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16 Cards in this Set

  • Front
  • Back
A practice where the supervisor rates most employees similarly, as performing above-average or average. There may be few documented differences in employees' performance. (2)
Central tendency
Prohibits employers with 15 or more employees from implementing personnel practices that discriminate on the basis of race, color, gender, national origin, or religion.
Civil Rights Act of 1964
Any evaluative instrument or informational device used to make an employment decision may be considered an employment test. (2)
Employment tests
An amendment to the Fair Labor Standards Act, which requires equal pay for women who are performing work substantially equal to that performed by men. It does allow for differences based on seniority, experience, or education. (2)
Equal Pay Act
Requires rater to compare the performance of all workers and place them in categories using a system, such as a bell-shaped curve, from highest to lowest. The rater is expected to have specific percentages of employees in each category. (2)
Forced distribution
When appraisers base their ratings on personal characteristics rather than on activities or job-related tasks performed by the employee. Overall performance results become distorted when the "halo" (positive rating) or the "horn" (negative rating) is applied. (2)
Halo/horn effect
A written document that accurately describes job duties and activities (normally described in decreasing order of importance), work conditions, salary, quantity and quality of output expected, and expected performance standards for a specific job. (2)
Job description
A document that outlines the education, experience, training, and personal attributes that are required for successful performance in a specific job. (2)
Job specification
Employee ratings may be repeatedly grouped at the high end of the evaluation scale with little dispersion across the scale. The superviosr rates everyone well, wanting all employees to be happy and to get comparable pay raises. (2)
Written statements of conditions and/or results desired when the job is performed satisfactorily. (2)
Performance standards
Employee evaluations are based on work performed during the weeks or months immediately preceding the appraisals rather that over the entire period. (2)
Recency effect
The process of locating, identifying, and attracting qualified applicants to fill positions within an organization. (2)
A selected list of references for the interviewer to contact for information verifying education, work experience, and/or personal characteristics or traits. (2)
Reference checks
Indicates that a test measures the same skill consistently. (2)
One internal promotion leading to a series of vacancies and promotions throughout the organization. (2)
Ripple effect
Exists if there is a proven statistical relationship between the selection device and the position involved. Basically, an instrument is valid if test items represent the knowledge or skill required to perform the job. (2)