Flashcards in Unit 2: Workforce Planning and Employment Deck (110)
1) Proof of identity, and 2) evidence of employment eligibility.
Two types of verification required by IRCA
The extent to which a PREDICTOR variable is correlated with a CRITERION variable.
How long it takes to replace a departing employee or fill a job opening.
Individuals who were not hired because of low predictor scores but would have been outstanding performers.
Individuals who obtained sufficiently high predictor scores to be hired, but they are poor performers.
1) Notice, 2) Authorization, 3) Access, 4) Correction, 5) Confidentiality.
Privacy Commission's five procedural rights for employees
A structured interview in which the interviewer asks a series of predetermined questions.
An expatriate manager who lives at home and works long distance, instead of relocating.
A reduction in the number of personnel caused by failing to replace people who leave.
The percentage of employees who would normally be considered successful without the use of a given selection procedure.
Base rate of success
An interview format in which one applicant is interviewed by a group of interviewers at one time.
Dictionary of Occupational Titles: The dictionary consists of over 13,000 job descriptions compiled by the Department of Labor.
Attitudinal and organizational barriers that inhibit the career advancement of women.
The percentage of employees that leave the organization during a given period of time.
The analysis of jobs within a company that produces a job description or a job specification.
The degree of agreement between to evaluators who have evaluated the same employee or job applicant.
An expectancy chart showing what proportion of new hires will likely be successful performers given different cutoff scores.
Institutional expectancy chart
An expectancy chart showing the probability that an individual will be a successful performer given different predictor scores.
Individual expectancy chart
A statement, usually in an employee handbook, that creates the expectation that an employee will not be terminated except for good cause.
Human resource information system. An integrated system of employee information that is usually computerized.
Private employment agencies that search for individuals who are able to assume positions of leadership for client organizations.
A method of conducting interviews in which one person interviews a group of applicants at one time.
A manager who is assigned to work in a foreign country.
An unstructured interview in which the interviewer allows the interviewee to discuss whatever he or she wishes to discuss.
The process of developing and projecting an image that defines a company as an outstanding employer.
An authorization to recruit a new employee to fill a job opening.
The description of the duties, responsibilities, working conditions, and reporting relationships contained in a job.
A simple test that measures the specific knowledge and vocabulary associated with a particular job.
Job knowledge test