Chapter 11 Managing Human Resource Systems Flashcards
human resource management (HRM)
the process of finding, developing, and keeping the right people to form a qualified workforce
bona fide occupational qualification (BFOQ)
an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are “reasonably necessary to the normal operation of that particular business”
disparate treatment
intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, sexual orientation, gender identity, age, ethnic group, national origin, or religious beliefs
adverse impact
unintentional discrimination that occurs when members of a particular race, sex, sexual orientation, gender identity, age, ethnic group, national origin, or religious beliefs are unintentionally harmed or disadvantaged because they are hired, promoted, or trained at substantially lower rates than others
four-fifths rule (80% rule)
rule of thumb used to determine whether there is evidence of adverse impact
sexual harassment
form of discrimination in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occurs while performing one’s job
what are the two types of sexual harassment?
quid quo pro sexual harassment and hostile work environment
quid quo pro sexual harassment
form of sexual harassment in which employment outcomes, such as hiring, promotion, or simply keeping one’s job, depend on whether an individual submits to sexual harassment
hostile work environment
form of sexual harassment in which unwelcome and demeaning sexual related behavior creates an intimidating and offensive work environment
recruiting
the process of developing a pool of qualified job applicants
job analysis
a purposeful, systematic process for collecting information on important work-related aspects of a job
job description
written description of basic tasks, duties, and responsibilities required of an employee holding a particular job
job specification
written summary of the qualifications needed to successfully perform a particular job
internal recruiting
process of developing a pool of qualified job applicants from people who already work in the company
external recruiting
process of developing a pool of qualified job applicants from outside the company
selection
the process of gathering information about job applicants to decide who should be offered a job
validation
the process of determining how well a selection test or procedure predicts future job performance
human resource information system (HRIS)
computerized system for gathering, analyzing, storing, and disseminating information related to the HRM process
employment references
sources such as previous employers or coworkers who can provide job-related information about job candidates
background checks
procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves to uncover negative, job-related background information not provided by applicants
specific ability tests (aptitude tests)
tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well
cognitive ability tests
tests that measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude
biographical data (biodata)
extensive surveys that ask applicants questions about their personal backgrounds and life experiences
personality test
an assessment that measures the extent to which an applicant possesses different kinds of job-related personality dimensions
