Flashcards in Unit 2: Workforce Planning and Employment Deck (110)
A selection procedure is said to have an adverse impact if the selection rates are less than four-fifths of the selection rate for the highest group.
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.
Right to sue
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 planning.
A method of short-term forecasting in which the number employees is identified by computing how many employee hours will be needed to produce the output that the organization expects to achieve.
An application bank containing valid information that can be weighted, used to form a composite score, and then used for making a selection decision.
Weighted application blank
A method of accessing the reliability of an instrument by splitting the instrument into two parts and determining if the applicants obtain similar scores on both halves.
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.
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 a job.
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.
Any unwelcome sexual advance, requests for sexual favors, or physical contact of a sexual nature, including conduct that interferes with a person's performance or creates an intimidating or hostile environment.
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.
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; that is, when they are bona fide occupational qualifications.
A disease or physical condition that poses a significant risk to the health or safety of the individual or others, such as a highly contagious disease among food preparation workers. The ADA does not protect people who pose a direct threat unless reasonable accommodations can reduce the threat.
1) executive/senior level officials, 2) first/mid level officials and managers, 3) professional, 4) technicians, 5) sales worker, 6) office and clerical workers, 7) craft workers, 8) operatives (semiskilled), 9) laborers (unskilled), 10) service workers.
Ten job categories for EEO reporting
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.
An underutilization analysis involves a comparison of the percentages of minorities and women in each job group with their respective availability in the surrounding labor force. Where the percent available exceeds the percent employed in each job group, underultilization is said to exist.
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.
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.
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.