An analysis that examines the political, economic, social, and technological factors in an organization's environment.

The foundation beliefs that impact how people think about and respond to organizational events, but which are mostly subconscious.

The authority to make decisions and to direct the performance of subordinates in production, sales, or finance-related activities.

The process of collecting HR metrics and presenting them to managers in a useful format. Sometimes referred to as an HR scorecard.

An organization which has strategic corporate units in multiple countries that interact both with the headquarters and with each other.

A human resource manager who is required to understand all of the major personnel functions and how they interact with other business functions.

Exists when the relationship between the human resource department and the line managers is one of providing advice and counsel and when the authority for deciding what to do is shared.

A plan that describes expected income and expenses over a period of time.

Persons who are not employed but who are available for work.

The degree to which workers are free from the direct influence of a supervisor and can exercise discretion in scheduling their work and in deciding how it will be done.

A report of a company's income, expenses, and profits over a certain period of time.

A statement of financial position that reports a company's assets, liabilities, and equity as of a specific point in time, such as the end of the company's fiscal year.

An examination of demographic and social forces influencing the long-term composition of the labor force and the future availability of employees.

A survey of about 60,000 households that is conducted by the Bureau of Labor Statistics. Personal interviews are conducted monthly to determine participation in the workforce, unemployment, and reasons for not working or for only working part-time.

Providing the conditions that stimulate followers to act in a committed, concerned and involved way in doing their work.

A strategy of bringing outside people into the organization and making them feel obligated to contribute because of their organizational involvement.

A popular approach to strategy development which involves analyzing strengths, weaknesses, opportunities, and threats.

A situation where a person who has a responsibility to act in the best interests of a company may receive direct personal benefit from his or her actions at the expense of or to the detriment of the company.

When an organization relocates one or more of its processes to another country, usually to save on costs.

The most highly recommended experimental research design. Participants are randomly assigned to four groups; two groups are pretested; one of the pretested groups and one of the non-pretested groups participate in the experimental treatment, and all four groups are then measured.

This law requires publicly traded companies and their independent auditors to demonstrate that their numbers are accurate and that they have processes in place to ensure accurate reporting. Several sections of the law have important implications for human resource activities.

The concept that there are three important stakeholders for every company - the stockholders, the customers, and the employees - and for a business to succeed in the long run it must satisfy the expectations of all three stakeholders.

A set of rules that identifies the values that members of the organization, and especially its leaders, consider to be important.

A human resource accounting measure that represents the costs of recruiting, selecting, and training the present employees.

An employee who is assigned to work in foreign country.

An evaluation of how well the human resources department is performing its responsibilities and objectives.

The systems by which an organization is administered, directed and controlled.

A style of leadership that focuses on accomplishing work by relying on contingent rewards, task instructions, and corrective actions.

The quality of a measurement, referring to its ability to actually measure or predict what it intends to measure or predict.

The role of HR managers when they supervise or guide an organizational development intervention.

An organizational structure where jobs are assigned to units or departments by function.

(Separation Costs + Replacement Costs + Training Costs + Lost Performance) / Number of Replacements

Explains a company's reason for existence.

What is the 1st step in the Human Resource Audit Process?

The balance achieved in an employment exchange where the rewards offered by an organization are roughly equivalent to the contributions that an employee is required to make.

The social values that are shared among the members of an organization and tend to regulate their individual behaviors and induce collective conformity.

A research study that occurs in a natural setting of an organization and where an independent variable is manipulated to determine its effects on dependent variables.

Companies that contract with employers to manage human resource functions and employer liability by contractually assuming employer rights and responsibilities.

Specific indicators that are used to measure progress or achievement.

To make organizations more effective, the mission and strategy must be aligned with four organizational characteristics: structure, systems, culture, and __________ ?

Which of the following is not a common component found in most business plans?

Measures the results of a process or a change such as sales, profits, and customer service levels.

The number of subordinates assigned to a supervisor.

Unique skills or resources that give an organization a competitive edge.

Which business strategy am I? Responds to the environment in an ad hoc fashion, takes whatever actions that appear to be the most expedient at the time.

Which business strategy am I? Involves innovation, risk taking, seeking new opportunities and growth.

Which business strategy am I? Maintains a stable business while innovating on the periphery by attempting to balance efficient production of current products with creative development of new.

Which business strategy am I? Concerned with stability and possible retrenchment. Seeks to retain current customers without having to innovate or grow.

Which business strategy am I? Selling your products and services at a lower cost usually achieved by technological innovations that improve efficiency or low cost labor.

Which business strategy am I? Selects a defined segment of an industry and targets its strategy to serve them to the exclusion of others, AKA niche strategy.

Which business strategy am I? Providing unique products and services in ways that are widely valued by buyers (i.e. high quality, extraordinary service, innovative designs, etc).

The consistency or repeatability of measurement.

A sampling method that involves placing all employees in the sample population and drawing the sample at random.

The practice of contracting with outside specialists to perform selected human resource functions.