HRCP Unit 2 Workforce Planning and Employment Flashcards
Glass ceiling
attitudinal and organizational barriers that inhibit the career advancement of women
four-fifths rule
The guideline used by the EEOC to determine
Fill time
How long it takes to replace a departing employee or fill a new job opening
False positives
Individuals who obtained sufficiently high predictor scores to be hired, but they are poor performers.
False negatives
Individuals who where not hired because of low predictor scores but would have been outstanding performers
Face validity
A form of validity that is inferred from the perceived between the content of the predictor and the requirements of the job – also called content validity.
Expectancy charts
Bar charts showing the probability of being a successful performer for various categories of predictor scores
Expatriate manager
A manager who is assigned to work in a foreign country
Executive orders
Orders issued by the president of the United States Several executive orders have been influential in reducing discrimination, especially Executive Order 11246, which requires government contractors and subcontractors to adopt affirmative action plans.
Employment value proposition
A statement that describes what a company has to offer its employees relative to the rewards offered by other places of employment.
Employment branding
The process of developing and projecting an image that defines a company as an outstanding employer.
Employee requisition
An authorization to recruit a new employee to fill a job opening.
EEOC
The Equal Employment Opportunity Commission (EEOC) is a government agency created by the 1964 Civil Rights Act. It enforces Title VII of the Civil Rights Act, the Age Discrimination in Employment Act of 1967, the Equal Pay Act of 1963. Section 501 of the Rehabilitation Act of 1973, and the ADA of 1991.
Dual career ladders
Managers can move up two career ladders simultaneously. Movement of the managerial ladder means greater power and decision-making authority, and movement up the technical ladder means greater autonomy in practicing the profession.
DOT
Dictionary of Occupational Titles; This dictionary consists of over 13,000 job descriptions compiled by the Department of Labor
Disparate impact
To have the effect of discriminating. A recruitment or selection procedure is said to have a disparate impact if the activity tends to significantly reduce the number of minorities or females who are accepted for employment. It is a legal basis for pressing charges of discrimination.
Disparate treatment
A legal foundation for charges of illegal discrimination that is available when employment actions are improperly based on disability, age, race, religion, sex, or national origin. Evidence of a discriminatory motive must be shown
Direct threat
A disease or physical condition that poses a significant risk to the health or safety of the individual or others, such as a highly contagious disease among food preparation workers. The ADA does not protect people who pose a direct threat unless reasonable accommodations can reduce the threat.
Delphi technique
A group decision making process in which the group members do not interact face-to-face. Information from each individual is collected. separately, integrated, and sent back to the group members who are then asked if they would like to revise their opinions.
Criterion-related validity
A validity study, eithr predictive or concurrent, in which the predictor data are statistically correlated with the criteria of performance.
Cost-per-hire
The total cost for hiring an individual, including all recruiting, testing, interviewing, and other expenses.
Content validity
A form of validity that is inferred from the perceived similarity between the content of the predictor and the requirements of the job sometimes called face validity.
Constructive discharge
A decision constructed by a court that an employee who quit was actually discharged because of intolerable working conditions.
Construct validity
A type of validity that assesses whether a measuring instrument actually measures the psychological construct or trait it purports to measure.