| Definition | Term |
|---|
| Characteristic that refers to the consistency of scores obtained by the same person when retested witht eh identical or equivalent test | |
| Form of managment training in which the trainees learn such skills such as openness and creativity by playing games that require that they improvise answers and solutions | |
| Company records showing present performance and promotability of inside candidates for the firm's most important positions | |
| Having local employees abroad to do jobs that the firm's domestic employees previously did in house | |
| Posting notices of job openings on company bulletin boards as a recruiting method | |
| Presents the manager with desktop graphs and charts, so he or she gets a computerized picture of where the company stands on all those metrics | |
| Form of harassment that appears motivated by hostility toward individuals who violate gender ideals | |
| Prohibits sex discrimination based on pregnancy, childbirth or related medical conditions | |
| Study of a firm's past employment needs over a period of years to predict future needs | |
| Graphic model that consolidates, usually in one diagram, a precise overview of the competencies someone would need to do job | |
| Method in which trainees learn on the actual or simulated equipment they would use on job | |
| Identifies the sorts of businesses that will comprise the company and the ways in which these businesses relate to each other | |
| General statement of the company's intended direction that evokes emotional feelings in orgazational members | |
| Company's plan for how it will match its internal strength and weaknesses with external opportunities and threats in order to maintain a comp. advantage | |
| Harassement on the basis of sex that has the purpose/effect of interfering with a persons work or creating an intimidating, hostile or offensive env. | |
| Identifies how to build and strengthen the business' long term competitive position in the marketplace | |
| Detailed study of a job to identify the skills required so that an appropriate training program may be instituted | |
| Form that provides information on education, prior work record, skills | |
| Accuracy with which a test, interview and so on measures what it purports to measure or fulfills the function it was designed to fill | |
| Facility in which management candidates are asked to make decisions in hypothetical situations and are scored on their performance | |
| Process for assigning non/financial goals to the HR management related chain of activities required for achieving the company's strategic aims and for monitoring results | |
| Manual of computerized records listing employees' education, career and development interests, languages, special skills, and so on to identify for possible promoos | |
| Experience worker or supervisor trains employee on the job | |
| | Definition | Term |
|---|
| Training technique in which trainees are first shown good mgmt techniques in a video, then asked to play roles in a situation, then given feedback | |
| Process for assigning non/financial goals to the chain of activities required for achieving the company's strategic aims and for continuosly monitoring results | |
| The act requiring certain federal contractors to take affirmative action for disabled persons | |
| Type of validity based on showing that scores on the test(predictors) are related to job performance(criterion) | |
| The commission, empowered to investigate job discrimination complaints and sue on behalf of complainants | |
| Hiring workers with criminal records or other such problems without proper safeguards | |
| Persons such as minorities and women protected by equal opportunity laws, including Title VII | |
| Act requiring employers to make reasonable accomodations for disabled employees | |
| Any attempt to improve current or future mgmt performance by imparing knowledge, changing attitudes or increasing skills | |
| Trainees use a computer based system to interactively increase their knowledge/skills | |
| Spells out who the company is, what it does and where its headed | |
| Requirment that an employee be of a certain religion, sex or national origin that is necessary to orgs. operation | |
| Unintentional disparity between the proportion of a protected group applying for a position and the proportion getting the job | |
| List of job's human requirements, the requisite education, skills, personality and so on | |
| Procedure designed to solicit information from a person's oral responses to oral inquiries | |
| Any factor that allow an organization to differentiate its product or service from those of its competitors to increase market share | |
| Formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aim | |
| Intentional disparity between the proportion of a protected group and the proportion getting the job | |
| Forecasting technique involving analyzing and extrapolating the ratio of a dependent variable(salesperson required) with an independent variable(sales) | |
| Special collaborating software used to enable multiple remote learners to participate and learns | |
| Educating, instructing, and training subordinates | |
| Process of identifying and executing the organization's mission by matching its capabilities with the demands of its environment | |
| Series of job relevant questions with predetermined answers that interviewers ask all applicants | |
| | Definition | Term |
|---|
| Training technique that involves moving a trainee from department to department to broaden his experience, identify strenghts and weaknesses | |
| End to end process of planning, recruiting, developing, managing, and compensating employees throughout the organization | |
| Act that places burden of proof back on employers and permits compensatory and punitive damages | |
| Manager formulated specific strategies to take the company from where it is now to where he or she wants it to be | |
| Overall impact of employer practices that result in significantly higher percentages of members of minorities being rejected for employmnet/placement/promotion | |
| Procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it | |
| Process of formulating plans to fills employers future needs | |
| Verifying that there is a performance deficiency and determining whether the deficiency should be rectified through training or other menas | |
| Making an extra effort to hire and promote those in protected groups, particularly when the groups are underrepresented | |
| States that an employer cannot discriminate on the basis of race, color, relgion, sex or national origin with respect to employment | |
| Provide employees with continuing learning experiences over their tenure, aim to keep knowledge to do jobs effectively | |
| List of job's duties, responsibilities , reporting relationships, working conditions and supervisory responsibilities | |
| Company based facility for exposing current or prospective managers to exercises to develop improves mgmt skills | |
| Procedure for providing new employees with basic background info about the firm | |
| Justification for an otherwise discriminatory employment practice, providing that there is an overriding legitimate business purpose | |
| Training technique by which a management trainees are allowed to work full time analyzing and solving problems in other department | |
| Act prohibiting arbitrary age discrimination and specifically protecting individuals over 40 years old | |
| Test in which the test contains a fair sample of the tasks and skills actually needed for the job in question | |
| The process of teaching new employees that basic skills they need to perform their jobs | |
| Development technique in which teams of managers compete by making computerized decisions realisitc but simulated situations | |
| Online systems that help employers attract, gather, screen, compile and manage applications | |
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