HR Chapter 5,6, and 7

Suspension

As a part of a progressive disciplinary program, a _____ is a temporary layoff, usually with pay, when there is an ongoing investigation

Termination

As part of a progressive program, ____ is an act by the organization to end the employment relationship

Work simulations (or work samples)

Involve asking the prospective employee to perform tasks or job-related activities that simulate or represent the actual work for which the person is being considered

semistructured employment interview

Involves advance preparation of major or key questions that all applicants will be asked. However, the interviewer is also given the prerogative to ask additional follow-up questions to probe the interviewee's specific answers.

Projective technique

Involves showing an individual an ambiguous stimulus, such as an ink blot or a fuzzy picture, and then asking what he or she "sees"

structured employment interview

The interviewer either prepares or receives from others a list of standard questions to be asked during the interview. All interviewers ask the same questions of each candidate to achieve consistency across interviews.

Supervisory recommendations

a mechanism for internal recruiting, a manager solicits nominations or recommendations for a position that needs to be filled from supervisors in the organization.

False positives

are applicants who are predicted to be successful and are hired but who ultimately fail

False negatives

are applicants who are predicted to fail and are not hired, but if they had been hired would have been successful.

Job analysis

are individuals who perform job analysis in an organization

Human capital investment

are investments people make in themselves to increase their value in the workplace. These investments might take the form of additional education or training.

Progressive disciplinary plans

are organizational disciplinary programs where the severity of the punishment increases over time or across the problem.

Realistic job previews (RJPs)

are pre-employment previews that provide accurate and realistic information to the job applicant. They can also be used with new employees as a means of socializing them in their new job roles, and they are effective in reducing turnover.

Stock options

are rights given to employees to purchase a certain number of shares of stock at a given price

In-basket exercises

are special forms of work simulations for prospective managers. They consist of collections of hypothetical memos, letters, and notes that require responses.

Knowledge, skills, and abilities (KSA)

are the fundamental requirements necessary to perform a job.

Employment application

asks individuals for various bits of information pertaining to their personal background

Integrity tests

attempt to assess an applicant's moral character and honesty

Biodata application blanks

focus on the same type of information that is found in a regular application but go into more complex and detailed assessments about that background

A job specification

focuses on the individual who will perform the job and indicates the knowledge, abilities, skills, and other characteristics that an individual must have to be able to perform the job

Organizational citizenship behaviors (OCB's)

include employee behaviors that are beneficial to the organization but are not formally required as part of an employee's job

Apprenticeship

involves a combination of no the job training and classroom instruction

Vestibule training

involves a work-simulation situation in which the job is performed under a condition that closely simulates the real work environment

Employee leasing

involves an organization paying a fee to a leasing company that provides a pool of employees who are available on a temporary basis. This pool of employees usually constitutes a group or crew intended to handle all or most of the organization's work needs in a particular area.

On the job training

involves having employees learn the job while they are actually performing it

Unstructured employment interview

involves relatively little advance preparation. The interviewer may have a general idea about what she or he wants to learn about the job applicant but has few or no advance questions that are formally constructed.

Executive succession

involves systematically planning for future promotions into top management positions

employment test

is a device for measuring the characteristics of an individual such as personality, intelligence, and aptitude.

The Task-analysis inventory

is a family of job analysis methods, each with unique characteristics; each focuses on analyzing all the tasks performed in the focal job.

The Fleishman Job-analysis

is a job analysis procedure that defines abilities as the enduring attributes of individuals that account for differences in performance. relies on the taxonomy of abilities that presumably represents all the dimensions relevant to work.

Job posting

is a mechanism for internal recruiting in which vacancies in the organization are publicized through various media such as company newsletters, bulletin boards, internal memos, and the firm's intranet.

Self-report inventory

is a paper-and-pencil measure in which an applicant responds to a series of statements that might or might not apply to him or her.

Training

is a planned attempt by an organization to facilitate employee learning of job-related knowledge, skills, and behaviors

The Position Analysis Questionnaire (PAQ)

is a standardized job-analysis instrument consisting of 194 items that reflect work behavior, working conditions, and job characteristics that are assumed to be generalizable across a wide variety of jobs.

Management Position Description Questionnaire (MPDQ)

is a standardized job-analysis instrument, similar in approach to the PAQ, that also contains 197 items. The MPDQ's focus, however, is on managerial jobs, and the analysis is done in terms of 13 essential components of all managerial jobs

organizational development

is a systemwide effort, managed from the top of the organization, to increase the organization's overall performance through planned interventions.

Nonrelevancy

is a type of error that occurs when an interviewer really does not know enough about the job for which he or she is interviewing candidates. As a result, the interviewer bases an assessment of the individual's abilities to perform the job on incomplete or inaccurate assessments of the nature of that job.

situational interview

is a type of interview, growing in popularity, in which the interviewer asks the applicant questions about a specific situation to see how the applicant reacts

Utility analysis

is an attempt to determine the extent to which a selection system provides real benefit to the organization

A subject matter expert (SME)

is an individual presumed to be highly knowledgeable about a particular job and who provides data for job analysis. An SME may be an existing job incumbent, a supervisor, or another knowledgeable employee.

Head hunters

is an individual working for an executive search firm who seeks out qualified individuals for higher-level positions

Human resource information system

is an integrated and increasingly automated system for maintaining a database regarding the employees in an organization.

The rate of unemployment

is calculated by the Bureau of Labor Statistics as the percentage of individuals looking for and available for work who are not currently employed

Selection

is concerned with identifying the best candidate or candidates for a job from among the pool of qualified applicants developed during the recruiting process.

Occupational Information Network(O*NET)

is technically not a job-analysis procedure but a database that provides both basic and advanced job-analysis information; as such, IT can be viewed as an alternative to conducting job analysis.

Involuntary turnover

is terminating employees whose services are no longer desired.

Experience

is the amount of time the individual has spent working in either a general capacity or a particular field of study.

Reliability

is the consistency of a particular selection device -- that is, it measures whatever it is supposed to measure without random error; this is not the same as accuracy.

Criterion-related validity

is the extent to which a selection technique accurately predicts elements of performance. It is most typically demonstrated by establishing a correlation between a test or measured performance in a simulated work environment and measures of actual on-the-job performance

Job dissatisfaction

is the feeling of being unhappy with one's job. It is a major cause of voluntary turnover.

The market wage rate

is the prevailing wage rate for a given job in a given labor market.

Recruiting

is the process of developing a pool of qualified applicants who are interested in working for the organization and from which the organization might reasonably select the best individual or individuals to hire.

Human Resource planning

is the process of forecasting the supply and demand for human resources within an organization and developing action plans for aligning the two.

Job analysis

is the process of gathering and organizing detailed information about various jobs within an organization so that managers can better understand the processes through which they are performed most effectively

Internal recruiting

is the process of looking inside the organization for existing qualified employees who might be promoted to higher-level positions.

External recruiting

is the process of looking to sources outside the organization for prospective employees.

Rightsizing

is the process of monitoring and adjusting the composition of the organization's workforce to its optimal size.

A job description

lists the tasks, duties, and responsibilities for a particular job. It specifies the major job elements, provides examples of job tasks and provides some indication of their relative importance in the effective conduct of the job.

Validity

means that scores on a test are related to performance on a job. This must be determined empirically, and it is critical to defending against charges of discrimination in hiring.

cognitive ability tests

measure mental skills

Psychomotor ability tests

measure physical abilities such as strength, eye-hand coordination, and manual dexterity

Personality tests

measure traits, or tendencies to act, that are relatively unchanging in a person

Big five personality traits

neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness-- tend to be more behavioral than cognitive or emotional and are likely to be more important for job performance than more traditional personality traits.

First impression error

occurs when an interviewer makes a decision too early in the interview process. This error may significantly affect a decision even when subsequent information indicates the first impression may have been wrong

Contrast error

occurs when the interviewer is unduly influenced by other people who have been interviewed

Similarity error

occurs when the interviewer is unduly influenced by the fact that the interviewee is similar to the interviewer in one or more important ways. As a result of the perception of similarity, the interviewer may be more favorably disposed toward the candidate than the candidate's credentials warrant.

Ethics

refers to an individual's beliefs about what is right and wrong and what is good and bad. ethics are formed by the societal context in which people and organizations function.

Overtime

refers to hours worked above the normal 40-hour workweek, for which there is usually a pay premium.

Part-time workers

refers to individuals who are regularly expected to work less than 40 hours a week. They typically do not receive benefits and afford the organization a great deal of flexibility in staffing.

Distributive justice

refers to perceptions that the outcomes a person faces are fair when compared to the outcomes faced by others

Procedural Justice

refers to perceptions that the process used to determine the outcomes were fair.

Development

refers to teaching managers and professionals the skills needed for both present and future jobs.

Job embeddedness

refers to the fact that some people stay in their jobs, even when they decide they are unhappy and should leave. Other ties in the community or obligation keep the employee in the job

Education

refers to the formal classroom training an individual has received in public or private schools and in a college, university, or technical school

Organizational learning

refers to the process by which an organization "learns" from past mistakes and adapts to its environment

Interactional Justice

refers to the quality of the interpersonal treatment people receive when a decision is implemented

Discipline

refers to the system of rules and procedures for how and when punishment is administered and how severe the punishment should be

Weighted application blank

relies on numerical indexes to determine the relative importance of various personal factors for predicting a person's ability to perform a job effectively

Punishment

simply refers to following unacceptable behavior with some type of negative consequences

Employment at will

states that an employer can terminate any employee, at any time, for any reason (good or bad), or for no reason at all.

Organizational commitment

the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization

Verbal warnings

the first step in most progressive disciplinary programs—are cautions conveyed orally to the employee.

Word of mouth recruiting

the organization simply informs current employees that positions are available and encourages them to refer friends, family members, or neighbors for those jobs.

Written warnings

the second step in most progressive disciplinary programs—are more formal warnings. They are given to the employee in writing and become part of the employee's permanent record.

Work-based programs

tie training and development activities directly to performance of the tasks

The critical incidents approach

to job, analysis focuses on critical behaviors that distinguish effective from ineffective performers.