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41 Cards in this Set
- Front
- Back
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Constitutional law |
Supreme law of Canada Charter of Rights and freedoms Settles disputes between people and government |
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Human rights law |
Prohibits discrimination in employment Human rights commission deals with complaints 13 prohibited grounds of discrimination |
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Employment equity legislation |
Set up in Canadian organizations Promotes entry and retention of designated groups Increase workforce diversity |
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Labour Law, Employment Standards, Privacy Legislation |
Minimum standards for employees to abide by (accessibility, privacy, equity) Rules for union activity |
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Direct discrimination |
A practice that intentionally discriminates against a prohibited ground Employer must prove validity (BFOR) |
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Adverse Effect Discrimination |
Indirect discrimination Practices that inadvertently have a negative impact on a protected group |
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Adverse impact |
Selection rate for a protected group is lower |
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Protected groups |
Citizenship Race Place of origin Ethnic origin Colour Ancestry Disability Age Creed Sex Family status Marital status Sexual orientation Gender identity Gender expression Public assistance Record of offenses |
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Designated groups |
Women Indigenous peoples Persons with disabilities Members of visible minorities |
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Undue hardship |
Limit beyond which employers are not expected to provide accommodation |
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Reasonable accommodation |
Discrimination has occured and the employer must accomodate an employee or group |
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Recruitment |
Getting enough people to apply to a posted position with the right type of qualities |
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Selection |
Choosing which candidate has the qualities that will meet objectives and requirements of the organization |
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Economic booms |
Recruitment > Selection More job openings than candidates Skilled labour shortage Companies may outsource |
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Economic slowdown |
Selection > Recruitment More candidates than job openings Cutbacks, hiring freezes, layoffs, skilled labour surplus |
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Reliability |
Consistency The degree to which an observes score measures a construct accurately |
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Observed score |
Obtained through testing, comprised of true score and measurement error |
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Systematic error |
Same degree of error each time Consistency Reliable but not valid/accurate |
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Classical test theory |
Performance (x) = True Score (T) - Error (e) |
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Unsystematic error |
Irregular deviation of the true result |
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Reliability coefficient |
Degree that observed scores of the same characteristic correlate 0.7 acceptable 0.8 preferred 0.9 rare |
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Parallel reliability test |
Different tests with the same degree of difficulty should yield the same result |
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Test and Re-Test |
Should yield similar results for the same person on different occasions |
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Internal consistency |
Multiple questions testing the same attribute yield the same result Assumption of homogeneity: all questions test the same thing |
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Inter-rater reliability |
Multiple interviewers or reviewers yield the same result |
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Validity |
Legitimacy or correctness Does the test measure what it was supposed to? |
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Content validation |
Does the test capture the right subject matter? |
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Construct validation |
To what degree does the test assess what it was meant to? |
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Criterion-related validation |
Relationship between test score and outcome measured |
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Face validity |
Does the test taker have the perception that the test is valid? |
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Predictive validity |
Pre-hire test score validated by job performance |
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Concurrent validity |
Two tests taken do they both give the same result |
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Validity coefficient |
0.21-0.35 good >0.35 ideal |
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Validity generalization |
Taking what is learned in other studies and applying it in an organization |
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Bias |
Systematic errors in measurements |
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Predictive bias |
When the predicted performance of one group is under predicted relative to the majority |
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Fairness (4) |
Equitable treatment in testing process Lack of bias Requiring equal outcomes Ensuring no barriers for any group |
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Job Analysis |
Collecting information about a job systematically KSAOs |
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Job description |
Summary of the job analysis information What the worker is required to do and how |
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Job specification |
States KSAOs and compensable factors used in job evaluations |
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Job vs Position |
Job: group of tasks, held by multiple people, collection of positions Position: group of tasks of one person, collection of individual duties |
