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PHR > Unit 2 > Flashcards

Unit 2 Flashcards

1
Q

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

A

Right to sue

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2
Q

The right of past employers to share relevant job-related personal information about an applicant with future employers

A

Qualified privilege doctrine

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3
Q

A legal theory that makes employers liable for the abusive acts of employees if the employer knew or should have known about the employees propensity for such conduct

A

Negligent hiring

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4
Q

A report that may contain information regarding an individuals credit standing, character, reputation, personal characteristics, and mode of living

A

Consumer report

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5
Q

The percentage of individuals hired relative to the tot number of applicants

A

Selection ratio

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6
Q

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

A

Base rate of success

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7
Q

Individuals who obtained sufficiently high predictor scores to be hired but turn out to be poor performers

A

False positives

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8
Q

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

A

False negatives

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9
Q

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

A

Ten job categories for EEO reporting

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10
Q

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

A

Individual expectancy chart

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11
Q

An expectancy chart showing what proportion of new hires will likely be successful performers given different cutoff scores

A

Institutional expectancy chart

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12
Q

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

A

Expectancy charts

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13
Q

A selection procedure primarily used for selecting managers in which candidates participate in individual and group exercises and are evaluated by observers

A

Assessment Center

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14
Q

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

A

Job knowledge test

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15
Q

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

A

Job sample test

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16
Q

Tests that measure how much an individual has already learned

A

Achievement tests

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17
Q

Tests that measure an individuals capacity for learning

A

Aptitude tests

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18
Q

An interview in which job candidates perform the tasks associated with a Job in the actual work environment

A

Working interview

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19
Q

An interview format in which one applicant is interviewed by a group of interviewers at one time. Also call board interview.

A

Panel interview

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20
Q

An interview format in which one applicant is interviewed by a group on interviewers at one time

A

Board interview

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21
Q

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

A

Group interview

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22
Q

A method of interviewing in which the interviewee is subjected to intentionally created stress to observe how well he or she performs in that situation

A

Stress interview

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23
Q

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

A

Nondirective interview

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24
Q

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

A

Situational interview

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25
Q

Interviews that ask applicants to describe specific behaviors or actions they have displayed in the past to demonstrate particular skills

A

Behavioral interviews

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26
Q

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

A

Targeted-Selection Interview

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27
Q

An interview in which the interviewer determines that major questions beforehand, but allows sufficient flexibility to probe into other areas as needed to evaluate an applicant’s personality.

A

Semistructured interview

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28
Q

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

A

Patterned interview

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29
Q

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

A

Weighted Application Blank

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30
Q

Handwriting analysis.

A

Graphology

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31
Q

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

A

Clinical Judgement

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32
Q

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

A

Biographical Informational Blank

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33
Q

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

A

Validity Generalization

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34
Q

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.

A

Synthetic validity

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35
Q

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

A

Construct validity

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36
Q

A form of validity that is inferred from the perceived similarity between the content of the predictor and the requirement of the job—also called content validity.

A

Face Validity

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37
Q

A form of validity that is inferred from perceived similarity between the content of the predictor and the requirement of the job—sometimes called face validity.

A

Content Validity

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38
Q

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

A

Criterion-Related Validity

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39
Q

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

A

Concurrent Validity

40
Q

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.

A

Predictive Validity

41
Q

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

A

Validity

42
Q

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

A

Conspect Reliability

43
Q

The degree of agreement between two evaluators who have evaluated the same employee or job applicant.

A

Inter-Rater Reliability

44
Q

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.

A

Split-Halves reliability

45
Q

A method of testing the reliability of an instrument by using two alternate (or equivalent) forms of that instrument.

A

Alternate-Forms Reliability

46
Q

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

A

Test-RETEST reliability

47
Q

Repeatability or consistency of measurement.

A

Reliability

48
Q

A system that tracks job applicants as they move through the steps of the recruitment and application process.

A

Applicant Tracking System

49
Q

The time it takes to replace a departing employee or fill a new job opening.

A

Fill time

50
Q

An individual who is hired to complete a single project, often via a website or mobile app that helps match workers with employers.

A

Gig Worker

51
Q

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

A

Headhunters

52
Q

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 it is funded by a portion of the unemployment compensation benefits.

A

Job Service

53
Q

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

A

Nepotism

54
Q

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

A

Job Bidding

55
Q

An 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.

A

Job posting

56
Q

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

A

Yield Ratios

57
Q

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

A

Employee Requistion

58
Q

A part of the recruitment process, with the goal of creating a pipeline of highly-skilled applicants for specific open positions by researching sources, generating leads, and creating productive networks of potential applicants.

A

Talent Sourcing

59
Q

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

A

Employment Branding

60
Q

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

A

Employee value proposition

61
Q

A method of analyzing jobs by observing them to identify “worker functions” with respect to data, people, and things.

A

Functional job analysis

62
Q

A standardized questionnaire containing 195 items that are used in a job analysis to create a job description.

A

PAQ
Position Analysis Questionaire

63
Q

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.

A

Job Identification

64
Q

Occupational informational Network. An internet database designed to replace the DOT (Dictionary of Occupational Titles)

A

O*NET

65
Q

This dictionary consists of over 13,000 Job descriptions compiled by the Department of Labor.

A

DOT
Dictionary of Occupational Titles

66
Q

A listing of the minimum acceptable qualifications required for an employee to perform a job adequately, such as experience and training, educational requirement, knowledge, skills, and ability.

A

Job Specification

67
Q

Job tasks that could be modified or re-assigned to others without changing the core nature of the job.

A

Non-Essential Functions

68
Q

The description of the duties, responsibilities, working conditions, and reporting relationships contained in a job.

A

Job Description

69
Q

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

A

Job Analysis

70
Q

An alternative to layoffs that involve having workers rotate in and out of unemployment.

A

Rolling Layoffs

71
Q

An alternative to layoffs that allows employers to reduce everyone’s hours and wages and receive partial unemployment benefits to supplement their lost wages.

A

Shared Work

72
Q

A reduction in the number of personnel caused by failing to replace people who leave.

A

Attrition

73
Q

The practice that allows senior employees whose jobs are eliminated to “bump” less senior employees and take their jobs.

A

Bumping

74
Q

Managers can move up two career ladders simultaneously. Movement up the managerial ladder means greater power and decision-making authority, and movement up the technical ladder means greater autonomy in practicing the profession.

A

Dual career ladders

75
Q

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

A

Career Pathing

76
Q

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

A

Replacement Chart

77
Q

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

A

Turnover Rate

78
Q

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

A

Work-Load Analysis

79
Q

A method of long-term forecasting in which probabilities of movement amount job categories in one period are used to forecast movement in a later period.

A

Markov Analysis

80
Q

1) white, 2) Black or African American, 3) Asian, 4) Native Hawaiian or Other Pacific Islander, 5) American Indian or Native Alaskan, 6) Two or more races, 7) Hispanic or Latino

A

Race Categories For EEO Reporting

81
Q

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

A

Cost Per Hire

82
Q

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

A

Section 1981

83
Q

Employers are allowed to discriminate on the basis of religion, sex, or national origin only when these attributes are necessary for the operation of their businesses

A

Bona fife occupational qualifications (BFOQ)

84
Q

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.

A

Disparate impact

85
Q

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.

A

Disparate Treatment

86
Q

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

A

Cohort analysis

87
Q

Attitudinal and organizational barriers that inhibit the career advancement of women

A

Glass ceiling

88
Q

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.

A

The Equal Employment Opportunity Commission (EEOC)

89
Q

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

A

Conciliation

90
Q

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

A

Systemic Discrimination

91
Q

A selection procedure is said to have an adverse impact if the selection rates for any minority or gender groups are less than four-fifths of the selection rate for the highest group

A

Adverse impact

92
Q

The guidelines used by the EEOC to determine whether a selection procedure has an adverse impact on selection. A selection procedure is biased if the selection rate for any protected group is less than four fifths of the selection rate for any other protected group

A

Four fifths rule

93
Q

Orders issued by the president of the United States. Several executive orders have been influential on reducing discrimination, especially Executive order 11246, which requires government contractors and subcontractors to adopt affirmative action programs

A

Executive orders

94
Q

This is a government agency in the Department of Labor that reviews the affirmative action programs of government contractors and monitors their compliance

A

Office of federal contract compliance programs (OFCCP)

95
Q

The common name for Executive Order 11246, which requires government contractors to develop affirmative action programs.

A

Order Number 4

96
Q

A written document that defines the good faith efforts an employer is making to hire and promote minorities, women, Vietnam era veterans, disabled veterans, and people with disabilities

A

Affirmative Action Program

97
Q

Organizational display

A

A detailed chart of the organizations structure that shows each organizational unit, the relationships between units, and the gender, race, and ethnicity of all employees within each unit

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