Ch. 11 management

four-fifths rule

80% rule a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. A violation of this rule occurs when the selection rate for a protected group is less than 80% of the selection rate for a nonprotected group

behavior observation scales

BOSs - rating scales that indicate the frequency with which workers perform specific behaviors that are representative of teh job dimensions critical to successful job performance

employee stock ownership plan

ESOP a compensation system that awards employees shares of company stock in addition to their regular compensation

Human resource information system

HRIS a computerized system for gathering, analyzing, storing, and disseminating information related to HRM process

profit sharing

a compensation system in which a company pays a percentages of its profits to employees in addition to their regular compensation

piecework

a compensation system in which employees are paid a set rate for each item they produce

Stock options

a compensation system that gives employees the right to purchase shares of stock at a set price, even if the value of the stock increases

sexual harassment

a form of discrimination in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occurs while performing one's job

specific ability test

also known as aptitude tests, measure the extend to which an applicant possesses the particular kind of ability needed to do a job well done

bona fide occupational qualification

an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions but only if they are reasonably necessary to the normal operation of that particular business.

biographical data

biodata, extensive surveys that ask applicants questions about their personal backgrounds and life experiences

commission

compensation system where employees earn a percentage of each sale they make

training

developing the skills, experience and knowledge employees need to perform their jobs or improve their performance

phased retirement

employees transition to retirement by working reduced hours over a period of time before completely retiring

outplacement services

employment counseling services offered to employees who are losing their jobs because of downsizing

hostile work environment

form of sexual harassment in which unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment

disparate treatment

intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethic group, etc.

structured interviews

interviews in which all applicants are ask the same set of questions

unstructured interviews

interviews in which interviewers are free to ask the applicants anything they want

wrongful discharge

legal doctrine that requires employers to have a job-related reason to terminate employees

employee turnover

loss of employees who voluntarily choose to leave

dysfunctional turnover

loss of high performing employees who voluntarily choose to leave a company

functional turnover

loss of poor performing employees who voluntarily choose to leave

cognitive ability test

measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude

objective performance measures

measures of job performance that are easily and directly counted or qualified

subjective performance measures

measures of job performance that require someone to judge or assess a worker's performance

three types of compensation

pay level, pay variability, and pay structure

360 degree feedback

performance appraisal process in which feedback is obtained from the boss, peers, etc.

background checks

procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job-related background information not provided

internal recruiting

process of developing a pool of qualified job applicants from people who already work in the company

external recruiting

process of developing pool of qualified job applicants from outside the company

needs assessment

process of identifying and prioritizing the learning needs of employees

job evaluation

process that determines the worth of each job in a company by evaluating the market value of the knowledge, skills, and requirements needed to perform it

early retirement incentive programs

programs that offer financial benefits to employees to encourage them to retire early

job analysis

purposeful, systematic process for collecting information on the important work related aspects of a job

interview

selection tool in which company representatives ask job applicants job related questions to determine whether they are qualified for the job

assessment centers

series of managerial simulations, graded by trained observers, that are used to determine applicants' capability for managerial work

Employment references

sources such as previous employers or coworkers who can provide job related information about job candidates

work sample tests

tests that require applicants to perform tasks that are actually done on the job

compensation

the financial and nonfinancial rewards that organizations give employees in exchange for their work

downsizing

the planned elimination of jobs in a company

performance appraisal

the process of assessing how well employees are doing their jobs

validation

the process of determining how well a selection test or procedure predicts future job performance. The better or more accurate the prediction of future job performance, the more valid a test is said to be.

recruiting

the process of developing a pool of qualified job applicants

human resource management

the process of finding, developing and keeping the right people to form a qualified work force

selection

the process of gathering information about job applicants to decide who should be offered a job

employee separation

the voluntary or involuntary loss of an employee

Rater training

training eformane appraisal raters in how to avoid rating errors and increase rating accuracy

quid pro quo sexual harassment

type of sexual harassment in which employment outcomes, such as hiring, promotion, or simply keeping one's job, depend on whether an individual submits to sexual harassment

adverse impact

unintentional discrimination that occurs when members of a particular race, sex, are unintentionally harmed or disadvantaged because they are hired, promoted, or trained at lower rates than others

job description

written description of the basic tasks, duties, and responsibilities, required of an employee holding a particular job

job specifications

written summary of the qualifications needed to successfully perform a particular job