Chapter 11 - Terms 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.” BFOQs are strictly monitored by the Equal Employment Opportunity Commission
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, age, ethnic group, national origin, or religious beliefs
Adverse impact
unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others
Four-fifths (or 80%) rule
a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact; a violation of this rule occurs when the impact ratio (calculated by dividing the decision ratio for a protected group by the decision ratio for a nonprotected group) is less than 80 percent, or four-fifths
Sexual harassment
a 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
Quid pro quo sexual harassment
a 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
a form of sexual harassment in which unwelcome and demeaning sexually 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 the important work-related aspects of a job
Job description
a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job
Job specifications
a written summary of the qualifications needed to successfully perform a particular job
Internal recruiting
the process of developing a pool of qualified job applicants from people who already work in the company
External recruiting
the 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; the better or more accurate the prediction of future job performance, the more valid a test is said to be
Human resource information system (HRIS)
a 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 and 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
