PHR UNIT 2 GREEN 2/3

AN AUTHORIZATION TO RECRUIT A NEW EMPLOYEE TO FILL A JOB OPENING

THE PROCESS OF DEVELOPING AND PROJECTING AN IMAGE THAT DEFINES A COMPANY AS AN OUTSTANDING EMPLOYER

A STATEMENT THAT DESCRIBES WHAT A COMPANY HAS TO OFFER ITS EMPLOYEES RELATIVE TO THE REWARDS OFFERED BY OTHER PLACES OF EMPLOYMENT

ORDERS ISSUED BY THE PRESIDENT OF THE UNITED STATES.  SEVERAL EXECUTIVE ORDERS HAVE BEEN INFLUENTIAL IN REDUCING DISCRIMINATION, ESPECIALLY EXECUTIVE ORDER 11246, WHICH REQUIRES GOVERNMENT CONTRACTORS AND SUBCONTRACTORS TO ADOPT AFFIRMATIVE ACTION PROGRAMS

THE MAJOR TASKS, DUTIES, AND RESPONSIBILITIES FOR WHICH THE JOB EXISTS; THEY CANNOT BE MODIFIED OR ELIMINATED WITHOUT SUBSTANTIALLY CHANGING THE NATURE OF THE JOB

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

A form of validity that is inferred from the perceived similarity between the context of the predictor and the requirements of the job- also called content validity

Individuals who obtained sufficiently high predictor scores to be hired but turn out to be poor performers

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

The time it takes to replace a departing employee or fill a new job opening

A 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 analyzing jobs by observing them to identify “worker functions” with respect to data, people, and things

An individual who is hired to complete a single project, often via a website or mobile app that helps match workers with employers

Attitudinal and organizational barriers that inhibit the career advancement of women

Handwriting analysis

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

A visa classification that provinces employers with the ability to hire workers with specialized training from the global labor market to meet the critical, but usually temporary, business needs

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

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

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

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

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

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

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

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

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

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

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

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

A listing of the minimum acceptable qualifications required for an employee to perform a job adequately, such as experience and training, educational requirements, knowledge, skills, and ability

A method of long-term forecasting in which probabilities of movement among job categories in one period are used to forecast movement in a later period

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

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

A instructed interview in which the interviewer allows the interviewee to discuss whatever he or she wishes to discuss

Job tasks that could be modified or re-assigned to others without changing the core nature of the job

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

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

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

A detailed chart of the organization’s structure that shows each organizational unit, the relationships between units, and the gender, race, and ethnicity of all employees within each unit