Karteikarten: Foundations of Organizational Systems and HR Compliance — 24 Karten

Systems Thinking — definition?

Understanding how functions influence each other.

Line Managers — role?

Oversee employees and current performance info.

Organizational Structure — function?

Defines task and authority relationships.

Matrix Structure — key feature?

Dual reporting to functional and project managers.

Formal Reporting Lines — purpose?

Specify authority and communication pathways.

Mechanistic Culture — characteristic?

Rigid, rule-based, low flexibility.

Innovation Stagnation Risk — in?

Mechanistic cultures inhibit creativity.

Performance Scorecard — purpose?

Holistic performance evaluation across multiple perspectives.

Forced Distribution System — method?

Ranks employees along a bell curve.

Performance Dimensions — meaning?

Various aspects used to evaluate success.

Talent Acquisition Steps — sequence?

Identify, advertise, screen, interview, hire, onboard.

Applicant Tracking System — function?

Automates recruitment workflow.

Behavioral Interviews — purpose?

Predict future performance based on past behavior.

Passive Candidates — definition?

Not actively seeking but open to offers.

Illegal Interview Topics — examples?

Family, age, disability, religion, sexual orientation.

Training — focus?

Improve current job skills.

Development — focus?

Prepare for future roles.

Kirkpatrick Model — levels?

Reaction, learning, behavior, results.

Best Training Method — example?

Practical drills for emergencies.

Extrinsic Compensation — examples?

Bonuses, pay raises.

Job Evaluation — purpose?

Ensure internal pay equity.

FMLA — provides?

Unpaid leave for family/medical reasons.

ADA — requirement?

Reasonable accommodations for disabilities.

HR Investigations — qualities?

Thorough, documented, impartial.