Workforce planning and Employment (Old School)

Question 1

Reverse Discrimination

Answer 1

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

Question 2

Reliability

Answer 2

Repeatability or consistency of measurement.

Question 2

Replacement Chart

Answer 2

an organizational chart showing the employees who hold various positions and their most likely replacement

Question 3

Reasonable accommodation

Answer 3

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

Question 4

Regression analysis

Answer 4

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

Question 5

Right to sue

Answer 5

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

Question 6

Markov Analysis

Answer 6

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

Question 7

Base rate of success

Answer 7

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

Question 8

EEOC

Answer 8

The equal employment opportunity commission is a government agency created by 1964 Civil rights acts. It enforces Title VII of 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

Question 9

Institutional expectancy chart

Answer 9

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

Question 10

Expatriate manager

Answer 10

a manager who is assigned to work in a foreign country

Question 11

Individual expectancy Chart

Answer 11

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

Question 12

False Positives

Answer 12

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

Question 13

Dual Career Ladders

Answer 13

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 ladders is greater autonomy in practicing the profession.

Question 14

Underutilization analysis

Answer 14

An underutilization analysis is used to determine if. the percent of workers available in the labor force exceeds the percent employed in each job group. If a recruitment or selection procedure tends to significantly reduce the number of minorities or females who are accepted for employment, the procedure.

Question 15

panel inteview

Answer 15

an interview format in which one applicant is interview by a group of interviewers at one time. also called board interview

Question 16

face validity

Answer 16

a form of validity that is inferred from the perceived similarity between the content of the predictor and the requirements of the job - also called content validity

Question 17

Otherwise qualified

Answer 17

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

Question 18

constructive discharge

Answer 18

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

Question 19

content validity

Answer 19

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.

Question 20

False negatives

Answer 20

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

Question 21

Conspect reliability

Answer 21

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

Question 22

Construct Validity

Answer 22

a type of validity that assess whether a measuring instrument actually measures the psychological construct or trait purports to measure

Question 23

concurrent validity

Answer 23

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 simultaneously from a group of present employees

Question 24

cohort analysis

Answer 24

a comparison of the treatment of similarity situated individuals or groups

Question 25

Semi-structed interview

Answer 25

A "semi-structured interview" in HR refers to an interview format where the interviewer has a prepared list of key topics or questions to cover, but has the flexibility to ask follow-up questions and adapt the conversation based on the candidate's responses, allowing for a more natural and in-depth discussion compared to a strictly structured interview.

Question 26

Section 1981

Answer 26

The civil rights act of 1866 that guarantees all citizens of the united states, regardless of color, the rights to make and enjoy the benefits of contracts

Question 27

Predictive Validity

Answer 27

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.

Question 28

Patterned interview

Answer 28

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

Question 29

Job bidding

Answer 29

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

Question 30

Delphi Technique

Answer 30

a group decision making progress 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 thier opinions

Question 31

Aptitude test

Answer 31

Test that measure an individuals capacity for learning

Question 32

Selection ratio

Answer 32

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

Question 33

Test-retest reliability

Answer 33

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

Question 34

Availability analysis

Answer 34

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

Question 35

Criterion-Related validity

Answer 35

A validity study, either predictive or concurrent, in which the predictor data are statistically correlated with the criteria of per

Question 36

Job Sample Test

Answer 36

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

Question 37

BFOQ

Answer 37

bona fide occupational qualification - 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 business

Question 37

Job Knowledge test

Answer 37

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

Question 38

Fill time

Answer 38

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

Question 39

conciliation

Answer 39

An informal process of agreement used by the Equal employment opportunity commission for resolving charges of discrimination

Question 40

Goals and timetables

Answer 40

when an underutilization analysis identifies a job group that is under-represented with minorities or women, the company is expected to develop goals and timetables in its affirmative action plan for correcting this imbalance.

Question 41

Inter-rater reliability

Answer 41

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

Question 42

Work -Load analysis

Answer 42

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

Question 43

Four-fifths rule

Answer 43

The guideline 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

Question 44

Alternate-forms reliablity

Answer 44

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

Question 45

Biographical - information blank

Answer 45

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

Question 46

OFCCP

Answer 46

Office of federal contract compliance programs. The OFCCP is a government agency in the department of Labor that review the affirmative action programs of government contractors and monitors their compliance

Question 47

Bumping

Answer 47

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

Question 48

Assessment Center

Answer 48

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

Question 49

Weighted application blank

Answer 49

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

Question 50

Graphology

Answer 50

handwriting analysis

Question 51

synthetic validity

Answer 51

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

Question 52

Validity coefficient

Answer 52

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

Question 53

Validity generalization

Answer 53

using the validity evidence based on a few jobs to infer that the same test would be valid for other related jobs

Question 54

Ten job categories for EEO reporting

Answer 54

Executive/senior-level officials and managers, first/mid-level officials and managers, professionals, technicians, sales workers, administrative support workers, craft workers, operatives, laborers and helpers, and service workers

Question 55

virtual expatriate

Answer 55

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

Question 56

Trend projections

Answer 56

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

Question 57

Job Service

Answer 57

Job services, also known as employment services, are services that help people find and keep jobs. They can include job coaching, resume writing, and job fairs

Question 58

Clinical judgement

Answer 58

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

Question 59

Turnover rate

Answer 59

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

Question 60

Local national

Answer 60

Worker who are hired by a multination company to work in their own county. ALso called host country nationals

Question 61

Order number 4

Answer 61

Executive Order 11246, or Order Number 4, established the Office of Federal Contract Compliance Programs (OFCCP) to monitor compliance with its anti-discrimination provisions and requires government contractors to develop affirmative action plans

Question 62

Validity

Answer 62

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

Question 63

non directive interview

Answer 63

A non-directive interview is a conversational interview style that allows the interviewee to guide the discussion. It's also known as an unstructured interview

Question 64

Implied contract

Answer 64

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

Question 65

Yield Ratios

Answer 65

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

Question 66

H1-B visa

Answer 66

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

Question 67

Third county national

Answer 67

employers who are citizens of neither the home nor the host county