1	Replacement Planning		_____	Online clustering of individuals in groups with common or shared interests.
2	Restructuring		_____	Groups that represent employees, generally on a local or organizational level, for the primary purpose of receiving from employers and conveying to employees information about the workforce and the health of the enterprise.
3	Secondary Action		_____	Work groups that assist line units by providing specialized services, such as HR.
4	Service-Level Ageement (SLA)		_____	Reporting of an organization’s violations of policies and processes by employees.
5	Shared Services HR Model		_____	Refers to the number of individuals who report to a supervisor.
6	SImulations		_____	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.
7	Sit-Down Strike		_____	Activities needed to ensure that workforce size and competencies meet current and future organizational and individual needs.
8	Social Engineering		_____	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.
9	Social Networks		_____	Attempt by a union to influence an employer by putting pressure on another employer, for example, a supplier.
10	Software as a Service (SaaS)		_____	Process of implementing a talent management strategy for identifying and fostering the development of high-potential employees or other job candidates who, over time, may move into leadership positions of increased responsibility.
11	Span of Control		_____	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.
12	Staff Units		_____	In a computer context, tricking a user into sharing information that can then be used to access systems.
13	Succession Planning		_____	Representations of real situations; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.
14	Sympathy Strike		_____	Work stoppages at union contract operations that have not been sanctioned by the union.
15	Talent Management		_____	Act of replacing employees leaving an organization; attrition or loss of employees.
16	Trade Union		_____	“Snapshot” assessment of the availability of qualified backup for key positions.
17	Turnover		_____	Annualized formula that tracks number of separations and total number of workforce employees per month.
18	Turnover Rate		_____	All activities needed to ensure that workforce size and competencies meet the organization’s strategic needs.
19	Unfair Labor Practice		_____	Act of reorganizing the legal, ownership, operational, or other structures of an organization.
20	Whistleblowing		_____	Refusal by workers to work; also refusal by workers to leave their workstations, making it impossible for the employer to use replacement workers.
21	Wildcat Strike		_____	Group of workers who formally organize and coordinate their activities to achieve common goals in their relationship with an employer or group of employers; also called labor union.
22	Workforce Analysis		_____	Action taken in support of another union that is striking the employer.
23	Workforce Management		_____	Development and integration of HR processes that attract, develop, engage, and retain the knowledge, skills, and abilities of employees that will meet current and future organizational needs.
24	Workforce Planning		_____	Violation of employee rights; act prohibited under labor relations statutes.
25	Works Councils		_____	Situation in which workers slow processes by performing tasks exactly to specifications or according to job or task descriptions.
26	Work-to-Rule		_____	Part of a service contract where the service expectations are formally defined.