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.
Teste tes connaissances avec un QCM de 12 questions sur Foundations of Organizational Systems and HR Compliance.
1. What is a key characteristic of Systems Thinking as described in the provided content?
2. What is the defining feature of a matrix organizational structure as described in the source?
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