Flashcards in Unit 2: Workforce Planning and Employment Deck (110)
Where preferential treatment is shown to females and minorities, often to achieve an affirmative action goal.
An organization chart showing the employees who hold various positions and their most likely replacements.
Employment practices that are considered unfair because they show favoritism to friends, or relatives.
An informal method of subjectively combining information to arrive at a selection decision.
A comparison of the treatment of similar situated individuals or groups.
Tests that measure how much an individual has already learned.
The percentage of individuals hired relative to the number of applicants.
Repeatability or consistency of measurement.
Employees who are citizens of neither the home nor the host country.
The correlation coefficient showing the relationship between a predictor and a criterion.
Using the validity evidence based on a few jobs to infer that the same tests would be valid for other related jobs.
The total cost for hiring an individual, including all recruiting, testing, interviewing, and other expenses.
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.
A decision constructed by a court that an employee who quit was actually discharged because of intolerable working conditions.
A type of validity that accesses whether a measuring instrument actually measures the psychological construct or trait it purports to measure.
The degree of agreement between two evaluators; inter-related reliability.
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.
When an underutilization analysis identifies a job group that is under-represented with minorities, or women, the company is expected to develop goals and timetables in its affirmative action plan for correcting this imbalance.
Goals and timetables
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.
A statistical technique for predicting the value of one dependent variable by a weighted combination of other independent variable.
Efforts by an employer to facilitate the employment of a disabled person that are not excessively expensive and do not interfere with normal operations.
1) White, 2) Black or African American, 3) Asian, 4) Native Hawaiian or Other Pacific Islander, 5) American Indian, 6) Two or more races, 7) Hispanic or Latino.
Race categories for EEO reporting
Allows past employers to share relevant job-related personal information about an applicant with future employers.
Qualified privilege doctrine
An internal recruiting method in which vacancies in management positions are filled by promoting lower-level managers.
Promotion from within
A long term forecasting method that uses probabilities of future events to estimate future employment levels. A simulation is a sophisticated probabilistic model.
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.
An interview format in which one applicant is interviewed by a group of interviewers at one time. Also called board interview.
A disabled individual who is capable of performing the essential functions of a job if necessary barriers created by their disability are eliminated.
A method of long-term forecasting in which probabilities of movement along job categories in one period are used to forecast movement in a later period.