Final Exam Flashcards
historical and verifiable
hard B-items
future and unverifiable
soft-B items
disability, marital status, dependency, age, emergency contact
Cluster 1
timing issue
criminal history, military experience, school activities, credit/financial status
Cluster 2
phrasing issue
gender, religion, national origin
Cluster 3
describes the extent to which a given selection procedure consistently measures applicants who are being screened
reliability
format that demands highest level of interviewing skills from the interviewer during the course of an interview
unstructured
how Americans define career ‘growth’
hierarchical/vertical
format that demands lowest level of interviewing skills from the interviewer during the course of an interview
structured
reward situations where certain individuals are being paid more than the pay-range max. for their positions
silver-circle, gold-circle
reward situations where certain jobs are being paid more than the pay-range max. for their positions
red-circle, green-circle
investment plan that would best advance a corporate culture that emphasizes employee empowerment/involvement
Scanlon plans
line of sight is a concept that is vital to effective
performance management
what is least likely to be a compelling concern for management when traditional pay structures are designed
individual equity
what is most likely to be a compelling concern for management when traditional pay structures are designed
business strategy
highest level of validity
performance simulations
lowest level of validity
unstructured interviews
basing pay structures on a pay-policy line that is set below prevailing wage & salary levels would most likely undermine employees perception of
external equity
basing pay structures on a pay-policy line that is set above prevailing wage & salary levels would most likely undermine employees perception of
individual equity
in content validity studies, the employer compares:
selection test content with job content
job evaluation data into pay structure design–> ____ equity
internal
pay survey data into pay structure design–> ____ equity
external
The employer intentionally excluded some individuals from employment opportunitities
disparate treatment
“facially neutral” employment criteria excluded some groups from employment opportunities much more so than it did other groups
disparate impact
describes the extent to which a given selection procedure accurately measures applicants who are being screened
validity
perform well in selection but poorly on the job
false positive
perform poorly in selection but well on the job
false negatives
most likely to raise legal concerns about reverse discrimination
private firm voluntarily chooses to implement an affirmative action plan
least likely to raise legal concerns about reverse discrimination
federal contractor voluntarily chooses to implement an affirmative action plan
the cost of underutilizing employees during business downturns is _____ than the cost of filling job vacancies when there is an upturn in demand
greater
refers to present and future compliance with anti-discrimination laws
EEO
entails rectifying inequities that were created by past discrimination
AA
an individuals pay exceeds the pay-range maximum for that pay grade because of seniority-related considerations
silver circle
average pay for a particular job exceeds the pay-range maximum for its pay grade
red circle
an individuals pay exceeds the pay-range maximum for that pay grade because of performance related considerations
gold circle
average pay for a particular job is below the pay-range minimum for its pay grade
green circle
clusters of jobs that have been identified as contributing equal value to the firm
pay grades
country with lowest HR staff ratios
US
country with highest HR staff ratios
Japan
HR activity least likely to be outsourced
transformational (change or improvement)
HR activity most likely to be outsourced
transactional (repetitive)
PEOs handle outsourced HR work for what sized firms?
small and medium
HROs handle outsourced HR work for what sized firms?
Large
people focused roles (2)
employee champion; change agent
process focused roles (2)
administrative expert; strategic partner