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84 Cards in this Set
- Front
- Back
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process of systematically developing training to meet specified needs.
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Instructional design
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computer application that automates the administration, development, and delivery of training programs.
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Learning management system (LMS):
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the process of evaluating the organization, individual employees, and employees’ tasks to determine what kinds of training, if any, are necessary
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Needs assessment
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a process for determining the appropriateness of training by evaluating the characteristics of the organization.
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Organization analysis
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Person analysis
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a process of determining individuals’ needs and readiness for training.
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Task analysis
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the process of identifying and analyzing tasks to be trained for.
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Readiness for training
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a combination of employee characteristics and positive work environment that permit training
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provide access to skills training, information, and expert advice when a problem occurs on the job.
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Electronic Performance Support Systems (EPSS
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: A training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job. Uses:
Avatars Virtual Reality |
Simulations
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Participants learn concepts and apply them by simulating behaviors involved and analyzing the activity, connecting it with real-life situations
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Experiential programs
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teamwork and leadership training program based on the use of challenging, structured outdoor activities
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Adventure Learning
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on-the-job use of knowledge, skills, and behaviors learned in training.
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Transfer of training
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training designed to change employee attitudes about diversity and/or develop skills needed to work in a diverse workforce
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Diversity training
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the process through which organizations make decisions about who will or will not be allowed to join the organization
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Personnel Selection
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the extent to which a measurement is free from random error
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Reliability
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the extent to which the performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance).
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Validity
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a measure of validity based on showing a substantial correlation between test scores and job performance scores.
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Criterion-related validity
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Research that uses the test scores of all applicants and looks for a relationship between the scores and future performance of the applicants who were hired.
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Predictive Validation
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Research that consists of administering a test to people who currently hold a job, and then comparing their scores to existing measures of job performance.
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Concurrent Validation
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Consistency between the test items or problems and the kinds of situations or problems that occur on the job.
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Content Validity
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Consistency between a high score on a test and high level of a construct (i.e., intelligence or leadership ability) as well as between mastery of this construct and successful performance of the job.
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Construct Validity
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method applies not only to the conditions in which the method was originally developed – job, organization, people, time period, etc.
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generalizable selection
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Methods that provide economic value greater than the cost of using them
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have utility.
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Process of arriving at a selection decision by eliminating some candidates at each stage of the selection process.
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Multiple-Hurdle Model
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Process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another.
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Compensatory Model
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attempts to determine the supply and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses.
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Forecasting
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Constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year.
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Trend Analysis
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Objective measures that accurately predict future labor demand.
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Leading Indicators
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: a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.
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Transitional matrix
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a comparison of employees in protected groups with the proportion that each group represents in the relevant labor market
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Workforce Utilization Review
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any activity carried on by the organization with the primary purpose of identifying and attracting potential employees
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Recruiting
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the process of communicating information about a job vacancy
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Job Posting
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A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next
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Yield Ratios
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Find the cost of using a particular recruitment source for a particular type of vacanc
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Cost Per Hire
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a list of tasks, duties, and responsibilities (TDRs) that a particular job entails.
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Job Description
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a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job.
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Job Specification
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A standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs.
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Position Analysis Questionnaire (PAQ)
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Job analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.
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Fleishman Job Analysis System
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designing work by project rather than jobs.
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Dejobbing
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the process of defining how work will be performed and what tasks will be required in a given job.
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Job Design
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: a similar process that involves changing an existing job design.
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Job Redesign
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the study of jobs to find the simplest way to structure work in order to maximize efficiency.
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Industrial Engineering
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A scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization.
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Flextime
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A work option in which two part-time employees carry out the tasks associated with a single job.
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Job Sharing
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– the broad term for doing one’s work away from a centrally located office.
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Telework
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Ergonomics
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– the study of the interface between individuals’ physiology and the characteristics of the physical work environment.
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Equal employment opportunity
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the condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin.
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The Civil Rights Act of 1866 granted all persons the same property rights as white citizens.
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Civil Rights Acts (1866 & 1871)
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Prohibits employers from discriminating based on:
Race Color Religion Sex National origin Applies to organizations that employ 15 or more persons. |
Title VII Civil Rights Act (1964)
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Prohibits discrimination against workers who are over the age of 40.
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Age Discrimination in Employment Act (ADEA)
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Covered organizations must engage in affirmative action for individuals with disabilities.
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Vocational Rehabilitation Act (1973)
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Requires federal contractors and subcontractors to take affirmative action toward employing veterans of the Vietnam War.
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Vietnam Era Veteran’s Readjustment Act (1974)
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Protects individuals with disabilities from being discriminated against in the workplace.
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Americans with Disabilities Act (ADA) of 1990
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Adds compensatory and punitive damages in cases of discrimination under Title VII and the ADA.
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Civil Rights Act (1991)
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Employers must reemploy workers who left jobs to fulfill military duties for up to five years.
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Uniformed Services Employment & Reemployment Rights Act
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Employers may not use genetic information in making decision related to the terms, conditions, or privileges of employment
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Genetic Information Nondiscrimination Act of 2008 (GINA)
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Responsible for enforcing most of the EEO laws.
Investigates and resolves complaints about discrimination Gathers information Issues guidelines Monitors organizations’ hiring practices Complaints must be filed within 180 days of the incident. EEOC has 60 days to investigate the complaint |
Equal Employment Opportunity Commission (EEOC)
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Responsible for enforcing the executive orders that cover companies doing business with the federal government.
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Office of Federal Contract Compliance Procedures (OFCCP)
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Differing treatment of individuals based on the individuals’ race, color, religion, sex, national origin, age, or disability status.
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Disparate Treatment
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A necessary (not merely preferred) qualification for performing a job.
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Bona Fide Occupational Qualification (BFOQ)
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A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.
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Disparate Impact
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Rule of thumb that finds evidence of discrimination if an organization’s hiring rate for a minority group is less than four-fifths the hiring rate for the majority group.
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Four-Fifths Rule
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An employer’s obligation to do something to enable an otherwise qualified person to perform a job.
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Reasonable Accommodation
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Authorizes the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.
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Occupational Safety and Health Act (OSH Act)
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Each employer has a general duty to furnish each employee a place of employment free from recognized hazards that cause or are likely to cause death or serious physical harm.
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General Duty Clause
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Employers must keep records of work-related injuries and illnesses
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Specific Duties
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OSHA is responsible for inspecting businesses, applying safety and health standards, and levying fines for violations.
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Enforcement of the OSH Act
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Safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury.
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Job Hazard Analysis Technique
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Method of promoting safety by determining which specific element of a job led to a past accident.
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Technic of Operations Review (TOR)
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Today, employers are looking for:
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mathematical skills
verbal skills interpersonal skills computer skills |
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companywide effort to continuously improve the ways people, machines, and systems accomplish work.
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Total Quality Management (TQM)
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the practice of having another company (a vendor, third-party provider, or consultant) provide services.
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Outsourcing
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Employees who take assignments in other countries
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expatriates.
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A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization’s human resources
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Human Resource Information System (HRIS)
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an organization’s employees described in terms of their
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Human Capital
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The process of getting detailed information about jobs
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job analysis
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The process of defining the way work will be performed and the tasks that a given job requires
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job design
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The process through which the organization seeks applicants for potential employment
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Recruitment
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The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
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selection
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A planned effort to enable employees to learn job-related knowledge, skills, and behavior.
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training
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The acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in job requirements and in customer demands.
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development
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The process of ensuring that employees’ activities and outputs match the organization’s goals.
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Performance Management
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identifying the numbers and types of employees the organization will require to meet its objectives.
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Human resource planning
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Collecting and using data to show that human resource practices have a positive influence on the company’s bottom line or key stakeholders.
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Evidence-based HR
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