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Workforce Plannin > Set One > Flashcards

Set One Flashcards

1
Q

Disparate impact

A

Occurs when the selection rate for an employment decision works to the disadvantage of a protected class; also known as adverse impact

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2
Q

Résumé

A

Document prepared by job candidate (or professional hired by candidate) to highlight candidate’s strengths and experience

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3
Q

Patterned interview

A

Type of interview in which interviewer asks each applicant questions that are from the same knowledge, skill, or ability area; also called targeted interview

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4
Q

Age Discrimination in Employment Act (ADEA)

A

Act that prohibits discrimination in employment for persons age 40 and over

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5
Q

Job specification

A

Spells out qualifications necessary for an incumbent to be able to perform a job

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6
Q

Fishbowl interview

A

Interactive type of group interview that helps employer learn how individual interacts with others to solve business-related issues as well as individual’s depth of analytical skills and natural abilities as leader or team player

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7
Q

Uniform Guidelines on Employee Selection Procedures

A

Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination

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8
Q

Delphi technique

A

Forecasting technique that progressively collects information from a group without physically assembling the contributors

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9
Q

Assessment centers

A

Method of evaluating candidates using content-valid work samples of a job; typically for managerial positions

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10
Q

Exit interview

A

Interview conducted when an employee is terminating with an organization in which employee is asked to share views on selected issues

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11
Q

Retaliatory discharge

A

Result of an employer punishing an employee for engaging in activities protected by the law (e.g., filing a discrimination charge, opposing unlawful employer practices

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12
Q

Skill tracking systems

A

Computerized talent or skill inventories that can furnish a list of qualified people

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13
Q

Bona fide occupational qualification (BFOQ)

A

Situation in which religion, sex, or national origin is reasonably necessary to carrying out a particular job function in the normal operations of an organization

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14
Q

Johnson v. Santa Clara County Transportation Agency

A

Court ruling that endorsed using gender as one factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system

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15
Q

Offer letter

A

Document that formally communicates the employment offer, making the hiring decision official

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16
Q

Parent-country nationals (PCNs)

A

Citizens of an organization’s headquarters country who reside and work abroad with the intent of returning to the home country

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17
Q

Directive interview

A

Type of interview in which interviewer poses specific questions to a candidate and keeps control

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18
Q

Kolstad v. American Dental Association

A

Case in which Supreme Court held that the availability of punitive damages depends on the motive of the discriminator rather than the nature of the conduct

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19
Q

Job analysis

A

Systematic study of jobs to determine what activities (tasks) and responsibilities they include, personal qualifications necessary for performance, conditions under which work is performed, and reporting structure

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20
Q

Job applicant

A

According to EEO regulations, anyone who expresses an interest in employment, regardless of whether that person meets the employer’s minimum qualifications for the job

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21
Q

Construct validity

A

Extent to which a selection device measures the theoretical construct or trait (e.g., intelligence or mechanical comprehension

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22
Q

Predictive validity

A

Type of criterion-related validity; degree to which predictions made by a test are confirmed by the later behavior of test takers

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23
Q

Co-employment

A

Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as joint employment

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24
Q

Inpatriates

A

Employees brought in from another country to work in the headquarters country for a specified period

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25
Q

Ricci v. DeStefano

A

Supreme Court ruling that employers may violate Title VII when they engage in race-conscious decision making to address adverse impact unless they can demonstrate a “strong basis in evidence” that, had they not taken the action, they would have been liable under a disparate impact theory

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26
Q

Realistic job preview (RJP)

A

Part of the selection process that provides an applicant with honest and complete information about a job and the work environment

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27
Q

Pennsylvania State Police v. Suders

A

Case in which Supreme Court ruled on the use of the affirmative defense in a constructive discharge claim for an employer whose supervisors are charged with harassment

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28
Q

State (public) employment agencies

A

Agencies that provide employee screening, testing, and referral at no cost to the employer

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29
Q

Stress interview

A

Type of interview in which interviewer assumes an aggressive posture to see how a candidate responds to stressful situations

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30
Q

Closed questions

A

Questions that can usually be answered with yes or no

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31
Q

Repetitive interview

A

Type of interview in which interviewer asks every applicant the same questions; also called a structured interview

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32
Q

PERM (Program Electronic Review Management)

A

Streamlined process for obtaining labor certification for foreign nationals seeking permanent residence through their employment

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33
Q

Prescreening interview

A

Type of interview that is useful when an organization has a high volume of applicants for a job and face-to-face interviews are needed to judge prequalification factors

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34
Q

Smith v. Jackson, Mississippi

A

Case in which Supreme Court held that Age Discrimination in Employment Act authorizes recovery on a disparate impact theory but with narrower scope than that provided under Title VII

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35
Q

Quota

A

Involves hiring and promoting a fixed number of individuals based on race, gender, or other protected-class standards

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36
Q

Stereotyping

A

Type of interviewer bias that involves forming generalized opinions about how people of a given gender, religion, or race appear, think, act, feel, or respond

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37
Q

Adverse impact

A

Occurs when the selection rate for an employment decision works to the disadvantage of a protected class; also known as disparate impact

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38
Q

Judgmental forecasts

A

Use of information from past and present to predict future conditions

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39
Q

Affirmative action plans (AAPs)

A

Written plans that outline an organization’s programs, policies, and procedures for proactively ensuring equal opportunity in all aspects of employment, such as recruiting, hiring, training, promoting, and compensating

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40
Q

Executive search firms

A

External recruiting method; firms seek out candidates, usually for executive, managerial, or professional positions

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41
Q

Staffing

A

HR function that identifies organizational human capital needs and attempts to provide an adequate supply of qualified individuals for jobs in an organization

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42
Q

Organizational unit

A

Any discrete component of an organization in which there is a level of supervision responsible and accountable for the selection, compensation, etc., of employees within the unit

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43
Q

Payrolling

A

When an organization needing help identifies specific people and refers them to a staffing firm, which employs them and assigns them to work at the organization

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44
Q

Behavioral interview

A

Type of interview that focuses on how applicant previously handled real situations

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45
Q

Cognitive ability tests

A

Tests that assess skills the candidate has already learned

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46
Q

Nondirective interview

A

Type of interview in which interviewer asks open questions and provides general direction but allows applicant to guide process

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47
Q

Situational interview

A

Type of interview in which interviewer asks questions designed to elicit stories and examples that demonstrate the applicant’s skills and qualifications

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48
Q

Selection interview

A

Interview designed to probe areas of interest to interviewer in order to determine how well a job candidate meets the needs of the organization

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49
Q

Immigration and Nationality Act (INA)

A

Fundamental body of U.S. immigration law applying to all employers; addresses employment eligibility and employment verification and defines the conditions for the temporary and permanent employment of aliens in the U.S

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50
Q

Job competencies

A

Knowledge, skills, and abilities (KSAs) and other personal characteristics that work together to produce outstanding performance in a given area of responsibility

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51
Q

Americans with Disabilities Act (ADA)

A

Act that prohibits discrimination against a qualified individual with a disability because of his/her disability

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52
Q

Cultural noise

A

Failure to recognize responses of a candidate that are socially acceptable rather than factual

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53
Q

Turnover

A

Annualized formula that tracks number of separations and total number of workforce employees per month

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54
Q

Essential functions

A

Primary job duties that a qualified individual must be able to perform, either with or without accommodation; a function may be considered essential because it is required in a job or because it is highly specialized

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55
Q

Skill banks

A

Computerized talent or skill inventories that can furnish a list of qualified people

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56
Q

Workforce planning

A

Process an organization uses to analyze its workforce and determine steps it must take to prepare for future needs; strategically aligns an organization’s human capital with its business direction

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57
Q

Gender

A

Refers to the socially constructed roles, behaviors, activities, and attributes that a given society considers appropriate for men and women

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58
Q

Structured interview

A

Type of interview in which interviewer asks every applicant the same questions; also called a repetitive interview

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59
Q

Grutter v. Bollinger

A

Case in which Supreme Court held that University of Michigan’s law school admission program was sufficiently “narrowly tailored” to consider race as a factor in admission decisions in order to achieve goal of a diverse student body

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60
Q

Lilly Ledbetter Fair Pay Act

A

Act that creates a rolling time frame for filing wage discrimination claims and expands plaintiff field beyond employee who was discriminated against

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61
Q

Uniformed Services Employment and Reemployment Rights Act (USERRA)

A

Act that protects the employment, reemployment, and retention rights of persons who serve or have served in the uniformed services

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62
Q

Simulations

A

Representations of real situations; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued

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63
Q

Employment-at-will

A

Common-law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and employees have the right to quit a job at any time

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64
Q

Flexible staffing

A

Use of alternative recruiting sources and workers who are not regular employees; also known as alternative staffing

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65
Q

Harris v. Forklift Systems, Inc

A

Court ruling that established “reasonable person” standard in a sexual harassment case

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66
Q

Worker Adjustment and Retraining Notification (WARN) Act

A

Act that requires some employers to give a minimum of 60 days’ notice if a plant is to close or if mass layoffs will occur.

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67
Q

City of Richmond v. J. A. Croson Company

A

1989 Court ruling that the numerical quota system of Richmond, Virginia, was unconstitutional because the city had not laid the proper groundwork and had not adequately identified or documented discrimination

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68
Q

Albemarle Paper v. Moody

A

1975 court ruling that items used to validate employment requirements must be job-related

69
Q

School Board of Nassau v. Arline

A

Supreme Court ruling that persons with contagious diseases could be covered by the Rehabilitation Act of 1973

70
Q

Affirmative action (AA)

A

Practice in which employers make efforts to increase the presence of women, minorities, covered veterans, and disabled individuals in the workplace and take positive steps to correct their underutilization

71
Q

Job bidding

A

Internal recruiting method that allows employees to indicate an interest in a position before one becomes available

72
Q

Vicarious liability

A

Legal doctrine under which a party can be held liable for the wrongful actions of another party

73
Q

Concurrent validity

A

Type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time

74
Q

Retention

A

Ability to keep talented employees in an organization

75
Q

Employment offer

A

Makes the hiring decision official; should immediately follow the final decision to hire a candidate; formally communicated through an offer letter

76
Q

Oncale v. Sundowner Offshore Service, Inc

A

Court ruling that same-gender harassment is actionable under Title VII

77
Q

Joint employment

A

Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as co-employment

78
Q

Host-country nationals (HCNs)

A

Employees working in their own countries; also known as local nationals.

79
Q

Civil Rights Act of 1991

A

Act that expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged discrimination the right to a jury trial

80
Q

Washington v. Davis

A

Court ruling that dealt with job testing and discrimination

81
Q

Pregnancy Discrimination Act

A

Act that prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions

82
Q

Organizational exit

A

Process of managing the way people leave an organization; also referred to as offboarding

83
Q

Outsourcing

A

Flexible staffing option in which an independent organization with expertise in operating a specific function contracts with an organization to assume full operational responsibility for the function

84
Q

Criterion-related validity

A

Refers to the link between a selection device and job performance

85
Q

Multiple linear regression

A

Statistical method that can be used to project future demand; several variables are utilized

86
Q

Vietnam Era Veterans Readjustment Assistance Act (VEVRAA)

A

Act that prohibits discrimination against certain veterans

87
Q

Team interview

A

Type of interview used in situations where the position relies heavily on team cooperation; supervisors, subordinates, and peers are usually part of the process

88
Q

Workforce analysis

A

List of job titles ranked from lowest- to highest-paid within an organizational unit

89
Q

Quid pro quo harassment

A

Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior’s sexual demands and forfeiting an economic benefit such as a pay increase, a promotion, or continued employment

90
Q

Placement goals

A

Objectives or targets in an affirmative action plan that are set when the percentage of minorities or women in a job group is less than reasonably expected given their availability

91
Q

Prima facie

A

Latin term for “on first view” or “at first appearance”; in an EEO case, when a plaintiff presents evidence of a prima facie case, the employer must articulate a legitimate, nondiscriminatory reason for its decision

92
Q

First-impression error

A

Type of interviewer bias in which interviewer makes snap judgments and lets first impression (either positive or negative) cloud the interview

93
Q

ADA Amendments Act (ADAAA)

A

Amendments to Americans with Disabilities Act covering the definition of individuals regarded as having a disability, mitigating measures, and other rules of construction to guide the analysis of what constitutes a disability

94
Q

Succession planning

A

A talent management strategy to help identify and foster the development of high-potential employees

95
Q

Panel interview

A

Type of interview in which structured questions are spread across a group; individual who is most competent in the relevant area usually asks the question

96
Q

Sexual harassment

A

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature

97
Q

Regents of the University of California v. Bakke

A

Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process

98
Q

Griggs v. Duke Power

A

1971 case that recognized adverse impact discrimination

99
Q

Job

A

Collection of employee activities (tasks) and responsibilities

100
Q

Polygraph test

A

Test that measures respiration, blood pressure, and perspiration while person is asked a series of questions; outcome is a diagnostic opinion about honesty

101
Q

Fair Credit Reporting Act (FCRA)

A

Act that protects privacy of background information and ensures that information supplied is accurate

102
Q

Compliance evaluation

A

Evaluation that requires an organization to provide details on and documentation of its affirmative action plan

103
Q

Hostile environment harassment

A

Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual’s performance; creates an intimidating, threatening, or humiliating work environment; or perpetuates a situation that affects the employee’s psychological well-being

104
Q

Psychomotor tests

Psychomotor tests

A

Tests that require a candidate to demonstrate a minimum degree of strength, physical dexterity, and coordination in a specialized skill area

105
Q

Glass ceiling

A

Invisible barrier that blocks minorities and women from attaining senior executive positions

106
Q

Content validity

A

Degree to which an interview, test, or other selection device measures the knowledge, skills, abilities, or other qualifications that are part of the job

107
Q

Privacy Act

A

Act that protects the employment records of federal government employees from disclosure without prior authorization

108
Q

e-Verify

A

Internet-based verification system that allows employers to verify the employment eligibility of their employees regardless of citizenship

109
Q

Genetic Information Nondiscrimination Act (GINA)

A

Act that prohibits discrimination against individuals on the basis of their genetic information in both employment and health insurance

110
Q

Organizational display

A

Part of an affirmative action plan that provides a graphical presentation of the organizational units, including their interrelationships

111
Q

Ellerth v. Burlington Northern Industries

A

Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not

112
Q

Targeted interview

A

Type of interview in which interviewer asks each applicant questions that are from the same knowledge, skill, or ability area; also called patterned interview

113
Q

Congressional Accountability Act

A

Act that requires that federal employee relations and civil rights legislation enacted by Congress apply to employees of Congress

114
Q

Jobs for Veterans Act (JVA)

A

Amendment to Vietnam Era Veterans Readjustment Assistance Act; deals with discrimination against certain veterans

115
Q

McDonnell Douglas Corp. v. Green

A

Case that established criteria for disparate treatment

116
Q

Disability

A

Physical or mental impairment that substantially limits major life activities

117
Q

Personality tests

A

Tests that measure person’s social interaction skills and patterns of behavior

118
Q

Gratz v. Bollinger

A

Case in which Supreme Court held that University of Michigan’s undergraduate admission program was not sufficiently “narrowly tailored” to consider race as a factor in admission decisions in order to achieve goal of a diverse student body

119
Q

Employment contract

A

Agreement between an employer and an employee that explains the employment relationship

120
Q

Involuntary termination

A

When employers decide to discharge particular employees for cause (e.g., poor performance, violations of employer policy

121
Q

Substance abuse tests

A

Measures intended to ensure a drug-free workplace

122
Q

Expatriates

A

Collective term for employees sent abroad to work in a country other than where they live

123
Q

Job description

A

Summarizes most important features of a job, including required tasks, knowledge, skills, abilities, responsibilities, and reporting structure; physical requirements must also be included for ADA considerations

124
Q

Simple linear regression

A

Projection of future demand based on a past relationship; involves a single variable

125
Q

Rehabilitation Act

A

Act that prohibits discrimination based on physical or mental disabilities

126
Q

Social media

A

Collectively describes a variety of online Internet technology platforms and communities that people use to communicate and share information and resources

127
Q

Meritor Savings Bank v. Vinson

A

Court ruling that first held that sexual harassment violates Title VII of the Civil Rights Act of 1964 regardless of whether it is quid pro quo or hostile environment harassment

128
Q

St. Mary’s Honor Center v. Hicks

A

Court ruling that Title VII plaintiff must show that discrimination was the real reason for an employer’s actions

129
Q

General Dynamics Land Systems, Inc., v. Cline

A

Case in which Supreme Court held that the Age Discrimination in Employment Act does not protect younger workers, even if they are over age 40, from workplace decisions that favor older workers

130
Q

Constructive discharge

A

Occurs when an employer makes working conditions so intolerable that an employee has no choice but to resign

131
Q

Employment branding

A

Process of positioning an organization as an “employer of choice” in the labor market

132
Q

Independent contractors

A

Self-employed individuals hired on a contract basis for specialized services

133
Q

Honesty/integrity tests

A

Measures of applicants’ propensity toward undesirable behaviors such as lying, stealing, taking drugs, or abusing alcohol

134
Q

Outplacement

A

Systematic process by which a laid-off or terminated employee is counseled in the techniques of career self-appraisal and in securing a new job that is appropriate to his or her talents and needs

135
Q

Garnishment

A

Occurs when a creditor obtains a court order requiring an employer to attach an employee’s earnings in order to pay back a debt

136
Q

Alternative staffing

A

Use of alternative recruiting sources and workers who are not regular employees; also known as flexible staffing

137
Q

Immigration Reform and Control Act (IRCA)

A

Act that prohibits discrimination against job applicants on the basis of national origin or citizenship; establishes penalties for hiring illegal aliens and requires employers to establish each employee’s identity and eligibility to work

138
Q

Consumer Credit Protection Act

A

Act that limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors

139
Q

Yield ratios

A

Ratios that can help quantify recruitment efforts

140
Q

Job group analysis

A

Part of affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilities, wage rates, and opportunities for advancement

141
Q

Open question

A

Type of question that typically begins with what, where, why, when, or how

142
Q

United Steelworkers v. Weber

A

Court ruling dealing with reverse discrimination charges; upheld that Title VII allows for voluntary, private, race-conscious programs aimed at eliminating racial imbalance in traditionally segregated job categories

143
Q

Job posting

A

Internal recruiting method that allows current employees the chance to respond to announcements of positions

144
Q

Repatriates

A

Employees who have returned home from an international assignment

145
Q

Fair and Accurate Credit Transactions Act (FACT)

A

Act that provides some relief to employers using third parties to conduct workplace investigations

146
Q

Taxman v. Board of Education of Piscataway

A

Court ruling that nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII

147
Q

National origin

A

Refers to the country (including those that no longer exist) of one’s birth or of one’s ancestors’ birth

148
Q

McKennon v. Nashville Banner Publishing Co

A

Case in which Supreme Court held that evidence of misconduct acquired after the decision to terminate cannot free an employer from liability, even if the misconduct would have justified terminating the employee

149
Q

Negative emphasis

A

Type of interviewer bias that involves rejecting a candidate on the basis of a small amount of negative information

150
Q

Organizational profile

A

?

151
Q

Trend and ratio analyses

A

Use of statistics to determine whether relationships exist between two variables

152
Q

Disparate treatment

A

Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards

153
Q

Employment practices liability insurance (EPLI)

A

Protects an employer against claims by workers that their legal rights as employees of the organization have been violated

154
Q

Civil Rights Act of 1964

A

First comprehensive U.S. law making it illegal to discriminate on the basis of race, color, religion, sex, or national origin

155
Q

Availability analysis

A

Analysis in which organization considers internal and external availability in determining theoretical availability of minorities and women for established job groups

156
Q

Nominal group technique

A

Group of individuals who meet face-to-face to forecast ideas and assumptions and prioritize issues

157
Q

Aptitude tests

A

Tests that measure the general ability or capacity to learn or acquire a new skill

158
Q

Third-country nationals (TCNs)

A

Employees who are citizens of countries other than where they work or where the organization’s headquarters resides

159
Q

Protected class

A

People who are covered under a federal or state antidiscrimination law

160
Q

Corporate management compliance evaluation (CMCE)

A

Evaluation designed to ensure that qualified minorities and women do not encounter artificial barriers to future advancement into mid-level and senior corporate management

161
Q

Faragher v. City of Boca Raton

A

Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not

162
Q

International assignee

A

All-encompassing term used to describe anyone on an international assignment

163
Q

Reasonable accommodation

A

Modifying job application process, work environment, or circumstances under which job is performed to enable a qualified individual with a disability to be considered for the job and perform its essential functions

164
Q

Employee Polygraph Protection Act

A

Act that generally prevents employers engaged in or affecting interstate commerce from using lie detector tests either for preemployment screening or during the course of employment, with certain exemptions

165
Q

School-to-work programs

A

Allow organizations to partner with communities and schools to help develop the skilled workforce they will need for the future

166
Q

Selection

A

Process of hiring the most suitable candidate for a vacant position

167
Q

Local nationals

A

Employees working in their own countries; also known as host-country nationals (HCNs

168
Q

Multiple linear regression

A

Statistical method that can be used to project future demand; several variables are utilized

Workforce Plannin (1 decks)

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