Unit 2: Workforce Planning and Employment Flashcards Preview

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Flashcards in Unit 2: Workforce Planning and Employment Deck (110)
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1

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

Two types of verification required by IRCA

2

The extent to which a PREDICTOR variable is correlated with a CRITERION variable.

Validity

3

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

Fill time

4

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

False negatives

5

Individuals who obtained sufficiently high predictor scores to be hired, but they are poor performers.

False Positives

6

1) Notice, 2) Authorization, 3) Access, 4) Correction, 5) Confidentiality.

Privacy Commission's five procedural rights for employees

7

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

Patterned interview

8

An expatriate manager who lives at home and works long distance, instead of relocating.

Virtual expatriate

9

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

Attrition

10

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

Base rate of success

11

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

Board interview

12

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

DOT

13

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

Glass ceiling

14

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

Turnover rate

15

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

Job analysis

16

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

Inter-rater reliability

17

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

Institutional expectancy chart

18

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

Individual expectancy chart

19

A statement, usually in an employee handbook, that creates the expectation that an employee will not be terminated except for good cause.

Implied contract

20

Human resource information system. An integrated system of employee information that is usually computerized.

HRIS

21

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

Headhunters

22

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

Group interview

23

Handwriting analysis.

Graphology

24

A manager who is assigned to work in a foreign country.

Expatriate manager

25

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

Nondirective interview

26

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

Employment branding

27

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

Employee requisition

28

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

Job description

29

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

Job knowledge test

30

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

O*NET