Unit 2: Workforce Planning and Employment Flashcards Preview

PHR/SPHR > Unit 2: Workforce Planning and Employment > Flashcards

Flashcards in Unit 2: Workforce Planning and Employment Deck (110)
Loading flashcards...

Public employment agencies operated by each state under general direction of the federal government. Job service provides job placement, training, counseling, and testing as free services to those who use it, and is funded by a portion of the unemployment compensation benefits.

Job service


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

Job sample test


An internal recruiting process in which job vacancies are advertised to present employees. The employees who want to be to be considered for the job vacancy are allowed to bid for it by completing an application.

Job posting


A label or occupation code number associated with each job. Each job in the Dictionary of Occupational Titles has a unique nine-digit identification number.

Job identification


An internal recruiting process that allows employees who believe they have the necessary qualifications to apply for a job that has become vacant.

Job bidding


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.

Face validity


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

Expectancy charts


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

Executive orders


A statement that describes what a company has to offer its employees relative to the rewards offered by other places of employment.

Employment value proposition


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 Rehabilitation Act of 1973, and ADA of 1991.



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.

Dual career ladders


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

Order Number 4


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.

Disparate impact.


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.

Disparate treatment


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

Alternate-forms reliability


Tests that measure and individual's capacity for learning.

Aptitude tests


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

Business necessity


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

Career pathing


Written plans for recruiting and hiring minorities and females. These plans, which are required of government contractors and subcontractors, must contain goals and timetables for achieving them.

Affirmative action plans


A validity study, either predictive or concurrent, in which the predictor data are statistically correlated with the criteria of performance.

Criterion-related validity


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.

Section 1981


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.



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



The practice that allows senior employees whose jobs are eliminated to "bump" less senior employees and take their jobs.



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

Biographical-information blank


A determination of the number of minorities and women in the external labor market who are qualified for employment in the company's job groups.

Availability analysis


A selection procedure primarily for selecting managers in which candidates participate in individual and group exercises and are evaluated by observers.

Assessment center


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.

Stress interview


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

Are harassment


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.

Concurrent validity