity. Income statement - CORRECT ANSWER Statement that reports revenues, expenses, and net income (profit) for a specified period. Lagging indicator - CORRECT ANSWER Type of metric that describes an activity that has already occurred. Leading indicator - CORRECT ANSWER Type of metric that describes an activity that can change future performance and indicate higher degree of success in achieving strategic goals. Liabilities - CORRECT ANSWER Organization's debts and other financial obligations. Due diligence - CORRECT ANSWER Necessary level of care and attention that is taken to investigate an action before it is taken. Environmental scanning - CORRECT ANSWER 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. Equity - CORRECT ANSWER Amount of owners' or shareholders' portion of a business. Gross profit margin - CORRECT ANSWER Ratio of gross profit to net sales. Benchmarking - CORRECT ANSWER Process that compares performance levels and/or processes of one entity with those of another to identify performance gaps and set goals aimed at improving performance. Blue ocean strategies - CORRECT ANSWER Strategies that generate competitive advantage by creating a new marketplace arena in which there are no other competitors. Business case - CORRECT ANSWER 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. Cash flow statement - CORRECT ANSWER Statement the shows incoming and outgoing cash in the areas of operations, investments, and financing and remaining cash reserves; reflects an organization's ability to meet its current and short-term obligations. Accounts payable - CORRECT ANSWER Money an organization owed its vendors and suppliers. Accounts receivable - CORRECT ANSWER Money an organization's customers owe the organization. Assets - CORRECT ANSWER Financial, physical, and sometimes intangible properties an organization owns. Balance sheet - CORRECT ANSWER Statement that reports the financial position of the organization at a specific point in time; shows assets, liabilities, and shareholder equity. Vicarious liability - CORRECT ANSWER Legal doctrine under which a party can be held liable for the wrongful actions of another party. Weingarten rights - CORRECT ANSWER Union employees' right in U.S. to have a union representative or coworker present during an investigatory interview. Worker Adjustment and Retraining Notification (WARN) Act - CORRECT ANSWER U.S. act that requires some employers to give a minimum of 60 days' notice if a plant is to close or is mass layoffs will occur. Workweek - CORRECT ANSWER Any fixed, recurring period of 168 consecutive hours (7 days time 24 hours = 168 hrs) Uniform Guidelines on Employee Selection Procedures - CORRECT ANSWER Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination. Uniformed Services Employment and Reemployment Rights Act (USERRA) - CORRECT ANSWER U.S. act that protects the employment reemployment, and retention rights of persons who serve or have served in the uniformed services. Vesting - CORRECT ANSWER Process by which a retirement benefit becomes nonforfeitable. Veto - CORRECT ANSWER Action of rejecting a bill or statute. Stakeholders - CORRECT ANSWER All those affected by an organization's social, environmental, and economic impact shareholders, employees, customers, suppliers, regulators, and local communities. Sustainability - CORRECT ANSWER Practices that balance economic, social, and environmental interests to secure the interests of present and future generations. Totaization agreements - CORRECT ANSWER Bilateral agreements entered into by many countries to eliminate double taxation for individuals on international assignments. Triple bottom line - CORRECT ANSWER Economic, social, and environmental impact metrics used to determine an organization's success. Risk management - CORRECT ANSWER Identification, evaluation, and control of risk that may affect an organization, typically incorporating the use of insurance and other strategies. Risk position - CORRECT ANSWER An organization's desired gain or acceptable loss in value. Risk scorecard - CORRECT ANSWER Tool used to gather individual assessments of various characteristics of risk (e.g. frequency of occurrence, degree of impact/loss/gain for the organization, degree of efficacy of current controls). Risk tolerance - CORRECT ANSWER Amount of uncertainty an organization is willing to pursue or to accept to attain its risk management. Reverse innovation - CORRECT ANSWER Innovations created for or by emerging-economy markets and then imported to developed-economy markets. Risk - CORRECT ANSWER The effect of uncertainty or objectives; outcomes may include opportunities or threats. Risk appetite - CORRECT ANSWER Amount of risk the organization or function is willing to pursue or accept to attain its goals. Risk control - CORRECT ANSWER An action taken to manage a risk. Redeployment - CORRECT ANSWER Process by which an organization moves an employee out of an international assignment; can involve moving back to the home country, moving to a different global location, or moving to a new location or position in the current host country. Regulation - CORRECT ANSWER A rule or order issues by an administrative agency; often has the force of law. Repatriation - CORRECT ANSWER Process of reintegrating employees back into the home country after an assignment; includes adjustment to the new job and readjustment to the home culture and conditions. Residual risk - CORRECT ANSWER Amount of uncertainty that remains after all risk management efforts have been exhausted. Protected class - CORRECT ANSWER People who are covered under a particular federal or state anti-discrimination law. Prudent person rule - CORRECT ANSWER States that an Employee Retirement Income Security Act plan fiduciary has legal and financial obligations not to take more risks when investing employee benefit program funds than a reasonable knowledgeable, prudent investor would under similar circumstances. Public comment period - CORRECT ANSWER Time allowed for the public to express its views and concerns regarding an action of an administrative agency. Quid pro quo harassment - CORRECT ANSWER Type of sexual harassment that occurs when an employee is forces to choose between giving in to a superior's sexual demands and forfeiting an economic benefit such as a pay increase, a promotion, or continues employment. Portal-to-Portal Act - CORRECT ANSWER U.S. act that defines what is included as hours worked and is therefore compensable and a factor in calculating overtime. Pregnancy Discrimination Act - CORRECT ANSWER U.S. act that prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions. Principal-agent problem - CORRECT ANSWER Situation in which and agent (e.g. an employee) make decisions for a principal (e.g. an employer) potentially on the basis of personal incentives that may not be aligned with the agent's incentives. Process alignment - CORRECT ANSWER Extent to which underlying operations such as IT, finance, or HR integrate across locations. Overtime pay - CORRECT ANSWER Required for nonexempt workers under U.S. Fair Labor Standards Act at 1.5 time the regular rate of pay for hours worked over 40 in a workweek. Patient Protections and Affordable Care Act (PPACA) - CORRECT ANSWER 2010 U.S. law the requires virtually all citizens and legal residents to have minimum health coverage and requires employers with more than 50 full-time employees to provide health coverage that meets minimum benefit specifications or pay a penalty. Pension Benefit Guaranty Corporation (PBGC) - CORRECT ANSWER Set up by U.S. Employee Retirement Income Security Act to insure payment of benefits in the even that a private-sector defined benefit pension plan terminates with insufficient funds to pay the benefits. Phillips v. Martin Marietta Corporation - CORRECT ANSWER 1971 U.S. case that stated than an employer may not, in the absence of business necessity, refuse to hire women with preschool aged children while hiring men with such children. Occupational Safety and Health Act (OSH) - CORRECT ANSWER U.S. act that established the first national policy for safety and health and continues to deliver standards that employers must meet to guarantee the health and safety of their employees. Occupational Safety and Health Administration (OSHA) - CORRECT ANSWER U.S. agency that administers and enforces the Occupational Safety and Health Act of 1970. Offshoring - CORRECT ANSWER Situation in which a company relocated processes or production to an international location by means of subsidiaries or 3rd party affiliates. Older Workers Benefit Protection Act (OWBPA) - CORRECT ANSWER U.S. act that amended the Age Discrimination in Employment Act to included all employee benefits; also provided standards that an employee's waiver of the right to sue for age discrimination must meet in order to be upheld by a court. NLRB v. Weingarten - CORRECT ANSWER Landmark 1975 U.S. labor relations case the dealt with the right of a unionized employee to have another person present during certain investigatory interviews. Nonexempt employees - CORRECT ANSWER Employees covers under U.S. Fair Labor Standards Act regulations, including minimum wage and overtime pay requirements. Occupational illness - CORRECT ANSWER Medical condition or disorder, other than one resulting from an occupational injury, caused by exposure to environmental factors associated with employment. Occupational injury - CORRECT ANSWER Injury that results from a work-related accident or exposure involving a single incident int he work environment. National Defense Authorization Acts (NDAA) - CORRECT ANSWER U.S. acts that expanded FMLA leave for employees with family members who are covered members of the military. National Federation of Independent Business v Sebelius - CORRECT ANSWER U.S. Supreme Court ruling that Patient Protections and Affordable Care Act requirement that individuals purchase health insurance was constitutional but that requirement that states expand Medicaid was not. National Labor Relations Act (NLRA) - CORRECT ANSWER U.S. act that protects and encourages the growth of the union movement. The act established workers rights to organize and bargain collectively with the employers; also known as the Wagner Act. National origin - CORRECT ANSWER Refers to the country (including those that no longer exist) of one's birth or of one's ancestors' birth. Low-context culture - CORRECT ANSWER Society in which people tend to have many social connections but of shorter duration and where behavior and beliefs may need to be described explicitly so that those coming into the cultural environment know how to behave. Merger/acquisition (M&A) - CORRECT ANSWER Combination of 2 separate firms either by their joining together as relative equals (merger) or by one acquiring the other (acquisition). Moral hazard - CORRECT ANSWER Situation in which one party engages in risky behavior knowing that is is protected against the risk because another party will incur any resulting loss. Multinational enterprise (MNE) - CORRECT ANSWER Organization that owns or controls production or services facilities in one or more countries other than the home country. Lechmere, Inc. v NLRB - CORRECT ANSWER 1992 case in which the U.S. Supreme Court rules that an employer cannot be compelled to allow non-employee organizers onto the business property. Ledbetter v Goodyear Tire & Rubber Co, - CORRECT ANSWER 2007 case in which the U.S. Supreme Court rules that claims of sex discrimination in pay under Title VII were not timely because discrimination charges were not filed with the EEOC within the required 180-day time frame. Lilly Ledbetter Fair Pay Act - CORRECT ANSWER U.S. act the creates a rolling time frame for filing wage discrimination claims and expands plaintiff field beyond employee who was discriminated against. Local responsiveness (LR) strategy - CORRECT ANSWER Globalization strategy that emphasizes adapting to the needs of local markets and allows subsidiaries to develop unique products, structures, and systems. Insourcing - CORRECT ANSWER Transferring a previously outsourced function back in-house. Key risk indicators (KRIs) - CORRECT ANSWER Metrics that provide an early signal of increasing risk exposures in the various areas of an enterprise. Labor-Management Relations Act (LMRA) - CORRECT ANSWER U.S. act that provides balance of power between union and management by designating certain union activities as unfair labor practices; also knows as Taft-Hartley Act. Labor-Management Reporting and Disclosure Act (LMRDA) - CORRECT ANSWER U.S. act that protects the rights of union members from corrupt or discriminatory labor unions; also known as Landrum-Griffin Act. Hostile environment harassment - CORRECT ANSWER Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance; creates an intimidating, threatening, or humiliating work environment; or perpetuates a situation that affects the employee's psychological well-being. Identity alignment - CORRECT ANSWER Extent to which diversity is is embraced in management of people, products/services, and branding. Immigration Reform and Control Act (IRCA) - CORRECT ANSWER U.S. act that prohibits discrimination against jobs applicant on the basis of national origin or citizenship; establishes penalties for hiring illegal aliens and requires employers to establish each employee's identity and eligibility to work. Inclusion - CORRECT ANSWER Extent to which each person in an organization feels welcomed, respected, supported, and valued as a team member. Governance - CORRECT ANSWER System of rules and processes an organization puts in place to ensure its compliance with local and international laws, accounting rules, ethical norms, and its own codes of conduct. Griggs v Duke Power - CORRECT ANSWER U.S. case that recognized adverse impact discrimination. Hazard - CORRECT ANSWER Potential for harm, often associated with a condition or activity that, if left uncontrolled, can result in injury or illness. High-context culture - CORRECT ANSWER Society or group where people have close connections over a long period of time and where many aspects of behavior are not made explicit, because most members know what to do and thing from years of interaction. Global integration (GI) strategy - CORRECT ANSWER Globalization strategy that emphasizes consistency of approach, standardization of processes, and a common corporate culture across global operations. Global remittances - CORRECT ANSWER Monies sent back home by migrants working in foreign countries. Globalization - CORRECT ANSWER Growing interconnectedness and interdependency of countries, people, and companies. Glocalization - CORRECT ANSWER Characteristic of an organization with a strong global image but an equally strong local identity. Gender - CORRECT ANSWER Refers to the society constructed system that associates masculinity or femininity to certain roles, behaviors, activities, and attributes. Gender identity - CORRECT ANSWER Refers to one's internal, personal sense of being a man or a woman (or boy or girl), which may or may not be the same as one's sexual assignment at birth. General Duty Clause - CORRECT ANSWER Statement in U.S. Occupational Safety and Health Act that requires employers subject to OSHA to provide employees with a safe and healthy work envrionment. Genetic Information Nondiscrimination Act (GINA) - CORRECT ANSWER U.S. act that prohibits discrimination against individuals on the basis of their genetic information in both employment and health insurance. Fair Credit Reporting Act (FCRA) - CORRECT ANSWER U.S. act that protects privacy of background information and ensures that information supplies is accuate. Fair Labor Standards Act (FLSA) - CORRECT ANSWER U.S. act that establishes minimum wage, overtime pay, youth employment, and record-keeping standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments. Family and Medical Leave Act (FMLA) - CORRECT ANSWER U.S. act that provides employees with up to 12 weeks of unpaid leave to care for family members or because of a serious health condition of the employee. Faragher v. City of Boca Raton - CORRECT ANSWER U.S. court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not. Equal Pay Act (EPA) - CORRECT ANSWER U.S. act that prohibits wage discrimination by requiring equal pay for equal or "substantially equal" work. Ethics - CORRECT ANSWER Set of behavioral guidelines by which all directors, managers, and employees of an organization are expected to behave to ensure appropriate moral and ethical business standards, typically beyond the letter of the law. Exempt employees - CORRECT ANSWER Employees who are excluded from U.S. Fair Labor Standards Act minimum wage and overtime pay requirements. Fair and Accurate Credit Transactions Act (FACT Act) - CORRECT ANSWER U.S. act that provides some relief to employers using third parties to conduct workplace investigations. Employee Retirement Income Security Act (ERISA) - CORRECT ANSWER U.S. act that established uniform minimum standards for employer-sponsored retirement and health and welfare benefit programs. Employees - CORRECT ANSWER Individuals who exchange work for wages or salary; in the U.S. workers who are covered by Fair Labor Standards Act regulations as determined by the IRS. Employment practices liability insurance (EPLI) - CORRECT ANSWER Type of liability insurance covering an organization against claims by employees, former employees, and employment candidates alleging that their legal rights in the employment relationship have been violated. Equal Employment Opportunity Act - CORRECT ANSWER U.S. act that amended Title VII and gave the Equal Opportunity Commission authority to implement its administrative findings and conduct its own enforcement litigation. Drug-Free Workplace Act - CORRECT ANSWER U.S. law that requires federal contractors with contracts of $100,000 or more as well as recipients of grants from federal government to certify they are maintaining a drug-free workplace. Duty of care - CORRECT ANSWER Principle that organizations should take all steps that are reasonably possible to ensure the health, safety, and well-being of employees and protect them from foreseeable injury. Employee Polygraph Protection Act (EPPA) - CORRECT ANSWER U.S. act that generally prevents most private employers engaged in or affecting interstate commerce from using lie detector tests either for pre-employment screening or during the course of employment, with certain exemptions. Employee resource group (ERG) - CORRECT ANSWER Voluntary group for employees who share a particular diversity dimension (race, religion, ethnicity, sexual orientation, etc); also known as affinity group or network group. Diversity council - CORRECT ANSWER Task force created to define a diversity and inclusion initiative and guide the development and implementation process. Diversity dimensions - CORRECT ANSWER Framework for understanding the range and complexity of diversity; includes four layers (personality, internal dimensions, external dimensions, and organizational dimensions); also known as identity group. Diversity of thought - CORRECT ANSWER Concept describing the presence of different types of cognitive processes in a workplace; opposed to "groupthink" or similarity of though processes and opnions. Divestiture - CORRECT ANSWER Sale by company of an asset that is not performing well, that is not core to the company's business, or that is worth more as a separate entity. Disability - CORRECT ANSWER Physical or mental impairment that substantially limits major life activities. Disparate impact - CORRECT ANSWER Type of discrimination that results when a neutral policy has a discriminatory effect; also known as adverse impact. Disparate treatment - CORRECT ANSWER Type of discrimination that occurs when an applicant or employee is treated differently because of his or her membership in a protected class. Diversity - CORRECT ANSWER Differences in characteristics of people; can involve personality, work style, race, age, ethnicity, gender, religion, education, functional level at work, etc. Contingency plan - CORRECT ANSWER Protocol than an organization implements when an identified risk event. Corporate social responsibility (CSR) - CORRECT ANSWER Recognition of the impact a corporations has on the lives of its stakeholders and the environment; can include corporate governance, corporate philanthropy, sustainability, and employee rights and workplace safety. Cosourcing - CORRECT ANSWER Situation in which an enterprise outsources only one part of a function, often collocating it at the organization's workplace. Dilemma reconciliation - CORRECT ANSWER Process of charting a course through cultural differences. Comparable worth - CORRECT ANSWER Concept that states that jobs requiring comparable skills, effort, responsibility, and working conditions filled primarily by women should have the same job classification and salary as similar jobs filled by men. Compliance - CORRECT ANSWER Being in accordance with all national federal, regional, or local laws, regulations, and government authority requirements for all the nations in which an organization operates. Compliance program - CORRECT ANSWER System for ensuring that policies and procedures addressing issues identified in the code of conduct are presented to and understood and acted on by everyone in the organization and for evaluating the results of those efforts. Consolidated Omnibus Budget Reconciliation Act (COBRA) - CORRECT ANSWER U.S. act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage. Burlington Industries Inc v. Ellerth - CORRECT ANSWER U.S. court ruling that distinguished between supervisor harassment that results in tangible employment actions and supervisor harassment that does not. Civil Rights Act of 1964 - CORRECT ANSWER 1st comprehensive U.S. law making ti unlawful to discriminate on the basis of race, color, religion, sex, or national origin. Civil Rights Act of 1991 - CORRECT ANSWER U.S. act that expand the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged discrimination the right to a jury trial. Code of conduct - CORRECT ANSWER Principles of conduct within an organization that guide decision making and behavior; also knows as code of ethics. Americans with Disabilities Act (ADA) - CORRECT ANSWER U.S. act that prohibits discrimination against a qualified individual with a disability because of his/her disability. Assignees - CORRECT ANSWER Employees who work outside their home countries. Bill - CORRECT ANSWER A proposal presented to a legislative body for possible enactment as a statute. Bona file occupational qualification (BFOQ) - CORRECT ANSWER Situation in which religion, sex, or national origin is reasonably necessary to carrying out a particular jobs function in the normal operations of an organization. ADA Amendments Act (ADAAA) - CORRECT ANSWER Amendments to U.S. American with Disabilities Act covering the definition of individuals regarded as having a disability, mitigating measures, and other rules of construction to guide the analysis of what constitutes a disability. Adverse impact - CORRECT ANSWER Type of discrimination that results when a neutral policy has a discriminatory effect; also known as disparate impact. Age Discrimination in Employment Act (ADEA) - CORRECT ANSWER U.S. act that prohibits discrimination in the workplace on the basis of age. Amendment - CORRECT ANSWER Modification of the U.S. Constitution or a U.S. law. Workplace management - CORRECT ANSWER All activities need to ensure that the skills, knowledge, abilities, and performance of the workplace meet current and future organizational and individual needs. Workforce planning - CORRECT ANSWER Process of analyzing the organization's workforce and determining steps required to prepare for future needs. Works council - CORRECT ANSWER Groups that represent employees, generally on a local or firm level; primary purpose is to receive from employers and to convey to employees information that might affect the workforce and the health of the enterprise. Work-to-rule - CORRECT ANSWER Situation in which workers slow processes by performing tasks exactly to specifications or according to jobs or task descriptions. Unfair labor practices (ULP) - CORRECT ANSWER Violation of rights under labor-relations statutes. Unitarianism - CORRECT ANSWER Belief that employers and employees can act together for their common good. Wildcat strike - CORRECT ANSWER Work stoppage at union contract operations that have not been sanctioned by the union. Workforce analysis - CORRECT ANSWER Systematic approach to anticipate human capital needs and data HR professionals can use to ensure that appropriate knowledge, skills, or abilities will be available when needed to accomplish organizational goals and objectives. Sympathy strike - CORRECT ANSWER Action taken in support of another union that is striking the employer. Talent management - CORRECT ANSWER Development and integration of HR processes that attract, develop, engage, and retain the knowledge, skills, or abilities of employees that will meet current and future business needs. Trade union - CORRECT ANSWER Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers; also called labor union. Turnover - CORRECT ANSWER Annualized formula that tracks number of separations and total number of workforce employees per month. Span of control - CORRECT ANSWER Refers to the number of individuals who report to a supervisor. Staff units - CORRECT ANSWER Work groups that assist line units by providing specialized services, such as HR. Strictness - CORRECT ANSWER Error that occurs when an appraiser believes standards are too low and inflates the standards in an effort to make them meaningful. Succession planning - CORRECT ANSWER A talent management strategy to help identify and foster the development of high-potential employees. Sit-down strike - CORRECT ANSWER Refusal by workers to work; also refusal by workers to leave their workstations, making it impossible for the employer to use replacement workers. Six Sigma - CORRECT ANSWER A set of techniques and tools for quality process improvement. Social movement unionism - CORRECT ANSWER 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) - CORRECT ANSWER 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. Differential pay - CORRECT ANSWER Pay rates that are affected by where or when an employee works. Distance learning - CORRECT ANSWER Process of delivering educational or instructional programs to locations away from a classroom or site. Domestic partners - CORRECT ANSWER Unmarried couples, of the same or opposite sex, who live together and seek economic and non-economic benefits comparable to those granted to their married counterparts. Dual career ladders - CORRECT ANSWER Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles. E-learning - CORRECT ANSWER Delivery of training and educational materials, processes, and programs via the use of electronic media. Employee engagement - CORRECT ANSWER Employees' commitment to an organization; willingness to put in effort that promotes the effective functioning of the organization. Employee life cycle (ELC) - CORRECT ANSWER Activities associated with an employee's tenure in an organization. Employee surveys - CORRECT ANSWER Instruments used to collect and assess employee perceptions about the work environment. Employment branding - CORRECT ANSWER Process of positioning an organization as an "employer of choice" in the labor market. Essential functions - CORRECT ANSWER Primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodation. External equity - CORRECT ANSWER Situation in which an organization's compensation levels and benefits are similar to those of other organizations that are in the same labor market and compete for the same employees. Flat-rate pay - CORRECT ANSWER Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as single-rate pay. General pay increase - CORRECT ANSWER Pay increase given to employees based on local competitive market requirements; awarded regardless of employee performance. Green-circle rates - CORRECT ANSWER Situations in which an employee's pay is below the minimum of the range. Head count - CORRECT ANSWER Number of people on an organization's payroll at a particular moment in time. Incentive pay - CORRECT ANSWER Form of direct compensation where employers pay for performance beyond normal expectations to motivate higher performance. Incentives - CORRECT ANSWER Payments in return for the achievement of specific, time-limited, targets objectives. Internal equity - CORRECT ANSWER Situation in which employees feel that performance or job differences result in corresponding differences in rewards that are fair. Intrinsic motivation - CORRECT ANSWER Desire to do things because they matter, because we like it, because they're interesting, or because they are part of something important. Job analysis - CORRECT ANSWER Systematic study of jobs to determine what activities (tasks) and responsibilities they include, personal qualifications necessary for performance of the jobs, the conditions under which the work is performed, and the reporting structure. Scenario/what-if analysis - CORRECT ANSWER Statistical method used to test the possible effects of altering the details of a strategy to see if the likely outcome can be improved. Trend analysis - CORRECT ANSWER Statistical method that studies the way in which a variable may change over time. Value chain - CORRECT ANSWER The process by which an organization creates the product or service it offers to the customer. Rule of law - CORRECT ANSWER 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. Transformational leadership - CORRECT ANSWER Leadership based on vision and strategy and focused on challenging and developing organizational members in order to attain long-range results. Value - CORRECT ANSWER The benefit created when an organization meets its strategic goals. Stereotyping - CORRECT ANSWER 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. Validity - CORRECT ANSWER Ability of an instrument to measure what it is intended to measure. Weighted average - CORRECT ANSWER Average of data that adds factors to reflect the importance of different values. Halo effect - CORRECT ANSWER 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. Jurisdiction - CORRECT ANSWER Right of a legal body to exert authority over a given geographical territory, subject matter, or persons or institutions. Median - CORRECT ANSWER Middle point above and below which 50% of scores in a set of data lie. Regression analysis - CORRECT ANSWER Statistical method used to determine whether a relationship exists between variables and the strength of the relationship. HR Expertise (HR Knowledge) - CORRECT ANSWER The knowledge of principles, practices, and functions of effective human resource management. Leadership and Navigation competency - CORRECT ANSWER The ability to direct and contribute to initiatives and processes within the organization. Negative emphasis - CORRECT ANSWER Type of measurement bias that involves weighting a small negative reaction or piece of information more than it should objectively merit. Reliability - CORRECT ANSWER Ability of an instrument to provide results that are consistent. Horn effect - CORRECT ANSWER 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. Key performance indicators (KPI's) - CORRECT ANSWER Quantifiable measures of performance used to gauge progress toward strategic objectives or agreed standards of performance. Mode - CORRECT ANSWER Value that occurs most frequently in a set of data. Relationship Management competency - CORRECT ANSWER The ability to manage interactions to provide service and to support the organization. Intercultural wisdom - CORRECT ANSWER Capacity to recognize, interpret, and behaviorally adapt to multicultural situations and contexts; also called cultural intelligence. Variance analysis - CORRECT ANSWER Statistical method that identifies the degree of difference between planned and actual performance. Unweighted average - CORRECT ANSWER Raw average of data that gives equal weight to all values, with no regard for other factors. Stakeholder concept - CORRECT ANSWER Concept that proposed 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. Extraterritoriality - CORRECT ANSWER Extension of the power of a country's laws over its citizens outside that country's sovereign national boundaries. Due process - CORRECT ANSWER Concept that laws are enforced only through accepted, codified procedures. Critical Evaluation competency - CORRECT ANSWER The ability to interpret information with which to make business decisions and recommendations. Common law - CORRECT ANSWER Legal system in which each case is considered in terms of how it relates to legal decisions that have already been made; evolves through judicial decisions over time. Mean - CORRECT ANSWER Average score or value Negotiation - CORRECT ANSWER Process in which two or more parties work together to reach agreement on a matter. Root-cause analysis - CORRECT ANSWER Type of analysis that starts with a result and then works backward to identify fundamental cause. Ethical Practice competency - CORRECT ANSWER The ability to integrate core values, integrity, and accountability throughout all organizational and business practices. Global and Cultural Effectiveness competency - CORRECT ANSWER The ability to value and to consider the perspectives and backgrounds of all parties in global business. Emotional intelligence (EI) - CORRECT ANSWER Quality of being sensitive to and understanding of ones' own and others' emotions and the ability to manage one's own emotions and impulses. First-impression error - CORRECT ANSWER Type of measurement bias in which investigator makes snap judgements and lets first impression (either positive or negative) cloud subsequent evaluation. Ethical universalism - CORRECT ANSWER Concept that argues that there are fundamental ethical principles that apply across cultures. Global mindset - CORRECT ANSWER Ability to take an international, multidimensional perspective that is inclusive of other cultures, perspectives, and views. Business Acumen competency - CORRECT ANSWER The ability to understand and apply information with which to contribute to the organization's strategic plan. Communication competency - CORRECT ANSWER The ability to effectively exchange information with stakeholders. Cultural Noise - CORRECT ANSWER Type of measurement bias in which analyst fails to recognize that individual is responding with answers that analyst wants to hear and that analyst's culture/values are determining what he or she hears. Business intelligence - CORRECT ANSWER Ability to gather and analyze data from inside and outside the organization so that information is available for decision makers. Conflict of interest - CORRECT ANSWER Situation in which a person or organization has the potential to be influenced by opposing sets of incentives. Cultural relativism - CORRECT ANSWER Concept that argues that ethical behavior is determined by local culture, laws, and business practices. Civil law - CORRECT ANSWER Legal system based on written codes (laws, rules, or regulations). Consultation competency - CORRECT ANSWER The ability to provide guidance to organizational stakeholders. Culture - CORRECT ANSWER Set of beliefs, attitudes, values, and behaviors shared by members of a group and passed down from one generation to the next. Authentic leadership - CORRECT ANSWER Leadership grounded in an individual's values and principles and focused on empowering others to act. Job classification - CORRECT ANSWER Job evaluation method in which descriptions are written for each class of jobs; individual jobs are then put into the grade that best matches their class description. Job description - CORRECT ANSWER Written description of a job and its requirements, including tasks, knowledge, skills, abilities, responsibilities, and reporting structure. Job enlargement - CORRECT ANSWER Broadening the scope of a job by expanding the number of different tasks to be performed. Job enrichment - CORRECT ANSWER Increasing the depth of a job by adding responsibilities such as planning, organizing, tracking, and completing reports. Job evaluation - CORRECT ANSWER Process that determines the value and price of a job in order to place and compare it within an organization as well as attract and retain employees in a competitive environment. Job ranking - CORRECT ANSWER Job evaluation method that involves establishing a hierarchy of jobs from lowest to highest based on each job's overall value to the organization. Job rotation - CORRECT ANSWER Movement between different jobs. Job specifications - CORRECT ANSWER Written statements of the necessary qualifications for the job incumbent. Job-content-based job evaluation - CORRECT ANSWER Job evaluation method in which the relative worth and pay structure of different jobs are based on an assessment of their content and their relationship to other jobs within the organization. Kinesthetic learners - CORRECT ANSWER People who learn best through a hands-on approach; also called tactile learners. Leadership - CORRECT ANSWER Ability of an individual to influence a group or another individual toward the achievement of goals and results. Leadership development - CORRECT ANSWER Training and professional development programs targeted to assist management-and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations. Learning management system (LMS) - CORRECT ANSWER System that holds course content information and has the capability of tracking and managing employee course registrations, career development,and other employee development activities. Learning organization - CORRECT ANSWER Organization characterized by a capability to adapt to changes in environment. Lump-sum increase (LSI) - CORRECT ANSWER One-time payment made to an employee; also called performance bonus. Market-based job evaluation - CORRECT ANSWER Job evaluation method in which the relative worth and pay structure of different jobs are based on their market value or the going rate in the marketplace. Maturity curves - CORRECT ANSWER Correlate pay with time spent in a professional field such as teaching or research. Mentoring - CORRECT ANSWER Developmentally oriented relationship between two individuals. Merit pay - CORRECT ANSWER Situation where and individual's performance on the job is the basis for the amount and timing of pay increases; also called performance-based pay or pay performance. Motivation - CORRECT ANSWER Factors that initiate, direct, and sustain human behavior over time. Onboarding - CORRECT ANSWER Programs that help employees develop positive working relationships with coworkers; encompass orientation as well as the first months of an employee's tenure in a position. On-the-job training (OJT) - CORRECT ANSWER Training provided to employees at the work site utilizing demonstration and performance of job tasks. Organization learning - CORRECT ANSWER Certain types of learning activities or processes that may occur at any one of several levels in an organization. Orientation - CORRECT ANSWER Process in which a new employee becomes familiar with an organization as well as his or her department, coworkers, and the job. Paired comparison - CORRECT ANSWER Job evaluation method in which each job is compared with every other job being evaluated; the job with the largest number of "greater than" rankings is the highest-ranked job, etc. Pay compression - CORRECT ANSWER Occurs when there is only a small difference in pay between employees regardless of their experience, skills, level, or seniority; also know as salary compression. Pay equity - CORRECT ANSWER Fairness of compensation and benefits paid to employees. Pay of performance (P4P, PfP) - CORRECT ANSWER Situation where and individual's performance on the job is the basis for the amount and timing of pay increases; also called merit pay or performance-based pay. Pay grades - CORRECT ANSWER Used to group jobs that have approximately the same relative internal or external worth and are paid at the same rate within the same pay range. Pay ranges - CORRECT ANSWER Set the upper and lower bounds of possible compensation for indi Pedagogy - CORRECT ANSWER Study of the education of children. Performance bonus - CORRECT ANSWER One-time payment made to an employee; also called a lump-sum increase (LSI). Performance-based pay - CORRECT ANSWER Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called merit pay or pay for performance. Perquisites - CORRECT ANSWER Special incidental payments, benefits, or privileges given to individual employees, over and above their regular rewards. Person-based pay - CORRECT ANSWER Pay system in which employee characteristics, rather than the job, determine pay. Pilot programs - CORRECT ANSWER Learning/development programs offered initially in a controlled environment with a segment of the target audience. Point-factor system - CORRECT ANSWER Job evaluation method that looks at compensable factors (such a skills and working conditions) that reflect how much a job adds value to the organization; points are assigned to each factor and then added to come up with an overall point value for the job. Premiums - CORRECT ANSWER Payments in return for the achievement of specific, time-limited, targeted objectives. Productivity-based pay - CORRECT ANSWER Pay based on the quantity of work and outputs that can be accurately measured. Realistic job preview (RJP) - CORRECT ANSWER Part of the selection process that provides an applicant with honest and complete information about a job and the work environment. Reasonable accommodation - CORRECT ANSWER Modifications or adjustments to a job of job application process that accommodate persons with disabilities but do not impose a disproportionate or undue burden on the employee. Recruitment - CORRECT ANSWER Process of encouraging candidates to apply for job openings. Red-circle rates - CORRECT ANSWER Situations in which employees' pay is above the range maximum. Remuneration surverys - CORRECT ANSWER Surveys that collect information on prevailing market compensation and benefits practices, including starting wage rates, base pay, pay ranges, other statutory and market cash payments, variable compensation, and time off. Retention - CORRECT ANSWER Ability to keep talented employees in the organization. Selection - CORRECT ANSWER Process of vetting the most suitable candidate for a position. Selection interviews - CORRECT ANSWER Interviews designed to probe areas of interest to the interviewer in order to determine how well a job candidate meets the needs of the organization. Selection screening - CORRECT ANSWER Analyzing candidates' application forms, curriculum vitae, and resumes to locate the most-qualifies candidates for an open job. Secondary actions - CORRECT ANSWER Attempt by a union to influence an employer by putting pressure on another employer. Service-level agreement (SLA) - CORRECT ANSWER Part of a service contract where the service expectations are formally defined. Shared services HR model - CORRECT ANSWER 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. Simulations - CORRECT ANSWER Representations of real situations; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued. Radicalism - CORRECT ANSWER 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 - CORRECT ANSWER Error that occurs when an appraiser give more weight to recent occurrences and discounts an employee's earlier performance during the appraisal period. Replacement planning - CORRECT ANSWER "Snapshot" assessment of the availability of qualified backup for key positions. Restructuring - CORRECT ANSWER Act of reorganizing legal, ownership, operational, or other organizational structures. Picketing - CORRECT ANSWER Positioning of employees at a place of work targeted for the action for the purpose of protest. Pluralism - CORRECT ANSWER Type of labor environment in which multiple forces are at work, each with its own agenda, and conflict is overcome through negotiation. Primacy error - CORRECT ANSWER Occurs when an appraiser gives more weight to an employee's earlier performance and discounts recent occurrences. Product structure - CORRECT ANSWER Organizational structure in which functional departments are grouped under major product divisions. Outsourcing - CORRECT ANSWER Contracting with 3rd party vendors to provide selected services/activities. Performance appraisal - CORRECT ANSWER Process of measuring employees' adherence to performance standards and providing feedback. Performance management - CORRECT ANSWER Process of maintaining/improving employee job performance. Performance standards - CORRECT ANSWER Expectations of management translated into behaviors and results that employees can deliver. Mobile learning - CORRECT ANSWER Digitized instructional content delivered to wireless mobile devices (eg smartphones, tablet computers, notebooks, and digital readers). Lockout - CORRECT ANSWER Occurs when management shuts down operations to prevent union employees from working. Matrix structure - CORRECT ANSWER Organizational structure that combines departmentalization by division and function to gain the benefits of both. Mediation - CORRECT ANSWER Method of nonbinding dispute resolution involving a third party who helps disputing parties reach a mutually agreeable decision; also known as conciliation. Mind mapping - CORRECT ANSWER Data sorting technique in which group members add related ideas and indicate logical connections, eventually grouping similar ideas. Labor union - CORRECT ANSWER Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers; also called trade union. Layoffs - CORRECT ANSWER Temporary employment separations; employees may be recalled to work, or the separation may become permanent. Leniency errors - CORRECT ANSWER Errors that are the result of appraisers who don't want to give low scores. Line units - CORRECT ANSWER Work groups that conduct the major business of an organization. Joint employment - CORRECT ANSWER Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as co-employment. Judgemental forecasts - CORRECT ANSWER Use of information from past and present to predict future conditions. Knowledge management (KM) - CORRECT ANSWER Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance. KSA - CORRECT ANSWER Knowledge, skills, or abilities needed to effectively perform a job. Independent contractors - CORRECT ANSWER Self-employed individuals hired on a contract basis for specialized services. Industrial actions - CORRECT ANSWER Various forms of collective employee actions taken to protest work conditions or employer action. Information management (IM) - CORRECT ANSWER Use of technology to collect, process, and condense information with a goal of efficient management of information as an organizational resource. Intellectual property (IP) - CORRECT ANSWER Ownership of innovation by an individual or business enterprise; includes patented trademarked, or copyrighted property. Hacking - CORRECT ANSWER Act of deliberately accessing a computer without permission. HR audit - CORRECT ANSWER Systematic and comprehensive evaluation of an organization's HR policies, practices, procedures, and strategies. Human resource information system (HRIS) - CORRECT ANSWER Systematic tool for gathering, storing, maintaining, retrieving, and revising HR data. Hybrid structure - CORRECT ANSWER Organizational structure that mixes elements of the functional, product, and geographic structures. Gamification - CORRECT ANSWER Selective use of game design and game mechanics to drive employee engagement in non-gaming business scenarios. Geographic structure - CORRECT ANSWER Organizational structure in which geographic regions define the organization chart. Grievance procedure - CORRECT ANSWER Orderly way to resolve differences of opinion in regard to a union contract. Groupware - CORRECT ANSWER Umbrella term for specialized collaborative software applications. Formalization - CORRECT ANSWER Refers to the extent to which rules, policies, and procedures govern the behavior of employees in an organization. Front-back structure - CORRECT ANSWER 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 - CORRECT ANSWER HR structural alternative in which headquarters HR specialists craft policies and HR generalists located within divisions or other locales implement the policies, adapt them as needed, and interact with employees. Functional structure - CORRECT ANSWER 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. Enterprise resource planning (ERP) - CORRECT ANSWER Business management software, usually a suite of integrated applications, that a company can use to collect, store, manage and interpret date from many business activities. e-procurement - CORRECT ANSWER Use of electronic communications and transaction processing when buying (or contracting for/tendering) supplies and services. Focus group - CORRECT ANSWER Small group (normally six to twelve) invited to actively participate in a structured discussion with a facilitator. Force-field analysis - CORRECT ANSWER 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. Delphi technique - CORRECT ANSWER Forecasting technique that progressively collects information from a group without physically assembling the contributors. Departmentalization - CORRECT ANSWER Way an organization groups jobs to coordinate work. Employment at-will - CORRECT ANSWER Principle of employment in the U.S. 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. Encryption - CORRECT ANSWER Conversation of data into a format that protects or hides its natural presentation or intended meaning. Dashboards - CORRECT ANSWER Reporting mechanisms that aggregate and display metrics and key performance indicators. Database - CORRECT ANSWER Data structure that stores organized information (numeric information as well as sound clips, pictures, and videos). Database management system (DBMS) - CORRECT ANSWER Variety of software applications that electronically manage stored data. Dedicated HR - CORRECT ANSWER HR structural alternative that allows businesses with different strategies in multiple units to apply HR expertise to each unit's specific strategic needs. Constructive discipline - CORRECT ANSWER Form of corrective discipline that implements increasingly severe penalties for employees; also called progressive discipline. Contrast error - CORRECT ANSWER 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. Cost-benefit analysis - CORRECT ANSWER 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. Critical path - CORRECT ANSWER Describes the shortest amount of time required to complete a project, taking into account all project task relationships. Co-employment - CORRECT ANSWER Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also knows as joint employer. Collective bargaining - CORRECT ANSWER Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time. Collective bargaining agreement - CORRECT ANSWER Agreement or contract negotiated through collective bargaining process. Conciliation - CORRECT ANSWER Method of nonbinding dispute resolution involving a third party who tries to help disputing parties reach a mutually agreeable decision; also knows as mediation. Central tendency error - CORRECT ANSWER Error that occurs when an appraiser rates all employees within a narrow range, regardless of differences in actual performance. Chain of command - CORRECT ANSWER Line of authority within an organization. Cloud computing - CORRECT ANSWER Style of computing in which scalable IT-enabled capabilities are delivered as a service using Internet technologies. Codetermination - CORRECT ANSWER Form a corporate governance that requires a typical management board and supervisory board and that allows management and employees to participate in strategic decision making. Bias - CORRECT ANSWER Occurs when an appraiser's values, beliefs, or prejudices distort performance ratings. Big data - CORRECT ANSWER High-volume, high-velocity, and high-variety information assets that require innovative forms of information processing for enhances insight and decision making. Blogs - CORRECT ANSWER Broadcast-style communications that enable authors to publish articles, opinions, product or service reviews, etc, on a web page. Center of excellence (COE) - CORRECT ANSWER HR structural alternative established as an independent department that provides services within a focused area to internal clients. Affinity diagramming - CORRECT ANSWER Data sorting technique in which a group categorizes and sub-categorizes data until relationships are clearly drawn. Alternative dispute resolution (ADR) - CORRECT ANSWER Umbrella term used to describe a number of problem-solving and grievance resolution approaches. Arbitration - CORRECT ANSWER Procedure in which disputes are submitted to one or more impartial persons for final determination. Balanced scorecard - CORRECT ANSWER 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. Visual learners - CORRECT ANSWER People who learn best by relying on their sense of sight. Well-being - CORRECT ANSWER Physical, psychological, and social aspects of employee health. Time-based step-rate pay - CORRECT ANSWER System in which pay is based on longevity in the job and pay increases occur on a predetermines schedule. Total rewards - CORRECT ANSWER Direct and indirect remuneration approaches that employers use to attract recognize, and retain workers. Training - CORRECT ANSWER Process of providing knowledge, skills, or abilities (KSA) specific to as task or job. Transfer of learning - CORRECT ANSWER Effective and continuing on-the-job application of the knowledge and skills gained through a training experience. Sourcing - CORRECT ANSWER Process of generating a pool of qualified job applications. Staffing - CORRECT ANSWER HR function that acts on the organizational human capital needs identified through workforce planning and attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the organization's financial success. Stress interview - CORRECT ANSWER Type of interview in which the interviewer assumes an aggressive posture to see how a candidate responds to stressful situations. Structured interview - CORRECT ANSWER Type of interview in which the interviewer asks every applicant the same questions; also called a repetitive interview. Seniority - CORRECT ANSWER System that shows preference to employees with the longest service. Single-rate pay - CORRECT ANSWER Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also knows as flat-rate pay. Situation judgement tests (SJT's) - CORRECT ANSWER Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment. Social media - CORRECT ANSWER Variety of Internet technology platforms and communities that people use to communicate and share information and resources. Multi-criteria decision analysis (MCDA) - CORRECT ANSWER 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. Nominal group technique - CORRECT ANSWER Group of individuals who meet face-to-face to forecast ideas and assumptions and prioritize issues. Organization development - CORRECT ANSWER