Term
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Definition
| a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period |
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Term
| 3 Steps of Hiring Process |
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Definition
1) Recruitment
2) Selection
3) Socialization |
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Term
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Definition
| the process of generating a pool of QUALIFIED candidates for a particular job |
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Term
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Definition
| the process of making a "hire" or "no hire" DECISION regarding each applicant for the job |
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Term
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Definition
| the process of ORIENTING new employees to the organization or the unit in which they'll be working |
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Term
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Definition
| attempts to determine the supply and demand for various types of HRs to predict areas within the organization where there will be labor shortages/surplus |
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Term
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Definition
1) Forecasting the demand for labor
2) Determining labor supply
3) Determining labor shortage/surplus |
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Term
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Definition
Math-based.
Limitations: backward-driven and dynamic environment |
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Term
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Definition
Expert-based.
Limitation: subjective |
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Term
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Definition
| constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year |
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Term
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Definition
| objective measures that accurately predict future labor demand |
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Term
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Definition
| a ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next |
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Term
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Definition
| Cost of using source / # of people hired |
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Term
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Definition
| the process through which organizations make decisions about who will or will not be allowed to join the organization |
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Term
| Steps of Personnel Selection |
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Definition
1) Screening applications & resume
2) Testing & reviewing work samples
3) Interviewing candidates
4) Checking references and background
5) Making a selection |
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Term
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Definition
| consistency across time or judges |
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Term
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Definition
| measured intended KSA or predictive of job performance |
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Term
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Definition
| Knowledge, Skills, & Ability |
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Term
| Criterion-Related Validity |
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Definition
| a measure of validity based on showing a substantial correlation between test scores and job performance scored |
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Term
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Definition
| research that uses the test scores of all applicants and looks for a relationship between the scores and future performance of the applicants who were hired |
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Term
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Definition
| research that consists of administering a test to people who currently hold a job, and then comparing their scores to existing measures of job performance |
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Term
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Definition
| consistency between the test items or problems and the kinds of situations or problems that occur on the job |
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Term
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Definition
| consistency between a high score on a test and high level of a construct, as well as between mastery of this construct and successful performance of the job |
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Term
| Generalizable Selection Method |
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Definition
| applies not only tot he conditions in which the method was originally developed |
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Term
| Fair Credit Reporting Act |
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Definition
permission needed before credit check.
Copy of report and summary of rights is required |
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Term
| Immigration Reform & Control Act, 1986 |
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Definition
| federal law requiring employers to verify and maintain records on applicants' legal rights to work in the US |
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Term
| Nondirective (Unstructured) Interviews |
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Definition
| non-consistent format, so reliability and validity are low |
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Term
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Definition
| establishes a set of questions for the interviewer to ask |
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Term
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Definition
| "what would you do in this situation?" |
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Term
| Behavior Description Interview (BDI) |
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Definition
situational.
"What did you do in this situation in the past?"
Tend to be the most valid |
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Term
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Definition
| assess how well a person can learn or acquire skills and abilities |
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Term
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Definition
| measure a person's existing knowledge and skills |
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Term
| Big 5 Personality Dimensions |
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Definition
1) Careful, dependable
2) Courteous, caring
3) Anxious, hostile
4) Sensitive, flexible
5) Outgoing, talkative |
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Term
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Definition
an organization's planned efforts to help employees acquire job-related knowledge, skills, abilities and behaviors, with the goal of applying these to the job.
Beneficial when linked to organizational needs and when it motivates employees. |
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Term
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Definition
| a process of systematically developing training to meet specified needs |
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Term
| Stages of Instructional Design |
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Definition
1) Asses needs for training
2) Ensure readiness for training
3) Plan training program
4) Implement training program
5) Evaluate results of training |
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Term
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Definition
Learning Management System.
a computer application that automates the administration, development, and delivery of training programs.
Used to carry out the ID process |
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Term
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Definition
| the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary |
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Term
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Definition
| a process for determining the appropriateness of training by evaluating the characteristics of the organization |
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Term
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Definition
| a process of determining individuals' needs and readiness for training |
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Term
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Definition
| process of identifying and analyzing tasks to be trained for |
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Term
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Definition
| a combination of employee characteristics and positive work environment that permit training |
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Term
| Presentation training methods |
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Definition
trainees receive info provided by others.
Conveys facts or comparing alternatives |
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Term
| Hands-on training methods |
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Definition
Trainees are actively involved in trying out skills.
Shows how skills are related to the job, or how to handle interpersonal issues |
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Term
| Group-building training methods |
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Definition
Trainees share ideas and experiences, build group identities, learn about interpersonal relationships and the group.
Establishes teams or work groups.
Manages performance of teams or work groups |
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Term
| Benefits of On-the-Job Training |
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Definition
Relevance to the job.
Spares expenses of removing employees from job.
Spares expenses of hiring outside trainers. |
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Term
| Drawbacks of On-the-Job Training |
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Definition
Can be costly.
Errors and damage to equipment.
Trainers can sometimes not teach what they know. |
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Term
| Benefits of Off-the-Job Training |
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Definition
Extended uninterrupted periods of study.
Limited distractions. |
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Term
| Drawbacks of Off-the-Job Training |
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Definition
May not transfer to job.
Not much learning may take place. |
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Term
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Definition
| training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job |
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Term
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Definition
| detailed descriptions of a situation that trainees study and disucss |
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Term
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Definition
| require trainees to gather info, analyze it and make decisions that influence the outcome of the game |
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Term
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Definition
| participants learn concepts and apply them by simulating behaviors involved and analyzing the activity |
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Term
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Definition
| a teamwork and leadership training program based on the use of challenging, structured outdoor activities |
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Term
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Definition
| on-the-job use of knowledge, skills and behaviors learned in training |
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Term
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Definition
| Return on Investment = Results / Training Costs |
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Term
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Definition
designed to change employee attitudes about diversity and/or develop skills needed to work in a diverse workforce.
Emphasizes either a) attitude awareness and change, or b) behavior change |
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Term
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Definition
| training designed to prepare employees to perform their job effectively, learn about their organization, and establish work relationships. |
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Term
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Definition
| long-term process consisting of Anticipatory Stage, Encounter Stage, and Settling In |
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