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PHR/SPHR > Unit 2: Talent Planning and Acquisition > Flashcards

Unit 2: Talent Planning and Acquisition Flashcards

1
Q

Achievement Tests

A

Tests that measure how much an individual has already learned.

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2
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.

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3
Q

Affirmative Action Program

A

(AAP) A written document that defines the good faith efforts an employer is making to hire and promote minorities, women, Vietnam era veterans, disabled veterans, and people with disabilities.

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4
Q

Age Harassment

A

Demeaning comments and actions directed toward older employees, such as age-related jokes, sarcasm, and derisive labels.

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5
Q

Alternate-Forms Reliability

A

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

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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

Aptitude Tests

A

Tests that measure an individual’s capacity for learning.

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8
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.

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9
Q

Attrition

A

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

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10
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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11
Q

Behavioral Interviews

A

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

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12
Q

BFOQ

A

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 businesses.

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13
Q

Biographical-Information Blank

A

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

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14
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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15
Q

Bumping

A

The practice that allows senior employees who jobs are eliminated to “bump” less senior employees and take their jobs.

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16
Q

Business Necessity

A

Defense available when an employer has a criterion for selection that creates an adverse impact but is job-related and consistent with business necessity.

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17
Q

Career Pathing

A

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

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18
Q

Clinical Judgement

A

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

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19
Q

Cohort Analysis

A

A comparison of the treatment of similarly situated individuals or groups.

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20
Q

Conciliation

A

An informal process of agreement used by the Equal Employment Opportunity Commission for resolving charges of discrimination.

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21
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.

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22
Q

Conspect Reliability

A

The degree of agreement between two evaluators; inter-rater reliability.

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23
Q

Construct Valididty

A

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

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24
Q

Constructive Discharge

A

A decision constructed by a court that an employee who quit was actually discharged because of intolerable working conditions.

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25
Q

Consumer Report

A

A report that may contain information regarding an individual’s credit standing, character, reputation, personal characteristics, and mode of living.

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26
Q

Content Valdidity

A

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

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27
Q

Cost-Per-Hire

A

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

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28
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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29
Q

Delphi Technique

A

A group decision-making process in which the group members do not interact face-to-face. 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.

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30
Q

Direct Threat

A

A disease or physical condition that poses a significant risk to the health or safety of the individual or others, such as highly contagious disease among food preparation workers. The ADA does not protect people how pose a direct threat unless reasonable accommodation can reduce the threat.

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31
Q

Disparate Treatment

A

A legal foundation for charges of illegal discrimination that is available when employment actions are improperly based on disability, age, race, religion, sex, or national origin. Evidence of a discriminatory motive must be shown.

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32
Q

Disparate Impact

A

To have the effect of discriminating. A recruitment or selection procedure is said to have a disparate impact if the activity tends to significantly reduce the number of minorities or females who are accepted for employment. It is a legal basis for pressing charges of discrimination.

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33
Q

DOT

A

Dictionary of Occupational Titles: This dictionary consists of over 13,000 job descriptions compiled by the Department of Labor.

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34
Q

Dual Career Ladders

A

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.

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35
Q

EEOC

A

The Equal Employment Opportunity Commission (EEOC) is a government agency created by the 1964 Civil Rights Act. It enforces Title 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.

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36
Q

Employee Requisition

A

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

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37
Q

Employment Branding

A

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

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38
Q

Employee Value Proposition

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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39
Q

Executive Orders

A

Orders issued by the president of the United States. Several executive orders have been influential in reducing discrimination, especially Executive Order 11246, which requires government contractors and subcontractors to adopt affirmative action programs.

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40
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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41
Q

Expectancy Charts

A

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

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42
Q

Face 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 content validity.

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43
Q

False Positives

A

Individuals who obtained sufficiently high predictor scores to be hired but turn out to be poor performers.

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44
Q

False Negatives

A

Individuals who were not hired because of low predictor scores who would have been outstanding performers.

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45
Q

Fill Time

A

The time it takes to replace a departing employee or fill a new job opening.

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46
Q

Four-Fifths Rule

A

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.

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47
Q

Functional Job Analysis

A

A method of analyzing jobs by observing them to identify “worker functions” with respect to data, people, and things.

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48
Q

GIG Worker

A

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

49
Q

Glass Ceiling

A

Attitudinal and organizational barriers that inhibit the career advancement of women.

50
Q

Graphology

A

Handwriting analysis.

51
Q

Group Interview

A

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

52
Q

H-1B Visa

A

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.

53
Q

Headhunters

A

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

54
Q

Individual Expectancy Chart

A

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

55
Q

Institutional Expectancy Chart

A

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

56
Q

Inter-Rater Reliability

A

The degree of agreement between two evaluators who have evaluated the same employee or job applicant.

57
Q

Job Analysis

A

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

58
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.

59
Q

Job Description

A

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

60
Q

Job Identification

A

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.

61
Q

Job Knowledge Test

A

A simple test that measure the specific knowledge and vocabularly associated with a particular job.

62
Q

Job Knowledge Test

A

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

63
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 application.

64
Q

Qualified Privilege Doctrine

A

The right of past employers to share relevant job-related personal information about an applicant with future employers.

65
Q

Race Categories For EEO Reporting

A

1) White, 2) Black or African American, 3) Asian, 4) Native Hawaiian or Other Pacific Islander, 5) American Indian or Native Alaskan, 6) Two or more races, 7) Hispanic or Latino

66
Q

Reasonable Accommodation

A

Efforts by an employer to facilitate the employment of a disabled person that are not excessively expensive and do not interfere with normal operations.

67
Q

Regression Analysis

A

A statistical technique for predicting the value of one dependent variable by a weighted combination of other independent variables.

68
Q

Reliability

A

Repeatability or consistency of measurement.

69
Q

Replacement Chart

A

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

70
Q

Reverse Discrimination

A

Where preferential treatment is shown to females and minorities, often to achieve an affirmative action goal.

71
Q

Right to Sue

A

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.

72
Q

Rolling Layoffs

A

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

73
Q

Section 1981

A

The Civil Rights Act of 1866 that guarantees all citizens of the United States, regardless of color, the right to make and enjoy the benefits of contracts.

74
Q

Selection Ratio

A

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

75
Q

Semistructured 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.

76
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.

77
Q

Situational Interview

A

An interview that consists of asking job candidates to respond to a series of hypothetical situations by deciding what actions and solutions they actually would perform on the job.

78
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.

79
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.

80
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.

81
Q

Systemic Discrimination

A

Employment discrimination that results from the normal operation of human resource 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.

82
Q

Talent Sourcing

A

A part of the recruitment process, with the goal of creating a pipeline of highly-skilled applicants for specific open positions by researching sources, generating leads, and creating productive networks of potential applicants.

83
Q

Targeted-Selection Interview

A

A type of interview that relies on a careful job analysis to identify the critical job requirements (target dimensions) for each position. The interview questions focus on what the person has done in previous situations relative to the job requirements.

84
Q

Ten Job Categories For EEO Reporting

A

1) executive/senior level officials, 2) first/mid-level officials and managers, 3) professionals, 4) technicians, 5) sales workers, 6) office and clerical workers, 7) craft workers (skilled), 8) operatives (semiskilled), 9) laborers (unskilled), and 10) service workers.

85
Q

Test-Retest Reliability

A

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 administrations and then correlating each individual’s first and second scores.

86
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.

87
Q

Turnover Rate

A

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

88
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.

89
Q

Verification Required on I-9

A

1) proof of identity, and 2) evidence of employment eligibility.

90
Q

Utilization Analysis

A

A comparison of the percentages of minorities and women in each job group with their respective availability in the surrounding labor force.

91
Q

Validity

A

The extent to which a predictor variable is correlated with a criterion variable.

92
Q

Validity Coeefficient

A

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

93
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.

94
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.

95
Q

Working Interview

A

An interview in which job candidates perform the tasks associated with a job in the actual work environment.

96
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.

97
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 palnning.

98
Q

Job Sample Test

A

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

99
Q

Job Service

A

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, at it is funded by a portion of the unemployment compensation benefits.

100
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.

101
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.

102
Q

Negligent Hiring

A

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.

103
Q

Nepotism

A

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

104
Q

Nondirective Interview

A

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

105
Q

Non-Essential Functions

A

Jo tasks that could be modified or re-assigned to other without changing the core nature of the job.

106
Q

O*NET

A

Occupational Information Network. An Internet database designed to replace the DOT.

107
Q

OFCCP

A

Office of Federal Contract Compliance Programs. The OFCCP is a government agency in the Department of Labor that reviews the affirmative action programs of government contractors and monitors their compliance.

108
Q

Order Number 4

A

The common name for Executive Order 11246, which requires government contractors to develop affirmative action programs.

109
Q

Organizational Display

A

A detailed chart of the organization’s structure that shows each organizational unit, the relationships between units, and the gender, race, and ethnicity of all employees within each unit.

110
Q

Otherwise Qualified

A

A disabled individual who is capable of performing the essential functions of a job if necessary barriers created by their disability are eliminated.

111
Q

Panel Interview

A

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

112
Q

PAQ

A

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

113
Q

Pattern or Practice of Discrimination

A

Employer actions constituting a pattern of conduct resulting in discriminatory treatment toward the members of a class.

114
Q

Patterned Interview

A

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

115
Q

Placement Goals

A

Targets a contractor establishes to address underutilization in any job group and to measure progress toward reaching its affirmative action objectives.

116
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 a applicants is statistically correlated with performance data that are collected after the applicants have been hired and trained.

117
Q

Probabilisitic 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.

118
Q

Promotion From Within

A

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

PHR/SPHR (5 decks)

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