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Human Resources Body of Knowledge > HRCP Unit 2 Workforce Planning and Employment > Flashcards

HRCP Unit 2 Workforce Planning and Employment Flashcards

1
Q

Glass ceiling

A

attitudinal and organizational barriers that inhibit the career advancement of women

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2
Q

four-fifths rule

A

The guideline used by the EEOC to determine

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3
Q

Fill time

A

How long it takes to replace a departing employee or fill a new job opening

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4
Q

False positives

A

Individuals who obtained sufficiently high predictor scores to be hired, but they are poor performers.

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5
Q

False negatives

A

Individuals who where not hired because of low predictor scores but would have been outstanding performers

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6
Q

Face validity

A

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.

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7
Q

Expectancy charts

A

Bar charts showing the probability of being a successful performer for various categories of predictor scores

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8
Q

Expatriate manager

A

A manager who is assigned to work in a foreign country

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9
Q

Executive orders

A

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.

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10
Q

Employment value proposition

A

A statement that describes what a company has to offer its employees relative to the rewards offered by other places of employment.

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11
Q

Employment branding

A

The process of developing and projecting an image that defines a company as an outstanding employer.

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12
Q

Employee requisition

A

An authorization to recruit a new employee to fill a job opening.

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13
Q

EEOC

A

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.

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14
Q

Dual career ladders

A

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.

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15
Q

DOT

A

Dictionary of Occupational Titles; This dictionary consists of over 13,000 job descriptions compiled by the Department of Labor

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16
Q

Disparate impact

A

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.

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17
Q

Disparate treatment

A

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

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18
Q

Direct threat

A

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.

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19
Q

Delphi technique

A

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.

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20
Q

Criterion-related validity

A

A validity study, eithr predictive or concurrent, in which the predictor data are statistically correlated with the criteria of performance.

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21
Q

Cost-per-hire

A

The total cost for hiring an individual, including all recruiting, testing, interviewing, and other expenses.

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22
Q

Content validity

A

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.

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23
Q

Constructive discharge

A

A decision constructed by a court that an employee who quit was actually discharged because of intolerable working conditions.

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24
Q

Construct validity

A

A type of validity that assesses whether a measuring instrument actually measures the psychological construct or trait it purports to measure.

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25
Q

Conspect reliability

A

The degree of agreement between two evaluations; inter-rater reliability.

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26
Q

Concurrent validity

A

A method of testing the validity of a selection procedure, sometimes called the present-employee method, in which the predictor and criteria data are collected simultancously froma group of present employees.

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27
Q

Conciliation

A

An informal process of agreement used by the Equal Employment Opportunity Commission for resolving charges of discrimination.

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28
Q

Cohort analysis

A

A comparison of the treatment of similarly situated individuals or groups.

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29
Q

Clinical judgment

A

An informal method of subjectively combining information to arrive at a selection decision.

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30
Q

Work-load analysis

A

A method of short-term forecasting in which the number of employees is identified by computing how many employees hours will be needed to produce the output that the organization expects to achieve.

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31
Q

Yield ratios

A

Ratios that show the number of applicants at one stage of the recruiting process who move to the next stage. These ratios provide valuable information for recruitment planning.

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32
Q

Weighted application blank

A

An application blank containing valid information that can be weighted, used to form a composite score, and then used for making a selection decision.

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33
Q

O*NET

A

Occupational Information Network. An Internet database designed to replace the DOT.

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34
Q

OFCCP

A

Office of Federal Contract Compliance Programs. The OFCCP is a government agency in the Department of Labor that reviews the affirmative action programs of government contractors and monitors their compliance.

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35
Q

Virtual expatriate

A

An expatriate manager who lives at home and works long distance, instead of relocating

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36
Q

Validity generalization

A

Using the validity evidence based on a few jobs to infer that the same tests would be valid for other related jobs.

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37
Q

Validity coefficient

A

The correlation coefficient showing the relationship between a predictor and a criterion.

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38
Q

Validity

A

The extent to which a predictor variable is correlated with a criterion variable.

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39
Q

Underutilization analysis

A

A underutilization analysis involves a comparison of the percentages of minorities and women in each job group with their respective availability in the surrounding labor force the . Where the percent available exceeds the percent employed in each job group, underutilization is said to exist.

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40
Q

Two types of verification required by IRCA

A

1) proof of identity 2) evidence of employment eligibility.

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41
Q

Turnover rate

A

The percentage of employees to leave the organization during a given period of time.

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42
Q

Trend projections

A

A method of long-range forecasting in which employment levels are associated with levels of business activity. Trend projections include simple linear extrapolations as well as more sophisticated techniques of regression analysis.

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43
Q

Third-country national

A

Employees who are citizens of neither the home nor the host country

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44
Q

Test-retest reliability

A

A method of assessing the reliability of a measuring instrument by administering it twice to the same population with a brief intrval of time between the two administrations and then correlating each individual’s first and second scores.

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45
Q

Ten job categories for EEO reporting

A

1) executive/senior level officials, 2) first/mid-level officials and managers. 3) professionals, 4) technicians, 5) sales worker, 6) office and clerical 7) craft workers (skilled), 8) operatives (semiskilled), 9) laborers (unskilled), and 10) service workers.

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46
Q

Targeted-selection interview

A

A type of interview that relies on a careful job analysis to identify the critical job requirement (target dimensions) for each position. The interview questions focus on what the person has done in previous situations relative to the job requirements.

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47
Q

systematic discrimination

A

employment discrimination that results from the normal operation of huma resource systems, especially the procedures used for hiring, promoting, compensating, and training employees. Because these practices can create disparate effect on the employment of minorities and females, EEO laws require their elimination.

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48
Q

Synthetic Validity

A

A method of testing the validity of a selection procedure by combining jobs that require similar abilities and by separately validating the specific predictors intended to measure those abilities.

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49
Q

Stress interview

A

x

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50
Q

Job bidding

A

An internal recruiting process that allows EEs who believe they have the necessary qualifications to apply for a job tat has become vacant.

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51
Q

Split-halves reliability

A

A method of assessing the reliability of an instrument by splitting the instrument into two parts and determining if the applicants obtain similar scores on both halves.

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52
Q

Situational interview

A

An interview that consists of asking job candidates to respond to a series of hypothetical situations by deciding what actions and solutions they actually would perform on the job.

53
Q

Sexual harassment

A

Any unwelcome sexual advances, requests for sexual favors, or physical contact of a sexual nature, including contact that interferes with a person’s performance or that creates an intimidating or hostile environment.

54
Q

Semi structured interview

A

And interview in which the interviewer determines the major questions before hand, but allows sufficient flexibility to probe into other areas as needed to evaluate and applicants personality.

55
Q

Selection ratio

A

The percentage of individuals hired relative to the total number of applicants.

56
Q

Right to sue

A

I notice issued by the EE EOC to a complaining party after investigation and conciliation that further efforts to seek redress Will need to come through civil litigation.

57
Q

Reverse discrimination

A

Where preferential treatment is shown to females and minorities, often to achieve an affirmative action goal.

58
Q

Replacement chart

A

And organizational chart showing the employees who hold various positions and their most likely replacements.

59
Q

Reliability

A

Repeatability or consistency of measurement.

60
Q

Regression analysis

A

A statistical technique or predicting the value of one dependent variable by a weighted combination of other independent variables

61
Q

Reasonable accommodation

A

Efforts by an employer to facilitate the employment of a disabled person that are not excessively expensive and do not interfere with normal operations

62
Q

Section 1981

A

The civil rights act of 1866 that guarantees all citizens of United States, regardless of color, the right to make and enjoy the benefits of contracts.

63
Q

Race categories for EEO reporting

A

One. White, too. Black, or African-American, three. Asian, four. Native Hawaiian, or other pacific islander, five. American Indian or native Alaskan, six. Two or more races, seven. Hispanic or Latino

64
Q

Race categories for EEO reporting

A

White, black or African-American, Asian, needed Hawaiian or Island Pacific or Pacific islander, American Indian or native Alaskan, two or more races, Hispanic or Latino.

65
Q

Section 1981

A

The civil rights act of 1866 that guarantees all citizens of the United States regardless of color the right to make any enjoy the benefits of contracts.

66
Q

Reasonable accommodation.

A

Efforts by an employer to facilitate the employment of a disabled person that are not excessively expensive and do not interfere with normal operations.

67
Q

Regression analysis

A

A statistical technique for predicting the value of one dependent variable by weighted combination of other independent variables.

68
Q

Reliability

A

Repeatability or consistency of measurement.

69
Q

Replacement sure

A

And organizational chart showing the employees who hold various positions and their most likely replacements.

70
Q

Reverse discrimination

A

Where preferential treatment is shown to females and minorities often to achieve an affirmative action goal

71
Q

Right to sue.

A

A notice issued by the EEOC to a complaining party after investigation and conciliation that further efforts to seek redress will need to come through civil litigation.

72
Q

Selection ratio

A

The percentage of individuals hired relative to the total number of applicants.

73
Q

Semi structured interview.

A

An interview in which the interview determines the major questions before hand but allow sufficient flexibility to probe into other areas as needed to evaluate an applicant’s personality.

74
Q

Sexual-harassment

A

And unwelcome sexual advances requests for sexual favors or physical contact of a sexual nature including conduct that interferes with the person’s performance or that creates an intimidating or hostile environment.

75
Q

Situational interview

A

An interview that I can think of asking job candidate to respond to a series of hypothetical situations by deciding what actions and solutions they actually would perform on the job.

76
Q

Split-halves Reliability

A

A method of assessing the reliability of an instrument by splitting the instrument into two parts and determining if the applicant obtain similar scores on both halves.

77
Q

Job bidding

A

And internal recruiting process that allows employees to believe they have the necessary qualifications to apply for a job that has become vacant.

78
Q

Probabilistic model

A

A long term forecasting method that uses probabilities of future events to estimate future employment levels. A simulation is a sophisticated probabilistic model

79
Q

Panel interview.

A

An interview format in which one applicant is interviewed by a group of interviews at one time. Also called for an interview

80
Q

Order number 4

A

The common name for executive order 11246 which requires government contractors to develop affirmative action plans

81
Q

Promotion from within

A

And internal recruiting method in which vacancies in management positions are filled by promoting lower level managers

82
Q

Qualified privilege doctrine

A

Allows past employers to share relevant job-related personal information about an applicant with future employers

83
Q

Otherwise qualified

A

A disabled individual who is capable of performing the essential functions of the job if necessary barriers created by their disability are eliminated.

84
Q

Alternate forms reliability

A

A method of testing the reliability of an instrument by using two or equivalent form of that instrument

85
Q

Privacy commissions five procedural rights for employees

A

Notice, authorization, access, correction, confidentiality

86
Q

Job identification

A

A label or occupational code number associated with each job each job in the dictionary of occupational titles has a unique nine digit identification number

87
Q

Job knowledge test

A

A simple test that measures the specific knowledge and vocabulary associated with the particular job

88
Q

Job posting

A

And internal recruiting process in which job vacancies are advertised to present employees the employees who want to be considered for the job vacancy are allowed to bid for it by completing an application

89
Q

Why oh graphical information blank

A

A special application blank that is used to collect extensive information on an applicant previous experiences and background

90
Q

Job description

A

Good description of the duties responsibilities working conditions and reporting relationships contained in a job

91
Q

Job service

A

Public employment agencies operated by each state under the general direction of the federal government. Job service provides job placement training counseling and testing as free services to those who use it and is funded by a portion of the unemployment compensation benefits

92
Q

Implied contract

A

I statement usually in an employee handbook that creates the expectation that employee will not be terminated except for good cause

93
Q

H1b visa

A

A visa classification that provides employers with the ability to hire workers with specialized training from the global labor market to me critical but usually temporary business needs

94
Q

Group interview

A

A method of conducting interviews in which one person interviews a group of applicants at one time

95
Q

Headhunters

A

Private employment agencies that search for individuals who are able to assume positions of leadership for client organizations

96
Q

HR I S

A

Human resource information system. And integrated system of employee information that is usually computerized

97
Q

Graphology

A

Hand writing analysis

98
Q

Goals and timetables

A

When an underutilization analysis identify the job group that is under represented with minorities or women the company is expected to develop goals and timetables and it’s affirmative action plan for correcting this imbalance

99
Q

Individual expectancy chart

A

An expectancy chart showing the probability that an individual will be a successful performer given different predictor scores

100
Q

Institutional expectancy chart

A

And expectancy chart showing what proportion of new hires will likely be successful performers given different cut off scores

101
Q

Inter-rater reliability

A

The degree of agreement between two valuators to have a valuate the thing lawyer or job applicant

102
Q

Job analysis

A

The analysis of jobs within a company that produces a job description for a job specification

103
Q

Local national

A

Workers who were hired by a multinational company do you work in their own country. Also called host country national

104
Q

Nondirective interview

A

And unstructured interview in which the interviewer allows the interviewee to discuss whatever he or she wishes to discuss

105
Q

Business necessity

A

Defense available when employer has the criteria for selection that creates an adverse impact but it is job related and consist of a business necessity

106
Q

Career passing

A

The development of a sequential series of career activities that an individual might pursue during his or her career

107
Q

Bumping

A

The practice that allows senior employees whose jobs or lemonade it to bump left in your place and take their jobs

108
Q

Board interview

A

An interview format in which one application is interviewed by a group of interviewers at one time

109
Q

BFOQ

A

The players are allowed to discriminate on the basis of religion sex or national origin only when these attributes are necessary for the operation of the business that is when they are a bona fide occupational qualification

110
Q

Base rate of success

A

The percentage of employees who would normally be considered successful without the use of a given selection procedure

111
Q

Availability analysis

A

Determination of the number of minorities and women in the external labor market who are qualified for employment in the company’s job groups.

112
Q

Attrition

A

A reduction in the number of personnel caused by feeling to replace people who Leave.

113
Q

Assessment center

A

Selection procedure primarily used for selecting managers in which candidates participate in individual and group exercises in our evaluated by observers

114
Q

Aptitude test

A

Tests that measure an individuals capacity for learning

115
Q

Age harassment

A

Demeaning comments and actions directed toward older employees such as age related jokes sarcasm and derisive label

116
Q

Affirmative action plans

A

Written plan for recruiting and hiring minorities and females. These plans which are required of government contractors and subcontractors much can tingles and timetables for achieving them.

117
Q

Adverse impact

A

Selection procedure is that do you have an adverse impact if the selection rates for any minority or gender groups are less than 4/5s of a selection rate of for the highest group

118
Q

Achievement tests

A

Test that measure how much an individual has already learned

119
Q

Job sample test

A

Simple test that requires applicants to perform a defined segment of the actual job to assess their potential

120
Q

Negligent hiring

A

A legal theory that makes employers liable for the abusive ask Louise if he employer knew or should have known about the employees propensity for such conduct.

121
Q

Markov analysis

A

Method of long-term forecasting in which probabilities of movement among job categories in one. Are used to forecast movement in a later period.

122
Q

Nepotism

A

Employment practices that are considered unfair because they show favoritism to friends or relatives

123
Q

Implied contract

A

A statement usually in an employee handbook that creates the expectation that in a play will not be terminated except for good cause

124
Q

Predictive validity

A

Method of testing the validity of a selection procedure also called the follow up method in which the predictor information on a group of applicants is statistically correlated with performance data that are collected after the applicants have been hired and trained predicted validity equals follow up method or follow up on performance data.

125
Q

Pattern interview

A

A structured interview in which the interviewer asks a series of predetermined questions

126
Q

Job service

A

Public employment agencies operated by each state under the general direction of the federal government. Job service provider job placement, training, counseling, and testing as free services to those Who use it, and is funded by a portion of the unemployment compensation benefits

127
Q

H1B visa

A

Visa classification that provides employers with the ability to hire workers with specialized training from the global labor market to meet critical and temporary business needs

128
Q

Group interview

A

Method of conducting interviews in which one person interviews a group of applicants at one time

Human Resources Body of Knowledge (7 decks)

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