Study your flashcards anywhere!

Download the official Cram app for free >

  • Shuffle
    Toggle On
    Toggle Off
  • Alphabetize
    Toggle On
    Toggle Off
  • Front First
    Toggle On
    Toggle Off
  • Both Sides
    Toggle On
    Toggle Off
  • Read
    Toggle On
    Toggle Off

How to study your flashcards.

Right/Left arrow keys: Navigate between flashcards.right arrow keyleft arrow key

Up/Down arrow keys: Flip the card between the front and back.down keyup key

H key: Show hint (3rd side).h key

A key: Read text to speech.a key


Play button


Play button




Click to flip

83 Cards in this Set

  • Front
  • Back
Ability test
These measure physical abilities, strength and stamina, mechanical ability, mental abilities, and clerical abilities.
Personality tests
These measure such things as adjustment, energy, sociability, independence and the need for achievement.
Performance tests
These measure performance on actual job tasks
Ability test
A test given to a telephone operator for hearing would be an example of what type of test?
Performance test
If a secretary were asked to perform a typing drill, this test would be an example of what common type of employment test?
The extent to which a test measures what it purports to measure.
Valid test
This type of test is one that measures what it purports to measure, and it must be free of bias.
Establish the mission and the vision
What is the first step in the strategic human resource process?
Strategic Human Resource Management Process
The purpose of this is to get the optimum work performance to help realize company’s mission and vision
Equal Pay Act of 1963
this act requires men and women be paid equally for performing equal work
Civil Rights Act, Title VII of 1964
This act prohibits discrimination on the basis of race, color, religion, national origin or sex
Age Discrimination in Employment Act (ADEA)
This act prohibits discrimination in employee over 40 years old
OSHA Occupational Safety and Health Act of 1970
This act establishes minimum health and safety standards in organizations
ERISA Employee Retirement Income Security Act
This act sets rules for managing pension plans
PDA Pregnancy Discrimination Act of 1978
This act broadens discrimination to cover pregnancy, childbirth, and related medical conditions, protects job security during maternity leave
Mandatory Retirement Act of 1978
this act prohibits forced retirement of employees under 70
COBRA of 1986
this act requires an extension of health insurance benefits after termination
IRCA of 1986
This act prohibits unlawful employment of aliens and unfair immigration-related employment practices
WARN Worker Adjustment and Retraining Notification Act of 1988
This act requires organizations with 100 or more employees to give 60 days notice for mass layoffs or plant closings
ADA 1990
this act prohibits discrimination against qualified employees with physical or mental disabilities or chronic illness
Civil Rights Act of 1991
This act amends and clarifies Title VII, the ADA and other laws
FMLA of 1993
This act requires employers to provide 12 weeks of unpaid leave for medical and family reasons, including for childbirth, adoption or family emergency.
Employee referrals
The most effective external sources of human resources are what.. according to HR professionals?
Public employment agencies OR Unions
According to HR professionals what are considered the least satisfactory sources for finding qualified applicants.
Assessment (first step)
Is training needed? Is a question answered in what step in the training process
Objectives (second step)
What should training achieve? Is a question answered in what step of the training process?
Is the training working? Is a questions answered in what step of the training process?
Basic computer skills
What is the one area wherein the largest percentage of organizations are offering formal training?
Lectures, videotapes, and workbooks
If people are to learn facts, such as work rules or legal matters name one of the methods the book recommends to use for that type of training?
This is when a subordinate is taken under the wing of an experienced employee who points out what’s required in the new job
Training positions
This is when trainees are given positions as assistants to experienced managers
Job rotation
This is when employees are given lateral transfers to allow them to work at different jobs
Planned work activities
This is when trainees are given important work assignments to develop their experience
Classroom programs
What is the most frequently used kind of off-the-job instruction, according to a survey?
Trait appraisals
These types of appraisals are ratings of such subjective attributes as ‘attitude”, “initiative” and “leadership”.
Behavioral appraisals
These types of appraisals measure specific, observable aspects of performance, such as being on time for work.
This refers to moving an employee to a higher-level position
The movement of an employee to a different job with similar responsibility
When an employee has his or her current responsibilities, pay and perquisites taken away or reduced
Layoffs, Downsizing and Firings
What are the three types of dismissals
Where a person has been dismissed temporarily and may be recalled later when economic conditions improve
This is a permanent dismissal and there is no rehiring later
This is when a person is dismissed permanently for cause.
A chronic, progressive and potentially fatal disease characterized by a growing compulsion to drink.
Quid pro quo sexual harassment
This type of harassment refers to where the person to whom the unwanted sexual attention is directed is put in the position of jeopardizing being hired for a job or obtaining job benefits or opportunities unless he or she implicitly or explicitly acquiesces
Hostile environment sexual harassment (offensive work environment)
In this type of harassment the person being sexually harassed doesn’t risk economic harm but experiences an offensive or intimidating work environment, as might be the case when one has to put up with lewd jokes or sexually oriented graffiti.
360-degree assessment
With this employees are appraised not only by their managerial superiors but also by peers, subordinates, and sometimes clients.
Affirmative action
This focuses on achieving equality of opportunity within an organization.
Assessment center
This is where management candidates participate in activities for a few days while being assessed by evaluators.
Base pay
This consists of the basic wage or salary paid to employees in exchange for doing their jobs.
Behavioral-description interview
In this interview, the interviewer explores what applicants have actually done in the past.
The behaviorally anchored rating scale (BARS)
This rates employee gradations in performance according to scales of specific behaviors.
Benefits, or fringe benefits
These are additional non-monetary forms of compensation designed to enrich the lives of all employees in the organization.
Collective bargaining
This consists of negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security.
This has three parts: (1) wages or salaries, (2) incentives, and (3) benefits.
In computer-assisted instruction (CAI)
In this computers are used to provide additional help or to reduce instructional time.
This is the term describing educating professionals and managers in the skills they need to do their jobs in the future.
This occurs when people are hired or promoted—or denied hiring or promotion—for reasons not relevant to the job.
Employment tests
These consist of any procedure used in the employment selection decision process.
Equal Employment Opportunity (EEO) Commission
The job of this is to enforce anti-discrimination and other employment-related laws.
External recruiting
This means attracting job applicants from outside the organization.
Formal appraisals
These are conducted at specific times throughout the year and are based on performance measures that have been established in advance.
Human resource (HR) management
This consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce.
Informal appraisals
These are conducted on an unscheduled basis and consist of less rigorous indications of employee performance.
Internal recruiting
This means making people already employed by the organization aware of job opening.
Job analysis
The purpose of this is to determine, by observation and analysis, the basic elements of a job.
A job description
This summarizes what the holder of the job does and how and why he or she does it.
Job posting
This refers to placing information about job vacancies and qualifications on bulletin boards, in newsletters, and on the organization’s intranet.
A job specification
This describes the minimum qualifications a person must have to perform the job successfully.
National Labor Relations Board
Legislation passed in 1935 resulted in the the creation of this, which enforces procedures whereby employees may vote to have a union and for collective bargaining.
Objective appraisals, also called results appraisals
These are appraisals based on facts and are often numerical.
The helping of newcomers to fit smoothly into the job and the organization.
Performance appraisal
This consists of (1) assessing an employee’s performance and (2) providing him or her with feedback.
realistic job preview
this gives a candidate a picture of both positive and negative features of the job and organization before he or she is hired.
This is the process of locating and attracting qualified applicants for jobs open in the organization.
The selection process
the screening of job applicants to hire the best candidate.
Sexual harassment
This consists of unwanted sexual attention that creates an adverse work environment.
Situational interview
In this interview, the interviewer focuses on hypothetical situations.
Strategic human resource planning
This consists of developing a systematic, comprehensive strategy for (a) understanding current employee needs and (b) predicting employee needs.
The structured interview
This involves asking each applicant the same questions and comparing their responses to a standardized set of answers.
Subjective appraisals
These are based on a manager’s perceptions of an employee’s (1) traits or (2) behaviors.
This refers to educating technical and operational employees in how to better do their current jobs.
An unstructured interview
This involves asking probing questions to find out what the applicant is like.