Shrm Learning System Module 2 - Workforce Planning

Front 1

Act that prohibits discrimination on the basis of pregnancy, childbirth, or related conditions.

Back 1

Pregnancy Discrimination Act

Front 2

Type of interview in which interviewer poses specific questions to a candidate and keeps control.

Back 2

Directive interview

Front 3

Type of interview in which interviewer asks every applicant the same questions; also called a structured interview.

Back 3

Repetitive interview

Front 4

Court ruling that established "reasonable person" standard in a sexual harassment case.

Back 4

Harris v. Forklift Systems, Inc.

Front 5

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.

Back 5

Stereotyping

Front 6

Part of an affirmative action plan that provides a graphical presentation of the organizational units, including their interrelationships.

Back 6

Organizational display

Front 7

Court ruling that nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII.

Back 7

Taxman v. Board of Education of Piscataway

Front 8

Type of interview used in situations where the position relies heavily on team cooperation; supervisors, subordinates, and peers are usually part of the process.

Back 8

Team interview

Front 9

Document that formally communicates the employment offer, making the hiring decision official.

Back 9

Offer letter

Front 10

Internal recruiting method that allows employees to indicate an interest in a position before one becomes available.

Back 10

Job bidding

Front 11

Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands and forfeiting an economic benefit such as a pay increase, a promotion, or continued employment.

Back 11

Quid pro quo harassment

Front 12

Computerized talent or skill inventories that can furnish a list of qualified people.

Back 12

Skill tracking systems

Front 13

Failure to recognize responses of a candidate that are socially acceptable rather than factual.

Back 13

Cultural noise

Front 14

Act that limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors.

Back 14

Consumer Credit Protection Act

Front 15

Use of alternative recruiting sources and workers who are not regular employees; also known as alternative staffing.

Back 15

Flexible staffing

Front 16

Type of interview in which structured questions are spread across a group; individual who is most competent in the relevant area usually asks the question.

Back 16

Panel interview

Front 17

Process of hiring the most suitable candidate for a vacant position.

Back 17

Selection

Front 18

Act that prohibits discrimination based on physical or mental disabilities.

Back 18

Rehabilitation Act

Front 19

Fixed hiring and promotion rates based on race, gender, or other protected-class standards that must be met.

Back 19

Quota

Front 20

External recruiting method; firms seek out candidates, usually for executive, managerial, or professional positions.

Back 20

Executive search firms

Front 21

Set of job competencies that together make up a profile for success for a particular job.

Back 21

Competency model

Front 22

People who are covered under a federal or state discrimination law; groups protected by EEO designations include women, African-Americans, Hispanics, Native Americans, Asian-Americans, people age 40 or older, the disabled, veterans, and religious groups.

Back 22

Protected class

Front 23

Type of interview in which interviewer asks hypothetical questions designed to elicit stories and examples that demonstrate the applicant's skills and qualifications.

Back 23

Situational interview

Front 24

Document prepared by job candidate (or professional hired by candidate) to highlight candidate's strengths and experience.

Back 24

Résumé

Front 25

Occurs when the selection rate for a protected class is less than 80% of the rate for the class with the highest selection rate; also known as adverse impact.

Back 25

Disparate impact

Front 26

Occurs when a creditor obtains a court order requiring an employer to attach an employee's earnings in order to pay back a debt.

Back 26

Garnishment

Front 27

Knowledge, skills, and abilities (KSAs) and other personal characteristics that work together to produce outstanding performance in a given area of responsibility.

Back 27

Job competencies

Front 28

Type of question that typically begins with what, where, why, when, or how.

Back 28

Open question

Front 29

Situation in which an organization shares joint responsibility and liability for their alternative workers with an alternative staffing supplier; also known as co-employment.

Back 29

Joint employment

Front 30

Case in which Supreme Court ruled that a person may not have a disability if the individual's condition is controlled or corrected by medication or mitigating measures.

Back 30

Sutton v. United Airlines

Front 31

Spells out qualifications necessary for an incumbent to be able to perform a job

Back 31

Job specification

Front 32

Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process.

Back 32

Regents of the University of California v. Bakke

Front 33

Tests that assess skills the candidate has already learned.

Back 33

Cognitive ability tests

Front 34

Measures of applicants' propensity toward undesirable behaviors such as lying, stealing, taking drugs, or abusing alcohol.

Back 34

Honesty/integrity tests

Front 35

Occurs when the selection rate for a protected class is less than 80% of the rate for the class with the highest selection rate; also known as disparate impact.

Back 35

Adverse impact

Front 36

Case in which Supreme Court held that Age Discrimination in Employment Act authorizes recovery on a disparate impact theory but with narrower scope than that provided under Title VII.

Back 36

Smith v. Jackson, Mississippi

Front 37

Method of evaluating candidates using content-valid work samples of a job; typically for managerial positions.

Back 37

Assessment centers

Front 38

Allow organizations to partner with communities and schools to help develop the skilled workforce they will need for the future.

Back 38

School-to-work programs

Front 39

Tests that measure the general ability or capacity to learn or acquire a new skill

Back 39

Aptitude tests

Front 40

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.

Back 40

United Steelworkers v. Weber

Front 41

Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not.

Back 41

Faragher v. City of Boca Raton

Front 42

Internal recruiting method that allows current employees the chance to respond to announcements of positions.

Back 42

Job posting

Front 43

Annualized formula that tracks number of separations and total number of workforce employees for each month.

Back 43

Turnover

Front 44

According to EEO regulations, anyone who expresses an interest in employment, regardless of whether that person meets the employer's minimum qualifications for the job.

Back 44

Job applicant

Front 45

Situation in which gender, religion, or national origin is reasonably necessary to carrying out a particular job function in the normal operations of a business or enterprise.

Back 45

Bona fide occupational qualification (BFOQ)

Front 46

Use of statistics to determine whether relationships exist between two variables.

Back 46

Trend and ratio analyses

Front 47

Modifying job application process, work environment, or circumstances under which job is performed to enable a qualified individual with a disability to be considered for the job and perform its essential functions.

Back 47

Reasonable accommodation

Front 48

Forecasting technique that progressively collects information from a group without physically assembling the contributors.

Back 48

Delphi technique

Front 49

Makes the hiring decision official; should immediately follow the final decision to hire a candidate; formally communicated through offer letter.

Back 49

Employment offer

Front 50

Type of interview in which interviewer asks each applicant questions that are from the same knowledge, skill, or ability area; also called targeted interview.

Back 50

Patterned interview

Front 51

Group of individuals who meet face-to-face to forecast ideas and assumptions and prioritize issues.

Back 51

Nominal group technique

Front 52

Act that protects the employment records of federal government employees from disclosure without prior authorization.

Back 52

Privacy Act

Front 53

Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards.

Back 53

Disparate treatment

Front 54

Plans that focus on the hiring, training, promoting, and compensating of protected classes where there are deficiencies.

Back 54

Affirmative action plans (AAPs)

Front 55

Questions that can usually be answered with yes or no

Back 55

Closed questions

Front 56

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 intentional discrimination the right to a jury trial.

Back 56

Civil Rights Act of 1991

Front 57

Type of interview in which interviewer asks each applicant questions that are from the same knowledge, skill, or ability area; also called patterned interview.

Back 57

Targeted interview

Front 58

Type of interviewer bias that involves rejecting a candidate on the basis of a small amount of negative information.

Back 58

Negative emphasis

Front 59

Case in which Supreme Court ruled on the use of the affirmative defense in a constructive discharge claim to an employer whose supervisors are charged with harassment.

Back 59

Pennsylvania State Police v. Suders

Front 60

Act that prohibits discrimination or segregation based on race, color, national origin, religion, and gender in all terms and conditions of employment.

Back 60

Title VII of the Civil Rights Act of 1964

Front 61

Objectives or targets in an affirmative action plan that are set when the percentage of minorities or women in a job group is less than reasonably expected given their availability.

Back 61

Placement goals

Front 62

Act that prohibits discrimination against certain veterans by the U.S. government and federal contractors.

Back 62

Vietnam Era Veterans Readjustment Assistance Act (VEVRAA)

Front 63

Process an organization uses to analyze its current base of employees and determine steps it must take to prepare for future skill and labor needs.

Back 63

Workforce planning

Front 64

Systematic process by which a laid-off or terminated employee 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.

Back 64

Outplacement

Front 65

Ability to keep talented employees in an organization.

Back 65

Retention

Front 66

Case in which Supreme Court held that the Age Discrimination in Employment Act does not protect younger workers, even if they are over age 40, from workplace decisions that favor older workers.

Back 66

General Dynamics Land Systems v. Cline

Front 67

Act that prohibits discrimination against job applicants on the basis of national origin or citizenship; establishes penalties for hiring illegal aliens and requires employers to establish each employee's identity and eligibility to work.

Back 67

Immigration Reform and Control Act (IRCA)

Front 68

Act that prohibits discrimination in employment for persons age 40 and over except where age is a bona fide occupational qualification.

Back 68

Age Discrimination in Employment Act (ADEA)

Front 69

Tests that measure person's social interaction skills and patterns of behavior.

Back 69

Personality tests

Front 70

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.

Back 70

Sexual harassment

Front 71

Court ruling that dealt with job testing and discrimination.

Back 71

Washington v. Davis

Front 72

Process of positioning an organization as an "employer of choice" in the labor market.

Back 72

Employment branding

Front 73

Practice in which employers identify conspicuous imbalances in their workforce and take positive steps to correct underrepresentation of protected classes.

Back 73

Affirmative action (AA)

Front 74

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.

Back 74

Johnson v. Santa Clara County Transportation Agency

Front 75

Part of the selection process that provides an applicant with honest and complete information about a job and the work environment.

Back 75

Realistic job preview (RJP)

Front 76

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.

Back 76

McKennon v. Nashville Banner Publishing Co

Front 77

Employees who are brought in to work in a headquarters country for a specified period of time.

Back 77

Inpatriates (inpats)

Front 78

Type of interviewer bias in which interviewer allows one strong point in candidate's favor to overshadow all other information.

Back 78

Halo effect

Front 79

Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance; creates an intimidating, threatening, or humiliating work environment; or perpetuates a situation that affects the employee's psychological well-being.

Back 79

Hostile environment harassment

Front 80

Act that prohibits discrimination against a qualified individual with a disability because of the disability of such individual.

Back 80

Americans with Disabilities Act (ADA)

Front 81

Type of criterion-related validity; degree to which predictions made by a test are confirmed by the later behavior of test takers.

Back 81

Predictive validity

Front 82

Primary job duty 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.

Back 82

Essential function

Front 83

Supreme Court ruling that persons with contagious diseases could be covered by the Rehabilitation Act of 1973.

Back 83

School Board of Nassau v. Arline

Front 84

Act that makes it unlawful for employers to use polygraphs in employment decisions except for a few narrowly defined exceptions for "security-sensitive" positions.

Back 84

Employee Polygraph Protection Act

Front 85

Agreement between an employer and an employee that explains the employment relationship.

Back 85

Employment contract

Front 86

Act that protects privacy of background information and ensures that information supplied is accurate.

Back 86

Fair Credit Reporting Act (FCRA)

Front 87

Court ruling that Title VII plaintiff must show that discrimination was the real reason for an employer's actions.

Back 87

St. Mary's Honor Center v. Hicks

Front 88

Representations of real situations; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.

Back 88

Simulations

Front 89

Use of alternative recruiting sources and workers who are not regular employees; also known as flexible staffing.

Back 89

Alternative staffing

Front 90

Interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.

Back 90

Exit interview

Front 91

Degree to which an interview, test, or other selection device measures the knowledge, skills, abilities, or other qualifications that are part of the job.

Back 91

Content validity

Front 92

Situation in which an organization shares joint responsibility and liability for their alternative workers with an alternative staffing supplier; also known as joint employment.

Back 92

Co-employment

Front 93

Type of interview in which interviewer asks every applicant the same questions; also called a repetitive interview.

Back 93

Structured interview

Front 94

Extent to which a selection device measures the theoretical construct or trait (e.g., intelligence or mechanical comprehension).

Back 94

Construct validity

Front 95

Summarizes most important features of a job, including required tasks, knowledge, skills, abilities, responsibilities, and reporting structure.

Back 95

Job description

Front 96

Type of interview that is useful when an organization has a high volume of applicants for a job and face-to-face interviews are needed to judge prequalification factors.

Back 96

Prescreening interview

Front 97

When a company needing help identifies specific people and refers them to a staffing firm, which employs them and assigns them to work at the company.

Back 97

Payrolling

Front 98

Case in which Supreme Court held that University of Michigan's 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.

Back 98

Vicarious liability

Front 99

Analysis in which organization considers internal and external availability in determining theoretical availability of minorities and women for established job groups.

Back 99

Availability analysis

Front 100

Type of interviewer bias in which the interviewer allows one strong point that works against candidate to overshadow all other information.

Back 100

Horn effect

Front 101

Test that measures respiration, blood pressure, and perspiration while person is asked a series of questions; outcome is a diagnostic opinion about honesty.

Back 101

Polygraph test

Front 102

Measures intended to ensure a drug-free workplace.

Back 102

Substance abuse tests

Front 103

Type of interview that focuses on how applicant previously handled real work situations.

Back 103

Behavioral interview

Front 104

Court ruling that same-gender harassment is actionable under Title VII.

Back 104

Oncale v. Sundowner Offshore Service, Inc.

Front 105

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.

Back 105

Concurrent validity

Front 106

Act that provides some relief to employers using third parties to conduct workplace investigations.

Back 106

Fair and Accurate Credit Transactions Act (FACT)

Front 107

Part of affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilities, wage rates, and opportunities for advancement.

Back 107

Job group analysis

Front 108

Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination.

Back 108

Uniform Guidelines on Employee Selection Procedures

Front 109

Refers to the link between a selection device and job performance.

Back 109

Criterion-related validity

Front 110

Flexible staffing option in which an independent company with expertise in operating a specific function contracts with a company to assume full operational responsibility for the function.

Back 110

Outsourcing

Front 111

1989 Court ruling that the numerical quota system of Richmond, Virginia, was unconstitutional because the city had not laid the proper groundwork and had not adequately identified or documented discrimination.

Back 111

City of Richmond v. J. A. Croson Company

Front 112

HR function that identifies organizational human capital needs and attempts to provide an adequate supply of qualified individuals for jobs in an organization.

Back 112

Staffing

Front 113

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.

Back 113

Worker Adjustment and Retraining Notification Act (WARN)

Front 114

Use of information from past and present to predict future conditions; include managerial estimates, Delphi technique, and nominal group technique.

Back 114

Judgmental forecasts

Front 115

Occurs when an employer makes working conditions so intolerable that an employee has no choice but to resign.

Back 115

Constructive discharge

Front 116

Term traditionally used to describe employees who are citizens of countries other than the organization's headquarters or the ones in which they work.

Back 116

Third-country nationals (TCNs)

Front 117

Type of interview in which interviewer asks open questions and provides general direction but allows applicant to guide process.

Back 117

Nondirective interview

Front 118

Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not.

Back 118

Ellerth v. Burlington Northern Industries

Front 119

Process of managing the way people leave an organization.

Back 119

Organizational exit

Front 120

Type of interviewer bias in which interviewer makes snap judgments and lets first impression (either positive or negative) cloud the interview.

Back 120

First-impression error

Front 121

Ratios that can help quantify recruitment efforts.

Back 121

Yield ratios

Front 122

Systematic study of jobs to determine what activities and responsibilities they include, relative importance and relationship with other jobs, personal qualifications necessary for performance of jobs, and conditions under which work is performed.

Back 122

Job analysis

Front 123

List of job titles ranked from lowest- to highest-paid within an organizational unit.

Back 123

Workforce analysis

Front 124

Employees who report to work only when needed.

Back 124

On-call workers

Front 125

Depicts the staffing pattern of a facility to determine if barriers to equal employment opportunity exist within any organizational unit.

Back 125

Organizational profile

Front 126

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.

Back 126

Gratz v. Bollinger

Front 127

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.

Back 127

Meritor Savings Bank v. Vinson

Front 128

Interview designed to probe areas of interest to interviewer in order to determine how well a job candidate meets the needs of the organization.

Back 128

Selection interview

Front 129

Projection of future demand based on a past relationship; involves a single variable.

Back 129

Simple linear regression

Front 130

Case that established criteria for disparate treatment.

Back 130

McDonnell Douglas Corp. v. Green

Front 131

Statistical method that can be used to project future demand; several variables are utilized.

Back 131

Multiple linear regression

Front 132

1971 case that recognized adverse impact discrimination.

Back 132

Griggs v. Duke Power

Front 133

Agencies that provide employee screening, testing, and referral at no cost to the employer.

Back 133

State (public) employment agencies

Front 134

Computerized talent or skill inventories that can furnish a list of qualified people.

Back 134

Skill banks

Front 135

Protects an employer against claims by workers that their legal rights as employees of the company have been violated.

Back 135

Employment practices liability insurance (EPLI)

Front 136

Physical or mental impairment that substantially limits one or more major life activities such as bathing, dressing, etc.

Back 136

Disability

Front 137

Any discrete component of an organization in which there is a level of supervision responsible and accountable for the selection, compensation, etc., of employees within the unit.

Back 137

Organizational unit

Front 138

Tests that require a candidate to demonstrate a minimum degree of strength, physical dexterity, and coordination in a specialized skill area.

Back 138

Psychomotor tests

Front 139

Type of interview where multiple job candidates are interviewed by one or more interviewers at the same time or where multiple people in an organization interview a single job candidate.

Back 139

Group interview

Front 140

Case in which Supreme Court held that the availability of punitive damages depends on the motive of the discriminator rather than the nature of the conduct.

Back 140

Kolstad v. American Dental Association

Front 141

Evaluation that requires an organization to provide details on and documentation of its affirmative action plan.

Back 141

Compliance evaluation

Front 142

When employers decide to discharge particular employees for cause (e.g., poor performance, violations of employer policy).

Back 142

Involuntary termination

Front 143

Result of an employer punishing an employee for engaging in activities protected by the law (e.g., filing a discrimination charge, opposing unlawful employer practices).

Back 143

Retaliatory discharge

Front 144

Type of interview in which interviewer assumes an aggressive posture to see how a candidate responds to stressful situations.

Back 144

Stress interview

Front 145

Amendment to Vietnam Era Veterans Readjustment Assistance Act; deals with discrimination against certain veterans by the U.S. government and federal contractors.

Back 145

Jobs for Veterans Act (JVA)

Front 146

Act that requires that federal employee relations legislation enacted by Congress apply to employees of Congress.

Back 146

Congressional Accountability Act