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17 Cards in this Set
- Front
- Back
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Employee referals |
Recruiting source that provides applicants who stay with the organization the longest |
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Measuring results |
Key to the success of an employee referral program |
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Disadvantage of using employee referral method |
Discrimination may result because people tend to refer others from similar backrounds |
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Realistic job preview |
The approach to recruitment that informs applicants about all aspects of the job, including both desirable and undesirable facets |
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Firms success in achieving its employment equity program |
A factor in determining the choice of outside sources from which to recruit applicants |
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Advantage of external recruitment |
Helps the organization to gain access to the competitors secrets |
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Career paths |
The lines of advancement for an individual within an organization |
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Match individual and organizational needs |
First step in HRs role in career management |
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Employees past career devisions |
Least significant factor in career counselling |
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Peter's principle |
When promoting based on past performance and seniority. Will continue until there is a position they cannot perform well in |
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The glass ceiling |
Artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organizations into management pisitions |
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Boundaryless career |
Has worked for e organizations in the past five years bringing her skills and abilities with them |
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A hit |
A situation where they Did not hire someone who was described as low in predicted success and low in job performance |
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Person-job fit |
The use of selection tests to measure applicant KSAOs against competencies for the job |
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Reliability |
The degree to which selection procedures yield comparable data over a period of time |
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Cross validation |
Most important process in establishing validity |
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Validity generalization |
When an organization applies validity data from another similar job situation to its own organization |
