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

Unit 2: Workforce Planning and Employment Flashcards

1
Q

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

A

Two types of verification required by IRCA

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2
Q

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

A

Validity

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3
Q

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

A

Fill time

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4
Q

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

A

False negatives

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5
Q

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

A

False Positives

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6
Q

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

A

Privacy Commission’s five procedural rights for employees

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7
Q

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

A

Patterned interview

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8
Q

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

A

Virtual expatriate

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9
Q

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

A

Attrition

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10
Q

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

A

Base rate of success

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11
Q

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

A

Board interview

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12
Q

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

A

DOT

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13
Q

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

A

Glass ceiling

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14
Q

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

A

Turnover rate

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15
Q

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

A

Job analysis

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16
Q

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

A

Inter-rater reliability

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17
Q

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

A

Institutional expectancy chart

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18
Q

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

A

Individual expectancy chart

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19
Q

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

A

Implied contract

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20
Q

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

A

HRIS

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21
Q

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

A

Headhunters

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22
Q

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

A

Group interview

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23
Q

Handwriting analysis.

A

Graphology

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24
Q

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

A

Expatriate manager

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25
Q

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

A

Nondirective interview

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26
Q

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

A

Employment branding

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27
Q

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

A

Employee requisition

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28
Q

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

A

Job description

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29
Q

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

A

Job knowledge test

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30
Q

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

A

O*NET

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31
Q

Where preferential treatment is shown to females and minorities, often to achieve an affirmative action goal.

A

Reverse discrimination

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32
Q

An organization chart showing the employees who hold various positions and their most likely replacements.

A

Replacement chart

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33
Q

Employment practices that are considered unfair because they show favoritism to friends, or relatives.

A

Nepotism

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34
Q

An informal method of subjectively combining information to arrive at a selection decision.

A

Clinical judgment

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35
Q

A comparison of the treatment of similar situated individuals or groups.

A

Cohort analysis

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36
Q

Tests that measure how much an individual has already learned.

A

Achievement tests

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37
Q

The percentage of individuals hired relative to the number of applicants.

A

Selection ratio

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38
Q

Repeatability or consistency of measurement.

A

Reliability

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39
Q

Employees who are citizens of neither the home nor the host country.

A

Third-country national

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40
Q

The correlation coefficient showing the relationship between a predictor and a criterion.

A

Validity coefficient

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41
Q

Using the validity evidence based on a few jobs to infer that the same tests would be valid for other related jobs.

A

Validity generalization

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42
Q

The total cost for hiring an individual, including all recruiting, testing, interviewing, and other expenses.

A

Cost-per-hire

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43
Q

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

Content validity

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44
Q

A decision constructed by a court that an employee who quit was actually discharged because of intolerable working conditions.

A

Constructive discharge

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45
Q

A type of validity that accesses whether a measuring instrument actually measures the psychological construct or trait it purports to measure.

A

Construct validity

46
Q

The degree of agreement between two evaluators; inter-related reliability.

A

Conspect reliability

47
Q

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.

A

H1-B visa

48
Q

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.

A

Goals and timetables

49
Q

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

Negligent hiring

50
Q

A statistical technique for predicting the value of one dependent variable by a weighted combination of other independent variable.

A

Regression analysis

51
Q

Efforts by an employer to facilitate the employment of a disabled person that are not excessively expensive and do not interfere with normal operations.

A

Reasonable accommodation

52
Q

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.

A

Race categories for EEO reporting

53
Q

Allows past employers to share relevant job-related personal information about an applicant with future employers.

A

Qualified privilege doctrine

54
Q

An internal recruiting method in which vacancies in management positions are filled by promoting lower-level managers.

A

Promotion from within

55
Q

A long term forecasting method that uses probabilities of future events to estimate future employment levels. A simulation is a sophisticated probabilistic model.

A

Probabilistic model

56
Q

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.

A

Predictive validity

57
Q

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

A

Panel interview

58
Q

A disabled individual who is capable of performing the essential functions of a job if necessary barriers created by their disability are eliminated.

A

Otherwise qualified

59
Q

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.

A

Markov analysis

60
Q

Workers who are hired by a multinational company to work in their own country. Also called host country nationals.

A

Local nationals

61
Q

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.

A

Job service

62
Q

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

A

Job sample test

63
Q

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.

A

Job posting

64
Q

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.

A

Job identification

65
Q

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

A

Job bidding

66
Q

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.

A

Face validity

67
Q

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

A

Expectancy charts

68
Q

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.

A

Executive orders

69
Q

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

A

Employment value proposition

70
Q

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.

A

EEOC

71
Q

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.

A

Dual career ladders

72
Q

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

A

Order Number 4

73
Q

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.

A

Disparate impact.

74
Q

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.

A

Disparate treatment

75
Q

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

A

Alternate-forms reliability

76
Q

Tests that measure and individual’s capacity for learning.

A

Aptitude tests

77
Q

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

A

Business necessity

78
Q

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

A

Career pathing

79
Q

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.

A

Affirmative action plans

80
Q

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

A

Criterion-related validity

81
Q

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.

A

Section 1981

82
Q

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.

A

OFCCP

83
Q

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

A

Conciliation

84
Q

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

A

Bumping

85
Q

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

A

Biographical-information blank

86
Q

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.

A

Availability analysis

87
Q

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

A

Assessment center

88
Q

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.

A

Stress interview

89
Q

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

A

Are harassment

90
Q

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.

A

Concurrent validity

91
Q

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

Adverse impact

92
Q

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.

A

Right to sue

93
Q

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

Yield ratios

94
Q

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.

A

Work-load-analysis

95
Q

An application bank containing valid information that can be weighted, used to form a composite score, and then used for making a selection decision.

A

Weighted application blank

96
Q

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

Split-halves reliability

97
Q

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.

A

Synthetic validity

98
Q

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.

A

Situational interview

99
Q

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.

A

Semi-structured interview

100
Q

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

Sexual harassment

101
Q

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.

A

Trend projections

102
Q

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

BFOQ

103
Q

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.

A

Direct threat

104
Q

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.

A

Ten job categories for EEO reporting

105
Q

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.

A

Delphi technique

106
Q

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.

A

Underutilization analysis

107
Q

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

Four-fifths rule

108
Q

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.

A

Test-retest reliability

109
Q

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.

A

Systemic discrimination

110
Q

A type of interview that relies on a careful job analysis to identify the critical job requirements (target dimensions) for each position. The interview questions focus on what the person has done in previous situations relative to the job requirements.

A

Target-selection interview

PHR/SPHR (7 decks)

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