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16 Cards in this Set

  • Front
  • Back
Central tendency
A practice where the supervisor rates most employees similarly, as performing above-average or average. There may be a few documented differences in employees' performance.
Civil Rights Act of 1964
Prohibits employers with 15 or more employees from implementing personnel practices that discriminate on the basis of race, color, gender, national origin, or religion.
Employment tests
Any evaluation instrument or informational device used to make an employment decision.
Equal Pay Act
The act prohibits pay differences based on gender. It does allow for differences based on seniority, experience, or education.
Forced distribution
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.
Halo/horn effect
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 "____" (positive rating) or the "_____" (negative rating) is applied.
Job description
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.
Job specification
A document that outlines the education, experience, training, and personal attributes that are required for successful performance in a specific job.
Employee ratings may be repeatedly grouped at the high end of the evaluation scale with little dispersion across the scale. The supervisor rates everyone well, wanting all employees to be happy and to get comparable pay raises.
Performance standards
Written statements of conditions and/or results desired when the job is performed satisfactorily.
Recency effect
Employee evaluations are based on work performed during the weeks or months immediately preceding the appraisals rather than over the entire period.
The process of locating, identifying, and attracting qualified applicants to fill positions within an organization
Reference checks
A selected list of references for the interviewer to contact for information verifying education, work experience, and/or personal characteristics or traits.
Indicates that a test measures the same skill consistently.
Ripple effect
One internal promotion leading to a series of vacancies and promotions throughout the organization.
Exists if there is a proven statistical relationship between the selection device and the position involved. Basically, an instrument is ______ if test items represent the knowledge or skill required to perform the job.