PHR UNIT 2 GREEN 1/3

  1. ACHIEVEMENT TEST
    TESTS THAT MEASURE HOW MUCH AN INDIVIDUAL HAS ALREADY LEARNED
  2. ADVERSE IMPACT
    A SELECTION PROCEDURE IS SAID TO HAVE AN ADVERSE IMPACT IF THE SELECTION RATES FOR ANY MINORITY OR GENDER GROUPS ARE LESS THAN FOUR-FIFTHS OF THE SELECTION RATE FOR THE HIGHEST GROUP
  3. AFFIRMATIVE ACTION PROGRAM
    (AAP) A WRITTEN DOCUMENT  THAT DEFINES THE GOOD FAITH EFFORTS AN EMPLOYER IS MAKING TO HIRE AND PROMOTE MINORITIES, WOMEN, VIETNAM ERA VETERANS, DISABLED VETERANS, AND PEOPLE WITH DISABILITIES
  4. AGE HARASSMENT
    DEMEANING COMMENTS AND ACTIONS DIRECTED TOWARD OLDER EMPLOYEES, SUCH AS AGE-RELATED JOKES, SARCASM, AND DERISIVE LABELS
  5. ALTERNATE-FORMS RELIABILITY
    A METHOD OF TESTING THE RELIABILITY OF AN INSTRUMENT BY USING TWO ALTERNATE (OR EQUIVALENT) FORMS OF THAT INSTRUMENT
  6. APPLICANT TRACKING SYSTEM
    A SYSTEM THAT TRACKS JOB APPLICANTS AS THEY MOVE THROUGH THE STEPS OF THE RECRUITMENT AND APPLICATION PROCESS
  7. APTITUDE TESTS
    TESTS THAT MEASURE AN INDIVIDUAL’S CAPACITY FOR LEARNING
  8. ASSESSMENT CENTER
    A SELECTION PROCEDURE PRIMARILY USED FOR SELECTING MANAGERS IN WHICH CANDIDATES PARTICIPATE IN INDIVIDUAL AND GROUP EXERCISES AND ARE EVALUATED BY OBSERVERS
  9. ATTRITION (AKA IFS)
    A REDUCTION IN THE NUMBER OF PERSONNEL CAUSED BY FAILING TO REPLACE PEOPLE WHO LEAVE
  10. BASE RATE OF SUCESS
    THE PERCENTAGE OF EMPLOYEES WHO WOULD NORMALLY BE CONSIDERED SUCCESSFUL WITHOUT THE USE OF A GIVEN SELECTION PROCEDURE
  11. BEHAVIORAL INTERVIEWS
    INTERVIEWS THAT ASK APPLICANTS TO DESCRIBE SPECIFIC BEHAVIORS OR ACTIONS THEY HAVE DISPLAYED IN THE PAST TO DEMONSTRATE PARTICULAR SKILLS
  12. BFOQ
    • BONA FIDE OCCUPATIONAL QUALIFICATIONS. 
    • EMPLOYER ARE ALLOWED TO DISCRIMINATE ON THE BASIS OF RELIGION, SEX, OR NATIONAL ORIGIN ONLY WHEN THESE ATTRIBUTES ARE NECESSARY FOR THE OPERATION OF THE BUSINESS
  13. BIOGRAPHICAL-INFORMATION BLANK
    A SPECIAL APPLICATION BLANK THAT IS USED TO COLLECT EXTENSIVE INFORMATION ON AN APPLICANT’S PREVIOUS EXPERIENCES AND BACKGROUND
  14. BOARD INTERVIEW
    AN INTERVIEW FORMAT IN WHICH ONE APPLICANT IS INTERVIEWED BY A GROUP OF INTERVIEWS AT ONE TIME
  15. BUMPING
    THE PRACTICE THAT ALLOWS SENIOR EMPLOYEES WHOSE JOBS ARE ELIMINATED TO “BUMP” LESS SENIOR EMPLOYEES AND TAKE THEIR JOBS
  16. BUSINESS NECESSITY
    DEFENSE AVAILABLE WHEN AN EMPLOYER HAS CRITERION FOR SELECTION THAT CREATES AN ADVERSE IMPACT BUT IS JOB-RELATED AND CONSISTENT WITH BUSINESS NECESSITY
  17. CAREER PATHING
    THE DEVELOPMENT OF A SEQUENTIAL SERIES OF CAREER ACTIVITIES THAT AN INDIVIDUAL MIGHT PURSUE DURING HIS OR HER CAREER
  18. CLINICAL JUDGMENT
    AN INFORMAL METHOD OF SUBJECTIVELY COMBINING INFORMATION TO ARRIVE AT A SELECTION DECISION
  19. COHORT ANALYSIS
    A COMPARISON OF THE TREATMENT OF SIMILARLY SITUATED INDIVIDUALS OR GROUPS
  20. CONCILIATION
    AN INFORMAL PROCESS OF AGREEMENT USED BY THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION FOR RESOLVING CHARGES OF DISCRIMINATION
  21. CONCURRENT VALIDITY
    A METHOD OF TESTING THE VALIDITY OF A SELECTION PROCEDURE, SOMETIMES CALLED THE PRESENT-EMPLOYEE MEHTOD, IN WHICH THE PREDICTOR AND CRITERIA DATA ARE COLLECTED SIMULTANEOUSLY FROM A GROUP OF PRESENT EMPLOYEES
  22. CONSPECT RELIABILITY
    THE DEGREE OF AGREEMENT BETWEEN TWO EVALUATORS; INTER-RATED RELIABILITY
  23. CONSTRUCT VALIDITY
    A TYPE OF VALIDITY THAT ASSESSES WHETHER A MEASURING INSTRUMENT ACTUALLY MEASURES THE PSYCHOLOGICAL CONSTRUCT OR TRAIT IT PURPORTS TO MEASURE
  24. CONSTRUCTIVE DISCHARGE
    A DECISION CONSTRUCTED BY A COURT THAT AN EMPLOYEE WHO QUIT WAS ACTUALLY DISCHARGED BECAUSE OF INTOLERABLE WORKING CONDITIONS
  25. CONSUMER REPORT
    A REPORT THAT MAY CONTAIN INFORMATION REGARDING AN INDIVIDUAL’S CREDIT STANDING, CHARACTER, REPUTATION, PERSONAL CHARACTERISTICS, AND MODE OF LIVING
  26. CONTENT VALIDITY
    A FORM OF VALIDITY THAT IS INTERFERED FROM THE PERCEIVED SIMILARITY BETWEEN THE CONTENT OF THE PREDICTOR AND THE REQUIREMENT OF THE JOB - SOMETIMES CALLED FACE VALIDITY
  27. COST-PER-HIRE
    THE TOTAL COST OF HIRING AN INDIVIDUAL, INCLUDING ALL RECRUITING, TESTING, INTERVIEWING, AND OTHER EXPENSES
  28. CRITERION-RELATED VALIDITY
    A VALIDITY STUDY, EITHER PREDICTIVE OR CONCURRENT, IN WHICH THE PREDICTOR DATA ARE STATISTICALLY CORRELATED WITH THE CRITERIA OF PERFORMANCE
  29. DELPHI TECHNIQUE
    A GROUP DECISION-MAKING PROCESS IN WHICH THE GROUP MEMBERS DO NOT INTERACT FACE-TO-FACE.  INFORMATION FORM 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
  30. DIRECT THREAT
    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
  31. DISPARATE TREATMENT
    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
  32. DISPARATE IMPACT
    TO HAVE THE EFFECT OF DISCRIMINATING.  A RECRUITMENT OR SELECTION PROCEDURE IS SAID TO HAVE A DISPARATE IMPACT IF THE ACTIVITY TENTS TO SIGNIFICANTLY REDUCE THE NUMBER OF MINORITIES OR FEMALES WHO ARE ACCEPTED FOR EMPLOYMENT.  IT IS A LEGAL BASIS FOR PRESSING CHARGES OF DISCRIMINATION
  33. DOT
    DICTIONARY OF OCCUPATION TITLES: THIS DICTIONARY CONSISTS OF 13,000 JOB DESCRIPTIONS COMPILED BY THE DEPARTMENT OF LABOR
  34. DUAL CAREER LADDERS
    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
  35. EEOC
    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 OF 1963, SECTION 501 OF THE REHABILITATION ACT OF 1973, AND THE ADA OF 1991
Author
brndagr
ID
352393
Card Set
PHR UNIT 2 GREEN 1/3
Description
TEST
Updated