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Human Resource Certification > Unit 2 - HR Planning & Employment > Flashcards

Unit 2 - HR Planning & Employment Flashcards

1
Q

HEADHUNTERS

A

Private employment agencies that search for individuals who are able to assume positions of leadership for client organizations.

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2
Q

GRAPHOLOGY

A

Handwriting analysis.

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3
Q

ESSENTIAL FUNCTIONS

A

The major tasks, duties, and responsibilities for which the job exists; they cannot be modified or eliminated without substantially changing the nature of the job.

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4
Q

EMPLOYEE VALUE PROPOSITION EVP

A

A statement that describes what a company has to offer its employees relative to the rewards offered by other places of employment.

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5
Q

SEMI STRUCTURED INTERVIEW

A

An interview in which the interviewer determines the major questions beforehand, but allows sufficient flexibility to probe into other areas as needed to evaluate an applicant’s personality.

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6
Q

APPLICANT TRACKING SYSTEM

A

A system that tracks job applicants as they move through the steps of the recruitment and application process.

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7
Q

STRESS INTERVIEW

A

A method of interviewing in which the interviewee is subjected to intentionally created stress to observe how well he or she performs in that situation.

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8
Q

JOB BIDDING

A

An internal recruiting process that allows employees who believe they have the necessary qualifications to apply for a job that has become vacant.

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9
Q

RECRUITMENT MANAGEMENT SYSTEM

A

A system that tracks job applicants through the recruitment and selection process.

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10
Q

FUNCTIONAL JOB ANALYSIS

A

A method of analyzing jobs by observing them. Each job is analyzed according to worker functions, which refer to the interaction of the worker with respect to data, people, and things. The interactions are classified according to a set of categories for each function. The analysis also includes information regarding career ladders and the kinds of training and development experiences that are needed for each job.

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11
Q

EMPLOYMENT BRANDING

A

The process of developing and projecting an image that defines a company as an outstanding employer.

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12
Q

INSTITUTIONAL EXPECTANCY CHART

A

An expectancy chart showing what proportion of new hires will likely be successful performers given different cutoff scores.

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13
Q

EMPLOYEE REQUISITION

A

An authorization to recruit a new employee to fill a job opening.

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14
Q

BIOGRAPHICAL INFORMATION BLANK

A

A special application blank that is used to collect extensive information on an applicant’s previous experiences and background.

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15
Q

BOARD INTERVIEW

A

An interview format in which one applicant is interviewed by a group of interviewers at one time.

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16
Q

BASE RATE OF SUCCESS

A

The percentage of employees who would normally be considered successful without the use of a given selection procedure.

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17
Q

NON DIRECTIVE INTERVIEW

A

An unstructured interview in which the interviewer allows the interviewee to discuss whatever he or she wishes to discuss.

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18
Q

SITUATIONAL INTERVIEW

A

A method of interviewing that involves asking job candidates to respond to a series of hypothetical situations.

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19
Q

CONSPECT RELIABILITY

A

The degree of agreement between two evaluators, also called inter rater reliability.

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20
Q

FACE VALIDITY

A

A form of validity that is inferred by subjectively assessing whether the predictor looks as if it is related to job performance and has clearly similar content.

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21
Q

MARKOV ANALYSIS

A

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.

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22
Q

JOB SAMPLE TEST

A

A simple test that requires applicants to perform a defined segment of the actual job to assess their potential.

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23
Q

APTITUDE TESTS

A

Tests that measure an individual’s capacity for learning.

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24
Q

FALSE NEGATIVES

A

Individuals who are subject to a selection error. These individuals were not hired because of low predictor scores but would have been outstanding performers.

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25
Q

CRITERION RELATED VALIDITY

A

A validity study, either predictive or concurrent, in which the predictor data are statistically correlated with the criteria of performance.

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26
Q

PROBABILISTIC MODEL

A

A long term forecasting method that uses probabilities of future events to estimate future employment levels. A simulation is a sophisticated probabilistic model.

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27
Q

PROMOTION FROM WITHIN

A

An internal recruiting method in which vacancies in management positions are filled by promoting lower level managers.

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28
Q

PAQ POSITION ANALYSIS QUESTIONNAIRE

A

A standardized questionnaire containing 195 items that are used in a job analysis to create a job description.

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29
Q

SKILLS INVENTORY

A

An inventory of the skills and knowledge of employees that is used for making placement and promotion decisions.

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30
Q

ENVIRONMENTAL SCANNING

A

An examination of demographic and social forces influencing the long­ term composition of the labor force and the future availability of employees.

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31
Q

FILL TIME

A

How long it takes to replace a departing employee or fill a new job opening.

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32
Q

ROLLING LAYOFFS

A

An alternative to layoffs that involves having workers rotate in and out of unemployment.

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33
Q

EXPERT OPINION

A

A method of long term forecasting that is based on the subjective estimates of experts.

34
Q

SHARED WORK

A

An alternative to layoffs that allows employers to reduce everyone’s hours and wages and receive partial unemployment benefits to supplement their lost wages.

35
Q

INTER RATER RELIABILITY

A

The degree of agreement between two evaluators, also called conspect reliability.

36
Q

ATTRITION

A

A reduction in the number of personnel caused by failing to replace people who leave.

37
Q

PREDICTIVE VALIDITY

A

A method of testing the validity of a selection procedure, also called the follow­ up method, in which the predictor information on a group of applicants is statistically correlated with performance data that are collected after the applicants have been hired and trained.

38
Q

CAREER PATHING

A

The development of a sequential series of career activities that an individual might pursue during his or her career.

39
Q

ALTERNATE FORMS RELIABILITY

A

A method of testing the reliability of an instrument by using two alternate or equivalent forms of that instrument.

40
Q

INDIVIDUAL EXPECTANCY CHART

A

An expectancy chart showing the probability that an individual will be a successful performer given different predictor scores.

41
Q

SYNTHETIC VALIDITY

A

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.

42
Q

JOB POSTING

A

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 ap plication.

43
Q

COST PER HIRE

A

The total cost for hiring an individual, including all recruiting, testing, interviewing, and other expenses.

44
Q

QUALITY OF HIRE

A

A metric used to evaluate the effectiveness of an organization’s hiring process.

45
Q

BEHAVIORAL INTERVIEWS

A

Interviews that ask applicants to describe specific behaviors or actions they have displayed in the past to demonstrate particular skills.

46
Q

SPLIT HALVES RELIABILITY

A

A method of assessing the reliability of an instrument by splitting the instrument into two parts and determining if the applicants obtain similar scores on both halves.

47
Q

TURNOVER RATE

A

The percentage of employees to leave the organization during a given period of time.

48
Q

BUMPING

A

A layoff procedure that allows more senior employees to take the jobs of employees with less seniority.

49
Q

TEST RETEST RELIABILITY

A

A method of assessing the reliability of a measuring instrument by testing and retesting the same population with the instrument and then correlating each individual’s first and second scores.

50
Q

VALIDITY COEFFICIENT

A

The correlation coefficient showing the relationship between a predictor and a criterion.

51
Q

CONCURRENT VALIDITY

A

A method of testing the validity of a selection procedure, sometimes called the present employee method, in which the predictor and criteria data are collected simultaneously from a group of present employees.

52
Q

ASSESSMENT CENTER

A

A selection procedure primarily used for selecting managers in which candidates participate in individual and group exercises and are evaluated by observers.

53
Q

DELPHI TECHNIQUE

A

A group decision making process in which the group members do not interact in a face to face situation. Information from each individual is collected separately, integrated, and sent back to the group members, who are then asked if they would like to revise their opinions. An intermediary coordinates the process.

54
Q

TREND PROJECTIONS

A

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.

55
Q

DUAL CAREER LADDERS

A

A career path for technical and professional employees that allows them to progress within the ranks of their profession rather than having them advance within the managerial hierarchy of the company.

56
Q

WORKFORCE ANALYSIS

A

A listing of all job titles in the company as they appear on payroll records.

57
Q

JOB KNOWLEDGE TEST

A

A simple test that measures the specific knowledge and vocabulary associated with a particular job.

58
Q

YIELD RATIOS

A

Ratios that show the number of applicants at one stage of the recruiting process who move to the next stage. These ratios provide valuable information for recruitment planning.

59
Q

FALSE POSITIVES

A

Individuals for whom a selection error occurred. These individuals obtained sufficiently high predictor scores to be hired, but they are poor performers.

60
Q

UNIT DEMAND

A

A long range forecasting method that is based on the estimates of each unit manager. These estimates are aggregated to identify the overall needs.

61
Q

GROUP INTERVIEW

A

A method of conducting interviews in which one person interviews a group of applicants at one time.

62
Q

REPLACEMENT CHART

A

An organizational chart showing the employees who hold various positions and their most likely replacements.

63
Q

EXPECTANCY CHARTS

A

Bar charts showing the probability of being a successful performer for various categories of predictor scores.

64
Q

GIG WORKER

A

An individual who is hired to complete a single project, of ten via a website or mobile app that helps match workers with employers.

65
Q

CLINICAL JUDGMENT

A

An informal method of subjectively combining information to arrive at a selection decision.

66
Q

VALIDITY GENERALIZATION

A

Using the validity evidence based on a few jobs to infer that the same tests would be valid for other related jobs.

67
Q

SELECTION RATIO

A

The percentage of individuals hired relative to the total number of applicants.

68
Q

WEIGHTED APPLICATION BLANK

A

An application blank containing valid information that can be weighted, used to form a composite score, and then used for making a selection decision.

69
Q

NEPOTISM

A

Employment practices that are considered unfair because they show favoritism to friends or relatives.

70
Q

JOB PROFILE

A

Similar to a job descriptions, it focus on the outcomes of the job, or what the job contributes to the strategic goals of the organization.

71
Q

PATTERNED INTERVIEW

A

A structured interview in which the interviewer asks a series of predetermined questions.

72
Q

CONSTRUCT VALIDITY

A

A type of validity that assesses whether a measuring instrument actually measures the psychological construct or trait it purports to measure.

73
Q

ADVERSE IMPACT

A

A selection procedure is said to have an adverse impact if the selection rates for any minority or gender groups are less than four fifths of the selection rate for the highest group.

74
Q

JOB ANALYSIS

A

The analysis of jobs within a company that produces a job description or a job specification.

75
Q

AFFIRMATIVE ACTION PLANS AAP

A

Written plans for recruiting and hiring minorities and females. Thes plans, which are required of government contractors and subcontractors, must contain goals and timetables for achieving them.

76
Q

JOB DESCRIPTION

A

The description of the duties, responsibilities, working conditions, and reporting relationships contained in a job.

77
Q

WORK LOAD ANALYSIS

A

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.

78
Q

CONTENT VALIDITY

A

A form of validity that is inferred from the perceived similarity between the content of the predictor and the requirements of the job, also called face validity.

79
Q

NON ESSENTIAL FUNCTIONS

A

Job tasks that could be modified or re assigned to others without changing the core nature of the job.

80
Q

TARGETED INTERVIEWS

A

An employment interview that assumes that past behavior is the best predictor of future behavior and focuses on what the person has done in previous situations.

81
Q

JOB SPECIFICATION

A

A listing of the minimum acceptable qualifications required for an employee to perform a job adequately, such as experience and training, educational requirements, knowledge, skills, and ability.

Human Resource Certification (3 decks)

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