Chapter 5 - Talent Planning and Acquisition Flashcards
the processes performed by an employer of recruiting, interviewing, staffing, ensuring equal employment opportunity, affirmative action orientating new employees, managing, retention, termination and proper employee records
workforce planning and employment
the relocation of functions or work to another country
offshoring
The charge of illegal discrimination could not be substantiated.
No reasonable cause
The charge of illegal discrimination is substantiated by the evidence, and a letter of determination is sent to the employer and employee inviting the parties to join the agency in seeking to resolve the charge through conciliation
Reasonable cause
If the employee requests the case be closed without an investigation or during an investigation, the commission will cease its activities on the case and issue the employee a notice that he or she has the right to proceed to federal court.
Administrative closure
the degree to which a test measures what it claims to measure
construct validity
the extent a test measures all aspects of a given job
content validity
empirical studies producing data that show the selection procedure(s) are predictive or significantly related with important elements of job performance
criterion-realted validity
payment of salary or wages that could have been earned had the individual continued to work on the job in question or had the person been employed for a future period of time
front pay
gathering verbal and written information dealing with an issue that needs to be clarified
internal investigation
one possible determination from a state or federal enforcement agency concerning an investigation of a charge of illegal discrimination
reasonable clause
the measurement known as a “rule of thumb” used to test for disparity in treatment during any type of employment selection decisions; also identified as adverse impact
80% rule
documents containing information and commitments to take action that will improve the representation of minorities, women, disabled people, and veterans in the workforce
affirmative action plans
This is an audit of the physical establishment identified by a street address or campus location. This can be for either a goods and services contractor or a construction contractor. The requirements are different, but the offsite and onsite activities are much the same.
Normal compliance evaluation
When a contractor has gained approval of the OFCCP for its functional establishment, it becomes subject to selection of a compliance evaluation of that functional establishment. A functional establishment is composed of everyone in the contractor’s enterprise working in a functional area such as sales and marketing or administrative support.
Corporate Management Compliance Evaluation
Sometimes called a glass ceiling audit, this audit looks at the corporate headquarters organization and analyzes issues surrounding executive compensation, succession planning, mentoring programs, and developmental programs. This type of compliance evaluation was created by the OFCCP to identify illegal discrimination at senior corporate levels. Glass ceiling is the term that refers to an invisible barrier beyond which women may not progress in the organization. Since the term was first used, its meaning has expanded to encompass minorities as well as women.
Corporate Management Compliance Evaluation
applies to private-sector employers and is required annually by March 31
EEO-1
applies to private-sector employers and is required annually by March 31
EEO-3
applies to state and local governments with 100 or more employees. Filing is required biannually in odd-numbered years
EEO-4
is formerly known as the Elementary-Secondary Staff Information Report and is a joint requirement of the EEOC and the Office for Civil Rights (OCR) and the National Center for Education Statistics (NCES) of the U.S. Department of Education. It is conducted biennially in the even-numbered years and covers all public elementary and secondary school districts with 100 or more employees in the United States.
EEO-5
is when someone with a high-level position or a high level of influence at an organization hires friends or relatives over other, potentially more qualified candidates
nepotism
payment of salary or wages that should have been paid initially, usually as a form of remedy from a complaint of discrimination
back pay
exemption from overtime payment based on several qualifying factors, including supervision and minimum pay requirements
executive exemption
Identifying job openings before they exist
forecasting
Forecasting staffing needs is usually done in terms of the number of full-time equivalent people. That unit value is also favored for budgeting activities. Here’s the equation:
Full-Time Equivalent People (FTE) Required = Total Functional Work Load over Work Load Handled by One Person
the sale of an asset
divestiture
the first step in mergers and acquisitions involving a broad scope of research and investigation
due diligence
comparison of jobs to an outside scale with a predetermined number of grades or classifications
job classification
occurs when the interviewer asks different questions of each candidate, leading to no baseline of comparison for the questions asked of all candidates.
Question inconsistency bias
occurs when an interviewer is aware that the candidate scored high or low on assessment tests.
Knowledge of predictor bias
occurs when an interviewer tends to go easy on a candidate to give a higher rating than warranted.
Leniency bias
occurs when an interviewer allows a small amount of negative information to outweigh positive information.
Negative emphasis bias
occurs when the interviewer assumes a candidate has specific traits because they are a member of a group.
stereotyping bias
occurs when the candidate has interests or other characteristics that are the same as those of the interviewer and cause the interviewer to overlook negative aspects about the candidate
Similar-to-me bias
occurs when the interviewer recalls the most recently interviewed candidate more clearly than earlier candidates.
Recency bias
becomes apparent when the interviewer has difficulty deciding which candidate is best and rates them all about the same
Average bias
This occurs when a candidate is demonstrating a significant weakness and is thus rated low in all other areas.
Horn effect
Designed to assist individual managers and management teams in knowing where developmental effort should be focused
360-degree evaluations
Identification of the degree of engagement felt by the people on your payroll
workforce involvement
Identifies the best fit for individual interests and skill sets
job assessment
Identifies specific current skills
talent profile
Likelihood of success if promoted now
readiness for promotion
These include a strategic evaluation of supply chain options such as sourcing alternatives, plant locations, and warehouse locations.
supply analysis techniques
compares current results or historic results but always at a point in time. Trend analysis compares historical results with current results and identifies what may happen in the future based on the trend of data in the past.
trend and ratio analysis
Identifying the reasons that employees are leaving provides the data needed to analyze trends and identify potential problems within the organization
turnover analysis
This can involve analysis of data, analysis of production line movement, or analysis of order processing, among other possibilities
flow analysis
It is interesting to look forward to determine what customers, clients, or patrons will want in the future.
demand analysis techniques
These are projections based on subjective inputs. This method is often used when there is a very short time for drawing a conclusion or data is outdated or unavailable.
judgmental forecasts
These are projections based on subjective inputs. This method is often used when there is a very short time for drawing a conclusion or data is outdated or unavailable.
managerial estimates
This is a method of determining the future outcome and then manipulating a group to reach that conclusion or goal statement
delphi technique
A variation on the brainstorming process for group creativity, the nominal group technique alters that process a bit
nominal group technique
These approaches to analysis use mathematical formulas to identify patterns and trends
statistical forecasts
Linear regression is a tool often used in forecasting and financial analysis. It compares relationships among several variables. A variable is something for which the value changes over time
regression analysis
We can simulate a process or condition to predict an outcome
simulations
Measuring the distance (or difference) between where you are and where you want to be
gap analysis techniques
Another approach is to define the problem, identify a variety of solutions, and then assess each solution through use of statistical comparisons
solution analysis techniques
approach is one in which all key management positions are filled by expatriates.
ethnocentric
approach fills corporate positions in the home country with expatriates, whereas management positions in the host country are filled by host country nationals (HCNs).
polycentric
covers a trade region such as the European Union and has managers move between business units in different countries in the region.
regiocentric
approach seeks to place the best-qualified person into each position, regardless of their country of origin.
geocentric
