Cps Management Chapter 2

Front 1

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)

Back 1

Central tendency

Front 2

Prohibits employers with 15 or more employees from implementing personnel practices that discriminate on the basis of race, color, gender, national origin, or religion.

Back 2

Civil Rights Act of 1964

Front 3

Any evaluative instrument or informational device used to make an employment decision may be considered an employment test. (2)

Back 3

Employment tests

Front 4

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)

Back 4

Equal Pay Act

Front 5

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)

Back 5

Forced distribution

Front 6

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)

Back 6

Halo/horn effect

Front 7

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)

Back 7

Job description

Front 8

A document that outlines the education, experience, training, and personal attributes that are required for successful performance in a specific job. (2)

Back 8

Job specification

Front 9

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)

Back 9

Leniency

Front 10

Written statements of conditions and/or results desired when the job is performed satisfactorily. (2)

Back 10

Performance standards

Front 11

Employee evaluations are based on work performed during the weeks or months immediately preceding the appraisals rather that over the entire period. (2)

Back 11

Recency effect

Front 12

The process of locating, identifying, and attracting qualified applicants to fill positions within an organization. (2)

Back 12

Recruitment

Front 13

A selected list of references for the interviewer to contact for information verifying education, work experience, and/or personal characteristics or traits. (2)

Back 13

Reference checks

Front 14

Indicates that a test measures the same skill consistently. (2)

Back 14

Reliability

Front 15

One internal promotion leading to a series of vacancies and promotions throughout the organization. (2)

Back 15

Ripple effect

Front 16

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)

Back 16

Validity