Chapter 11 Flashcards
(51 cards)
Human resource man agement (HRM)
the process of fnding developing and keeping the right people to form a qualifed work force
Bona fde occupational qualifcation (BFOQ)
an exception in employment law that permits sex age religion and the like to be used when making employment decisions but only if they are freasonably necessary to the normal opera tion of that particular business.f BFOQs are strictly monitored by the Equal Employment Op portunity Commission
Disparate treatment
intentional discrimination that occurs when people are purposely not given the same hiring promotion or member ship opportunities because of their race color sex age ethnic group national origin or religious beliefs
Adverse impact
uninten tional discrimination that occurs when members of a particular race sex or ethnic group are unintentionally harmed or disadvantaged because they are hired promoted or trained (or any other employment decision) at substantially lower rates than others
Fourffths (or 80 per cent)
rule a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. A violation of this rule occurs when the selection rate for a protected group is less than 80 percent or fourffths of the selection rate for a nonprotected group
Sexual harassment
a form of discrimination in which unwelcome sexual advances requests for sexual favors or other verbal or physical conduct of a sexual nature occurs while performing onefs job
Quid pro quo sexual harassment
a form of sexual harassment in which employ ment outcomes such as hiring promotion or simply keeping onefs job depend on whether an individual submits to sexual harassment
Recruiting
the process of developing a pool of qualifed job applicants
Hostile work environ
ment a form of sexual harass ment in which unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment
Job analysis
a purposeful systematic process for collecting information on the important workrelated aspects of a job
Job description
a written description of the basic tasks duties and responsibilities re quired of an employee holding a particular job
Job specifcations
a writ ten summary of the qualifca tions needed to successfully perform a particular job
Internal recruiting
the process of developing a pool of qualifed job applicants from people who already work in the company
External recruiting
the process of developing a pool of qualifed job applicants from outside the company
Selection
the process of gathering information about job applicants to decide who should be offered a job
Validation
the process of de termining how well a selection test or procedure predicts future job performance. The better or more accurate the prediction of future job performance the more valid a test is said to be
Human resource infor mation system
(HRIS) a computerized system for gathering analyzing storing and disseminating information related to the HRM process
Employment references
sources such as previous em ployers or coworkers who can provide jobrelated information about job candidates
Background checks
procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative jobrelated background information not provided by applicants
Specifc ability tests (aptitude tests)
tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well
Cognitive ability tests
tests that measure the extent to which applicants have abilities in perceptual speed verbal comprehension numerical aptitude general reasoning and spatial aptitude
Biographical data (bio
data) extensive surveys that ask applicants questions about their personal backgrounds and life experiences
Work sample tests
tests that require applicants to perform tasks that are actually done on the job
Assessment centers
a se ries of managerial simulations graded by trained observers that are used to determine applicantsf capability for mana gerial work
