Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
270 Cards in this Set
- Front
- Back
|
Ricci V DeStefano |
Supreme Court ruling that ERs may violate Title VII when they engage in Race-Conscious decision making to address adverse impact unless they can demonstrate a "strong basis in evidene" that, had they not taken the action, they would have been liable under a disparate impact theory.
|
|
|
Selection Interview
|
Interview design to probe areas of interest to interviewer in order to determine how well a job candidate meets the needs of the organization.
|
|
|
Situational interview
|
Type of interview in which interviewer asks questions designed to elicit stories and examples that demonstrate the applicant's skills and qualifications.
|
|
|
Social Media
|
Collectively describes a variety of online Internet technology platforms and communities that people use to communicate and share information and resources.
|
|
|
Stereotyping
|
Type of interviewer bias that involves forming generalized opinions about how people of a given gender, religion, or race appear, think, act, feel or respond.
|
|
|
Succession planning
|
A talent management strategy to help identify and foster the development of high-potential employees.
|
|
|
Third-country nationals (TCNs)
|
Employees who are citizens of countries other than where they work or where the organizations headquarters resides.
|
|
|
Uniformed Services Employment and Reemployment Rights Act (USERRA)
|
Act that protects the employment, reemployment, and retention rights of persons who serve or have served in the uniformed services
|
|
|
Washington v. Davis
|
Court ruling that dealt with job testing and discrimination.
|
|
|
Yield ratios
|
Ratios that can help quantify recruitment efforts.
|
|
|
Retention
|
Ability to keep talented employees in an organization.
|
|
|
Selection
|
Process of hiring the most suitable candidate for a vacant position
|
|
|
Simulations
|
Representation of real situations; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.
|
|
|
Smith v. Jackson, Mississippi
|
Case in which Supreme Court held that Age Discrimination in Employement Act authorizes recovery on a disparate impact theory but with narrower scope than that provided under Title VII
|
|
|
State (public) employment agencies
|
Agencies that provide employee screening, testing, and referral at no cost to the employer
|
|
|
Substance abuse tests
|
Measures intended to ensure a drug-free workplace.
|
|
|
Team Interview
|
Type of interview used in situations where the position relies heavily on team cooperation; supervisors, subordinates, and peers are usually part of the process.
|
|
|
Uniform Guidelines on Employe Selection Procedures
|
procedural document designed to assist employers in complying with federal regulations prohibiting discrimination.
|
|
|
Vietnam Era Veterans Readjustment Assistance Act (VEVERAA)
|
Act that prohibits deiscrimination against certain veterans.
|
|
|
Workforce Planning
|
Process and organization uses to analyze its workforce and determine steps it must take to prepare for future needs; strategically aligns an organizations human capital with its business direction.
|
|
|
Retaliatory discharge
|
Result of an employer punishing and employee for engaging in activites protected by the law (e.g., filing a discrimination charge, opposing unlawful employer practices)
|
|
|
School-to-work programs
|
Allow organizations to partner with communities and schools to help develop the skilled workforce they will need for the future.
|
|
|
Simple linear regression
|
Projection of future demand based on a past relationship; involves a singe variable.
|
|
|
Skill tracking system
|
Computerized talent or skill inventories that can furnish a list of qualified people.
|
|
|
Staffing
|
HR functions that identifies organizational human capital needs and attempts to provide an adequate supply of qualified individuals for jobs in an organization.
|
|
|
Structured interview
|
Type of interview in which interviewer asks every applicant the same questions; also called a repetitive interview.
|
|
|
Taxman v Board of Education of Piscataway
|
Court ruling that nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII
|
|
|
Turnover
|
Annualized formula that tracks number of separatiosn and total number of workforce employees per month.
|
|
|
Vicarious liability
|
Legal doctrine under which a party can be held liable for the wrongful action of another party.
|
|
|
Workforce analysis
|
Facilitates a systematic approach to anticipate human capital needs and data HR professionals can use to ensure that appropriate knowledge, skills, and abilities will be available when needed to accomplish organizational goals and objectives.
|
|
|
Resume
|
Document prepared by job candidate (or professional hired by candidate) to highlight candidate's strengths and experience.
|
|
|
School Board of Nassau v. Arline
|
Supreme Court ruling that persons with contagious dieseases could be covered by the rehabilitation Act of 1973.
|
|
|
Sexual harassment
|
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
|
|
|
Skill banks
|
Computerized talent or skill inventories that can furnish a list of qualified people.
|
|
|
St. Mary's Honor Center v. Hicks
|
Court ruling that Title VII plaintiff must show that discrimination was the real reason for an employers actions.
|
|
|
Stress Inteview
|
Type of interview in which interviewer assumes an aggressive posture to see how a candidate responds to stressful situations.
|
|
|
Targeted interview
|
Type of interview in which interviewer asks each applicant questions that are from the same knowledge, skill, or ability area; also called patterned interview.
|
|
|
Trend and ratio analyses
|
Use of statistics to determine whether relationships exist between two variables.
|
|
|
United Steelworkers v. Weber
|
Court ruling dealing with reverse discrimination charges; upheld that Title VII allows for voluntary, private, race-conscious programs aimed at eliminating racial imbalance in traditionally segregated job categories.
|
|
|
Worker Adjustment and Retraining Notification (WARN) Act
|
Act that requires some employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur.
|
|
|
PERM (Program Electronic Review Management)
|
Streamlined process for obtaining labor certification for foreign nationals seeking permanent residence through their employment.
|
|
|
Predictive validity
|
Type of criterion-related validity; degree to which predictions made by a test are confirmed by the later behavioir of test takers.
|
|
|
Privacy Act
|
Act that protects the employement records of federal government employees from disclosure without prior authorization.
|
|
|
Quota
|
Involves hiring and promoting a fixed number of individuals based on race, gender, or other protected-class standards.
|
|
|
Rehabilitaion Act
|
Act that prohibits discrimination based on physical or mental disabilities.
|
|
|
Personality Tests
|
Tests that measure persons social interaction skills and patterns of behavior.
|
|
|
Pregnancy Discriminaion Act
|
Act that prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions.
|
|
|
Protected Class
|
People who are covered under a federal or state antidiscrimination law.
|
|
|
Realistic job preivew (RJP)
|
Part of the selection process that provides an applicant with honest and complete information about a job and the work environment.
|
|
|
Repatriates
|
Employees who have returned from an internatinal assignment
|
|
|
Pennsylvania State Police v. Suders
|
Case in which Supreme Court ruled on the use of the affirmative defense in a constructive discharge claim for an employer whose supervisors are charged with harassment.
|
|
|
Polygraph Test
|
Test that measures respiration, blood pressure and perspiration while a person is asked a series of questions; outcome is a diagnostic opinion about honesty.
|
|
|
Prima Facie
|
Latin term for "on first view" or " at first appearance"; in an EEO case, when a plantiff presents evidence of a prima facie case, the employer must articulate a legitimate, nondiscriminatory reason for its decision.
|
|
|
Quid pro quo harassment
|
Type of harassment that occurs when an employee is forced to choose between giving in to a superiors sexual demands and forfeiting an economic benefit such as a pay increase, a promotion, or continued employment. "This for that".
|
|
|
Regents of the University of California v. Bakke
|
Court ruling that colleges and universites could legitimately consider race as a factor in the admissions process.
|
|
|
Placement goals
|
Objectives or targets in an affirmative action plan that are set when the percentage of minorites or women in a job group is less than reasonably expected given their availabilty.
|
|
|
Prescreening Interview
|
Type of interview that is useful when an organization has a high volume of applicants for a job and face-to-face interview are needed to judge prequalifications factors.
|
|
|
Psychomotor tests
|
Tests that require a candidate to demostrate a minumum degree of strength, physical dexterity, and coordination in a specialized skill area.
|
|
|
Resonable accommodation
|
Modifying job application process, work enviromnent or cirucmstances under which job is performed to enable a qualified individual with a disability to be considered for the job an perform its essential functions.
|
|
|
Repetitive Interview
|
Type of interview in which inerviewer asks every applicant the same questions; also called a structured interview.
|
|
|
Host-country nationals (HCNs)
|
Employees working in their own countries; also known as local nationals.
|
|
|
Independent Contractors
|
Self-employed individuals hired on a contract basis for specialized services.
|
|
|
Job
|
Collection of employee activites (tasks) and responsibilities.
|
|
|
Job Competencies
|
Knowledge, skills and abilities (KSAs) and other personal characteristics that work together to produce outstanding performance in a given area of responsibilty.
|
|
|
Job Specification
|
Spells out qualifications necessary for an incumbent to be able to perform a job.
|
|
|
Judgemental forecasts
|
Use of information from past and present to predict future conditions.
|
|
|
McDonnell Douglas Corp. v. Green
|
Case that established criteria for disparate treatment
|
|
|
National Origin
|
Refers to the country (including those that no longer exist) of ones birth or of ones ancestors birth.
|
|
|
Offer Letter
|
Document that formally communicates the employment offer, making the hiring deision official.
|
|
|
Organizational exit
|
Process of managing the way people leave an organizatio; also referred to as offboarding.
|
|
|
Outsourcing
|
Flexible staffing option in which an independent organization with expertise in operating a specific function contracts with an organization to assume full operational responsibility for the function.
|
|
|
Payrolling
|
When an organization needing help identifies specific people and refers them to a staffing firm, which employs them and assigns them to work at at he organization.
|
|
|
Honesty/integrity Tests
|
Measures of applicants propensity toward undeireable behaviors such as lying, stealing, taking drugs, or abusing alcohol.
|
|
|
Involuntary termination
|
When employers decide to discharge particular employees for cause (e.g.; poor performance, violations of ER policy)
|
|
|
Job Bidding
|
Internal recruiting method that allows employees to indicate an interest in a position before one becomes available.
|
|
|
Job Posting
|
Internal recruiting method that allows current employees the chance to respond to announcements of positions.
|
|
|
Joint employment
|
Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as co-employment.
|
|
|
Local nationals
|
Employees working in their own countries; also known as host-country nationals (HCNs)
|
|
|
Multiple linear regression
|
Statistical method that can be used to project future demand; more than one variable is utilized.
|
|
|
Nondirective interview
|
Type of interview in which interviewer asks open questions and provides general direction but allows applicant to guide process.
|
|
|
Organizational Display
|
Part of an affirmative action plan that provides a graphical presentation of the organizational units, including their interrelationships.
|
|
|
Outplacement
|
Systematic process by which a laid-off or terminated EE is counseled in the techniques of career self-appraisal and in securing a new job that is appropriate to his or her talents and needs.
|
|
|
Patterned interview
|
Type of interview in which interviewer asks each applicant questions that are from the same knowledge, skill or ability area; also called targeted interview.
|
|
|
Harris v. Forklift Systems, Inc
|
Court ruling that established "reasonable person" standard in a secual harassment case.
|
|
|
Immigration and Nationality Act (INA)
|
Fundamental body of US immigration law applying to all ERs ; addresses employment eligibility and employment verification and defines the conditions for the temporary and permanent employment of aliens in the US.
|
|
|
International Assignee
|
All-emcompassing term used to describe anyone on an international assignment.
|
|
|
Job Applicant
|
According to EEO regulations, anyone who expresses an interest in employment, regardless of whether that person meets the employers minimum qualifications for the job.
|
|
|
Job Group Analysis
|
Part of affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilites, wage rates, and opportunities for advancement.
|
|
|
Johnson v. Santa Clara County Transporation Agency
|
Court ruling that endorsed using gender as one factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system.
|
|
|
Lilly Ledbetter Fair pay Act
|
Act that creates a rolling time frame for filing wage discrimination claims and expands plaintiff field beyond employee who was discriminated against.
|
|
|
Meritor Savings Bank v. Vinson
|
Court ruling that first held that sexual harassment violates Title VII of the Civil Rights Act of 1964 regardless of whether it is quid pro quo or hostile environment harassment.
|
|
|
Nominal Group Technique
|
Group of individuals who meet face-to-face to forecast ideas and assumptions and priortize issues
|
|
|
Open Question
|
Type of question that typically begins with what, where, why, when or how.
|
|
|
Organizational Unit
|
Any discrete component of an organziation in which there is a level of supervision responsible and accountable for the selections, compensation, etc, of EE's within the unit.
|
|
|
Parent-country nationals (PCNs)
|
Citizens of an organizations headquarters country who reside and work abroad with the intent of returning to the home country.
|
|
|
Grutter v. Bollinger
|
Case in which Supreme Court held that University of Michigans law school admission program was sufficiently "narrowly tailored" to consider race as a factor in admission decisions in order to achieve goal of a diverse student body.
|
|
|
Hostile environment harassment
|
Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individuals performance; creates an intimidating, threatening or humiliating work environment; or pereturates a situation that affects the EE's psychological well-being.
|
|
|
Inpatriates
|
Employees brought in from another country to work in teh headquarters country for a specified period.
|
|
|
Job Analysis
|
Systematic study of jobs to determine what activities and responsibilites they include, personal qualifications necessary for performance, conditions under which work is perfomed, and reporting structure.
|
|
|
Job description
|
Summarizes most important features of a job, including required tasks, knowledge, skills, abilities, responsibilities, and reporting structures; physical requirements must also be included for ADA considerations.
|
|
|
Jobs for Veterans Act (JVA)
|
Amendment to Vietnam Era Veterans Readjustment Assistance Act; deals withdiscrimination against certain veterans
|
|
|
Kolstad v. American Dental Association
|
Case in which Supreme Court held that the availability of punitive damages dependson teh motive of the discrimiator rather than the nature of the conduct.
|
|
|
McKennon v. Nashville Banner Publishing Co.
|
Case in which Supreme Court held that evidence of misconduct acquired after the decision to terminate cannot free an employer from liability even if the misconduct would have justified terminating the employee.
|
|
|
Negative emphasis
|
Type of interviewer bias that involves rejecting a candidate on the basis of a small amount of negative information.
|
|
|
Oncale v. Sundowner Offshore Servcie Inc
|
Court ruling that same-gender harassment is actionable under Title VII.
|
|
|
Organizational profile
|
Provides a numerical depiction of an establishments staffing pattern to determine if barriers to equal employment opportunity exist within any organziational unit.
|
|
|
Panel Interview
|
Type of interview in which structured questions are spread across a group; indvidual who is most competent in the relevant area usually asks the question.
|
|
|
Affirmative action plans (AAPs)
|
Written plans that outline an organziations programs, policies, and procedures for proactively ensuring equal opportunity in all aspects of employment, such as recruiting, hiring, training promoting, and compensating.
|
|
|
Americans with Disabilities Act (ADA)
|
Act that prohibits discrimination against a qualified individual with a disability because of his/her disability.
|
|
|
Behavioral interview
|
Type of interview that focuses on how applicant previouslyhandled real situations.
|
|
|
Civil Rights Act of 1991
|
Act that expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged discrimination the right to a jury trial.
|
|
|
Competency Model
|
Set of competencies that together make up a profile for success for a particular job.
|
|
|
Construct Validity
|
Extent to which a selection device measures the theoretical construct or trait (e.g.;intelligence or mechanical comprehension)
|
|
|
Corporate management compliance evaluation (CMCE)
|
Evaluation designed to ensure that qualified minorities and women do not encounter artificial barriers to future advancements into mid-level and senior corporate management.
Glass Ceiling. |
|
|
Directive Interview
|
Type of interview in which interviewer poses specific questions to a candiate that keeps control.
|
|
|
Ellerth v. Burlington Northern Industries
|
Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not.
|
|
|
Employment Offer
|
Makes the hiring decision official; should immediately follow the final decision to hire a candidate; formally communicated through and offer letter.
|
|
|
e-Verify
|
Internet based verification system that allows employers to verify the employemnt eligibilty of their employees regardless of citizenship.
|
|
|
Fair and Accurate Credit Transactions Act (FACT)
|
Act that provide some relief to employers using third parties to conduct workplace investigations.
|
|
|
Fishbowl interview
|
Interactive type of group interview that helps employer learn how individual interacts with others to solve business related issues as welll as individuals depth of analytical skills and natural abilities as leader ot team player.
|
|
|
General Dynamics Land Systems Inc v. Cline
|
Case in which Supreme Court held that the Age Discrimination in Employment Act does not protect younger workers, even if they are over ages 40, from workplace decisions that favor older workers.
|
|
|
Griggs v. Duke Power
|
1971 case that recognized adverse impact discrimination.
|
|
|
Affirmative action (AA)
|
Practice in which employers make efforts to increase the presence of women, minorities, covered veterans and disabled individuals in the workplace and take positive steps to correct their underutilization.
|
|
|
Alternative staffing
|
Use of alternative recruiting sources and workers who are not regular employees, also known as flexible staffing.
|
|
|
Availability analysis
|
Analysis in which organization considers internal and external availability in determining theoretical availability of minorites and women for established job groups.
|
|
|
Civil Rights Act of 1964
|
First comprehensive US lw making it illegal to discriminate on the basis of race, color, religion, sex or national origin
|
|
|
Cognitive Ability Tests.
|
Tests that assess skills the candidate has already learned.
|
|
|
Congressional Accountability Act
|
Act that identifies selected federal employee relations and civil rights legislation enacted by Congress that applies to employees of Congress.
|
|
|
Content validity
|
Degree to whch an interview, test, or other selection device measures the knowledge, skils, abilities or other qualifications that are part of the job.
|
|
|
Delphi technique
|
Forecasting technique that progressively collects information from a group without physically assembling the contributors.
|
|
|
Disparate treatment
|
Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards.
|
|
|
Employment contract
|
Agreement between an employer and an employee that explains the employment relationship.
|
|
|
Essential Functions
|
Primary job duties that a qualified individual must be able to perform, either with or without accommodation; a function may be considered essential because it is required in a job or because it is highly specialized.
|
|
|
Expatriates
|
Collective term for employees sent abroad to work in a country other than where they live.
|
|
|
First Impression error
|
Type of interviewer bias in which interviewer makes snap judgments and lets first impression (either positive or negative) cloud the interview.
|
|
|
Gender
|
Refers to the socially consructed roles, behaviors, activites, and attributes that a given society considers appropirate for men and women.
|
|
|
Gratz v. Bollinger
|
Case in which Supreme Court held that University of Michigan's undergraduate admission program was not sufficiently "narrowly tailored" to consider race as a factor in admission decisions in order to achieve goal of a diverse student body.
|
|
|
Adverse Impact
|
Occurs when the selection rate for an employment decision works to the disadvantage of a protected class; also known as disparate impact.
|
|
|
Albemarle Paper v. Moody
|
1975 court ruling that items used to validate employment requirements must be job-related.
|
|
|
Assessment centers
|
Method of evaluating candidates using content-valid work samples of a job; typically for managerical positions.
|
|
|
City of Richmond v. J. A. Croson Company
|
1989 Court ruling that the numerical quota system of Richmond, VA. was unconstitutional because the city had not laid the proper groundwork and had not adequately identified or documented discrimination.
|
|
|
Co-employment
|
Situation in which an organziation shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as joint employment.
|
|
|
Concurrent Validity
|
Type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time.
|
|
|
Consumer Credit Protection Act
|
Act that limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors.
|
|
|
Cultural noise
|
Failure to recognize responses of a candidate that are socially acceptable rather than factual
|
|
|
Disparate Impact
|
Occurs when the selection rate for an employment decision works to the disadvantage of a protected class; also known as adverse impact.
|
|
|
Employment branding
|
Process of positioning an organziation as an "employer of choice" in the labor market.
|
|
|
Employment-at-will
|
Common law principle stating that employers have the right to hire, fire, demote and promote whomever they choose for any reason unless there is a law or contract to the contrary and employees have the right to quit a job at any time.
|
|
|
Exit Interview
|
Interview conducted when and employee is terminating with an organziation in which employee is asked to share views on selected issues.
|
|
|
Faragher v. City of Boca Raton
|
Court ruling that distinghuished between supervisor harassment that results in tangible employment action and supervisor harassment that does not.
|
|
|
Garnishment
|
Occurs when a creditor obtains a court order requiring an employer to attach an employees earnings in order to pay back a debt.
|
|
|
Glass ceiling
|
Invisible barrier that blocks minorities and women from attaining senior executive positions.
|
|
|
ADA Amendments Act (ADAAA)
|
Amendments to Americans with Disabilities Act covering the definition of individuals regarded as having a disability, mitigating measures, and other rules of construction to guide the analysis of what constitutes a disability.
|
|
|
Age Discrimination in Employment Act (ADEA)
|
Act that prohibits discrimination in employment for persons age 40 and over.
|
|
|
Aptitude Test
|
Tests that measure the general ability or capacity to learn or acquire a new skill
|
|
|
Closed questions
|
Questions that can usually be answered with yes or no
|
|
|
Compliance evaluation
|
Evaluation that requires an organization to provide details on and documentation of its affimative action plan.
|
|
|
Constructive Discharge
|
Occurs when an ER makes working conditions so intolerable that an EE has no choice but to resign.
|
|
|
Disability
|
Physical or mental impairment that substantially limits major life activites.
|
|
|
Employee Polygraph Protection Act
|
Act that generally prevents employers engage in or affecting interstate commerce from using lie detector tests either from preemployment sceening or during the course of employment, with certain exemptions.
|
|
|
Employment practices liability insurance (EPLI)
|
Protects an ER against claims by workers that their legal rights as employees of the organization have been violated.
|
|
|
Executive search firms
|
External recruiting method; firms seek out candidates, usually for executive, managerial, or professional positions.
|
|
|
Fair Credit Reporting Act (FCRA)
|
Act that protects privacy of background information and ensures that information supplied is accurate
|
|
|
Flexible staffing
|
Use of alternative recruiting sources and workers who are not regular employees; also know as alternative staffing.
|
|
|
Genetic Information Nondiscrimination Act (GINA)
|
Act that prohibits discrimination against indivduals on the basis of their genetic information in both employment and health insurance. |
|
|
achievement tests |
tests that measure how much an individual has already learned |
|
|
age harrassment |
demeaning comments and actions directed toward older employees such as age-related jokes, sarcasm, and derisive labels |
|
|
alternate-forms reliability |
a method of testing the reliability of an instrument by using two alternate (or equivalent) forms of that instrument |
|
|
aptitude tests |
tests that measure an individuals capacity for learning |
|
|
assessment center |
a selection procedure primarily used for selecting managers in which candidates participate in individual and group exercises and are evaluated by observers |
|
|
attrition |
a reduction in the number of personnel caused by failing to replace people who leave |
|
|
availability analysis |
a determination of the number of minorities and women in the external labor market who are qualified for employment in the company's job groups |
|
|
base rate of success |
the percentage of employees who would normally be considered successful without the use of a given selection procedure |
|
|
BFOQ |
Bona-Fide Occupational Qualifications
employers are allowed to discriminate on the basis of religion, sex, or national origin only when these attributes are necessary for the operation of their business |
|
|
biographical-information blank |
a special application blank that is used to collect extensive information on an applicant's previous experiences and background |
|
|
board interview |
an interview format in which one applicant is interviewed by a group of interviewers at one time (also called panel interview) |
|
|
bumping |
the practice that allows senior employees whose jobs are eliminated to bump less senior employees and take their jobs |
|
|
clinical judgment |
an informal method of subjectively combining information to arrive at a selection decision |
|
|
business necessity |
defense available when an employer has a criterion for selection that creates an adverse impact but is job-related and consistent with business necessity |
|
|
career pathing |
the development of a sequential series of career activities that an individual might pursue during his or her career |
|
|
cohort analysis |
a comparison of the treatment of similarly situated individuals or groups |
|
|
conciliation |
an informal process of agreement used by the Equal Employment Opportunity Commission for resolving charges of discrimination |
|
|
conspect reliability |
the degree of agreement between two evaluators; inter-rater reliability |
|
|
constructive discharge |
a decision constructed by a court that an employee who quit was actually discharged because of intolerable working conditions |
|
|
cost-per-hire |
the total cost for hiring an individual, including all recruiting, testing, interviewing, and other expenses |
|
|
criterion-related validity |
a validity study, either predictive or concurrent, in which the predictor data are statistically correlated with the criteria of performance |
|
|
direct threat |
a disease or physical condition that poses a significant risk to the health or safety of the individual or others, such as a highly contagious diease among food preparation workers. the ADA does not protect people who pose a direct threat unless reasonable accommodations can reduce the threat |
|
|
DOT |
Dictionary of Occupational Titles
dictionary consists of over 13,000 job descriptions compiled by the Dept of Labor |
|
|
dual career ladders |
managers can move up two career ladders simultaneously. movement up the managerial ladder means greater power and decision-making authority, and movement up the technical ladder means greater autonomy in practicing the profession |
|
|
EEOC |
Equal Employment Opportunity Commision
a government agency created by the 1964 Civil Rights Act. It enforces Tittle VII of the Civil Rights Act, the Age Discrimination in Employment Act of 1967, the Equal Pay Act of 1963, Section 501 of the Rehabilitation Act of 1973, and the ADA of 1991 |
|
|
employee requisition |
an authorization to recruit a new employee to fill a job opening |
|
|
executive orders |
orders issued by the president of the US. Several executive orders have been influential in reducing discrimination, especially Executive Order 11246 which requires government contractors and subcontractors to adopt affirmative action plans |
|
|
expectancy charts |
bar charts showing the probability of being a successful performer for various categories of predictor scores |
|
|
face validity |
a form of validity that is inferred from the perceived similarity between the content of the predictor of the requirements of the job-also called content validity |
|
|
false positives |
individuals who obtained sufficiently high predictor scores to be hired, but they are poor performers |
|
|
false negatives |
individuals who were not hired because of low predictor scores but would have been outstanding performers |
|
|
fill time |
how long it takes to replace a departing employee or fill a new job opening |
|
|
four-fifths rule |
the guideline used by the EEOC to determine whether a selection procedure has an adverse impact on selection. a selection procedure is biased if the selection rate for any protected group is less than four-fifths of the selection rate for any other protected group |
|
|
glass ceiling |
attitudinal and organizational barriers that inhibit the career advancement of women |
|
|
goals and timetables |
when an underutilization analysis identifies a job group that is under-represented with minorities or women, the company is expected to develop goals and timetables in its affirmative action plan for correcting this imbalance |
|
|
graphology |
handwritten analysis |
|
|
group interview |
a method of conducting interviews in which one person interviews a group of applicants at one time |
|
|
H-1B visa |
a visa classification that provides employers with the ability to hire workers with specialized training from the global labor market to meet critical, but usually temporary, business needs i.e specialty occupations, DOD workers, fashion models |
|
|
headhunters |
private employment agencies that search for individuals who are able to assume positions of leadership for client organizations |
|
|
implied contract |
a statement, usually in an employee handbook, that creates the expectation that an employee will not be terminated except for good cause |
|
|
individual expectancy chart |
an expectancy chart showing the probability that an individual will be a successful performer given different predictor scores |
|
|
institutional expectancy chart |
an expectancy chart showing what proportion of new hires will likely be successful performers given different cutoff scores |
|
|
inter-rater reliability |
the degree of agreement between two evaluators who have evaluated the same employee or job applicant |
|
|
job analysis |
the analysis of jobs within a company that produces a job description or a job specification |
|
|
job bidding |
an internal recruiting process that allows employees who believe they have the necessary qualifications to apply for a job that has become vacant |
|
|
job description |
the description of the duties, responsibilities, working conditions, and reporting relationships contained in a job |
|
|
job identification |
a label or occupational code number associated with each job. each job in the Dictionary of Occupational Titles has a unique nine-digit identification number |
|
|
job knowledge test |
a simple test that measures the specific knowledge and vocabulary associated with the particular job |
|
|
job posting |
an internal recruiting process in which job vacancies are advertised to present employees. the employees who want to be considered for the job vacancy are allowed to bid for it by completing an application |
|
|
job sample test |
a simple test that requires applicants to perform a defined segment of the actual job to assess their potential |
|
|
job service |
public employment agencies operated by each state under the general direction of the federal government. job service provides job placement, training, counseling, and testing as free services to those who use it, and it is funded by a portion of the unemployment compensation benefits |
|
|
validity generalization |
using the validity evidence based on a few jobs to infer that the same tests would be valid for other related jobs |
|
|
validity coefficient |
the correlation coefficient showing the relationship between a predictor and a criterion |
|
|
weighted application blank |
an application blank containing valid information that can be weighted, used to form a composite score, and then used for making a selection decision |
|
|
yield ratios |
ratios that show the number of applicants at one stage of the recruiting process who move to the next stage. these rations provide valuable information for recruitment planning |
|
|
work-load analysis |
a method of short-term forecasting in which the number of employees is identified by computing how many employee hours will be needed to produce the output that the organization expects to achieve |
|
|
validiy |
the extent to which a predictor variable is correlated with a criterion variable |
|
|
underutilization analysis |
an underutilization analysis involves a comparison of the percentages of minorities and women in each job group with their respective availability in the surrounding labor force. where the percent available exceeds the percent employed in each job group, underutilization is said to exist |
|
|
two types of verification required by IRCA |
|
|
|
IRCA |
Immigration Reform and Control Act of 1986 Act that prohibits discrimination against job applicants on the basis of national origin or citzenship; establishes penalties for hiring illegal aliens and requires employers to establish each employees identity and eligibility to work. |
|
|
turnover rate |
the percentage of employees to leave the organization during a given period of time |
|
|
trend projections |
a method of long-range forecasting in which employment levels are associated with levels of business activity. trend projections include simple linear extrapolations as well as more sophisticated techniques of regression analysis |
|
|
test-retest reliability |
a method of assessing the reliability of a measuring instrument by administering it twice to the same population with a brief interval of time between the two administrationsa nd then correlating each individuals first and second scores |
|
|
then job categories for EEO reporting |
|
|
|
systemic discrimination |
employment discrimination that results from the normal operation of hr systems, especially the procedures used for hiring, promoting, compensating, and training employees. because these practices can create a disparate effect on the employment of minorities and females, EEO laws require their elimination |
|
|
synthetic validity |
a method of testing the validity of a selection procedure by combining jobs that require similar abilities and by separately validating the specific predictors intended to measure those abilities |
|
|
split-halves reliability |
a method of assessing the reliability of an instrument into two parts and determining if the applicants obtain similar scores on both halves |
|
|
semi-structured interview |
an interview in which the interviewer determines the major questions beforehand, but allows sufficient flexibility to probe into other areas as needed to evaluate of applicants personality |
|
|
selection ratio |
the percentage of individuals hired relative to the total number of applicants |
|
|
section 1981 |
the Civil Rights Act of 1866 that guarantees all citizens of the US, regardless of color, the right to make and enjoy the benefits of contracts |
|
|
reliability |
repeatability or consistency of measurement |
|
|
replacement chart |
an organizational chart showing the employees who hold various positions and their most likely replacements |
|
|
reverse discrimination |
where preferential treatment is shown to females and minorities, often to achieve an affirmation action goal |
|
|
right to sue |
a notice issued by the EEOC to a complaining party after investigation and conciliation that further efforts to seek redress will need to come through civil litigation |
|
|
Markov analysis |
a method of long-term forecasting in which probabilities of movement among job categories in one period are used to forecast movement in a later period |
|
|
negligent hiring |
a legal theory that makes employers liable for the abusive acts of employees if the employer knew or should have known about the employees' propensity for such conduct |
|
|
nepotism |
employment practices that are considered unfair because they show favoritism to friends or relatives |
|
|
OFCCP |
Office of Federal Contract Compliance Programs
The OFCCP is a government agency in the Dept of Labor that reviews the affirmative action programs of government contractors and monitors their compliance |
|
|
Order Number 4 |
the common name for Executive Order 11246, which requires govt contractors to develop affirmative action plans |
|
|
otherwise qualified |
a disabled individual who is capable of performing the essential functions of a job if necessary barriers created by their disability are eliminated |
|
|
Privacy Commissions five procedural rights for employees |
|
|
|
probabilistic model |
a long-term forecasting method that uses probabilities of future events to estimate future employment levels. a simulation is a sophisticated probabilistic model |
|
|
promotion from within |
an internal recruiting method in which vacancies in management positions are filled by promoting lower-level managers |
|
|
qualified privilege doctrine |
allows past employers to share relevant job-related personal information about an applicant with future employers |
|
|
race categories for EEO reporting |
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Native Alaskan Two or more races Hispanic or Latino |
|
|
reasonable accommodation |
efforts by an employer to facilitate the employment of a disabled person that are not excessively expensive and do not interfere with normal operations |
|
|
regression analysis |
a statistical technique for predicting the value of one dependent variable by a weighted combination of other independent variables |
|
|
H-1C Visa
|
temporary visas for nurses going to work for up to 3 years in health professional shortage areas |
|
|
H-2A Visa
|
|
|
|
H-2B Visa |
|
|
|
H-3 Visa
|
Trainee |
|
|
J-1 Visa
|
temp visa for exchange visitors |
|
|
L-1A Visa |
temp visa for executive or managerial worker |
|
|
L-1B Visa
|
temp visa for Specialized knowledge worker |
|
|
L-2 Visa
|
temp visa for spouse or child of L-1 |
|
|
O-1 Visa
|
visa for extraordinary ability in sciences, arts, education, business, or athletics |
|
|
P-1 Visa
|
employment visas for individual or team athletes and entertainers |
|
|
P-2 Visa
|
employment visas for artists and entertainers in reciprocal exchange programs |
|
|
P-3 Visa
|
visas for artists and entertainers in culturally unique programs |
|
|
R-1 Visa |
Visas for religious workers |
|
|
TN Visa |
Trade visas for Canadians and Mexicans |
|
|
Ethnocentric
|
international staffing approach in which all key management positions are filled by expatriates (often used during the start up phase) |
|
|
Polycentric
|
international staffing approach that fills corporate positions in the home country with expatriates, whereas management positions in the host country are filled by HCNs |
|
|
Regiocentric |
international staffing approach that takes a somewhat larger operational view than does the polycentric (i.e. covers trade unions) |
|
|
Geocentric |
international staffing approach seeks to place the best-qualified person into each position, regardless of their country of origin |
