Untitled document (2)

Employment Testing

The use of various assessments (e.g., cognitive tests, personality tests) to evaluate a candidate's suitability for a role.

Validity

The extent to which a selection test measures what it claims to measure and predicts job performance.

Reliability

The consistency of a selection test in producing stable and repeatable results.

Realistic Job Preview (RJP)

A tool used to give candidates an accurate picture of the job, including both positive and negative aspects.

Employment Interview

A structured conversation between an employer and a candidate to assess suitability for a job.

Structured Interview

A standardized interview format where all candidates are asked the same set of predetermined questions.

Selection

The process of choosing the most suitable candidates from a pool of applicants to fill job positions.

Strategic Significance of Selection

The importance of hiring decisions in ensuring organizational success and workforce quality.

Applicant Screening

The initial stage of selection where resumes and applications are reviewed to filter candidates.

Unstructured Interview

A more flexible interview format where questions vary depending on the candidate's responses.

Behavioral Description Interview (BDI)

An interview technique where candidates provide examples of past experiences to demonstrate their skills.

Situational Interview

An interview approach where candidates are asked how they would handle hypothetical workplace situations.

Digital Interviews

Interviews conducted via video or online platforms, often using artificial intelligence for screening.

Interviewer Errors

Mistakes made by interviewers that can lead to biased or inaccurate candidate evaluations.

Reference Checks

The process of contacting previous employers or other references to verify a candidate's background.

Contingent Assessments

Additional requirements such as medical exams or drug tests that must be met before a hiring decision is finalized.

Multiple Cutoff Approach

A selection strategy where candidates must meet minimum scores on various assessments to be considered.

Compensatory Approach

A selection strategy where strong performance in one area can compensate for weaker performance in another.

Selection Ratio

The proportion of applicants who are actually hired compared to the total number of applicants.

Integrity Tests

Assessments designed to measure a candidate's honesty, ethics, and trustworthiness.

Knowledge Tests

Exams that assess a candidate's job-related knowledge and expertise.

Personality Tests

Assessments that measure personality traits to determine job fit.

Performance Tests

Simulations or hands-on exercises that evaluate a candidate's ability to perform job tasks.

Biographical Information Blank (BIB)

A questionnaire that collects detailed background information to predict job success.

Weighted Application Blank

A scoring system for job applications where different responses are given specific numerical values.

Situational Judgment Test (SJT)

A test where candidates choose the best response to workplace scenarios.

Recruitment

The process of attracting, identifying, and hiring candidates to fill job vacancies in an organization.

Strategic Importance of Recruitment

The role of recruitment in gaining a competitive advantage by attracting top talent to drive business success.

Recruitment Constraints

Factors that limit an organization's ability to recruit effectively, such as budget, labor market conditions, and internal policies.

Diversity and Employment Equity Programs

Initiatives aimed at promoting fairness in hiring by ensuring diverse representation in the workforce.

Indirect vs. Direct Recruitment

Indirect Recruitment involves filling positions through the networks of current employees while Direct Recruitment involves directly hiring from the open job market.

Employee Referrals

A recruitment method where current employees recommend candidates from their networks.

Digital Recruiting

The use of online platforms, job boards, and company websites to attract candidates.

Social Media Recruiting

Leveraging social media platforms like LinkedIn, Facebook, and Twitter to engage and recruit potential hires.

Private Employment Agencies

Organizations that specialize in matching job seekers with employers for a fee.

Educational Institutions

Universities and colleges that serve as sources of entry-level talent through job fairs, internships, and co-op programs.

Temporary-Help Agencies

Firms that provide short-term workers to companies on a contract basis.

Job Fairs

Events where multiple employers gather to attract and recruit job seekers.

Contract Workers

Individuals hired for a specific project or period without becoming permanent employees.

Recruitment Abroad

The process of hiring international talent to fill job vacancies.

Evaluating the Recruitment Function

Measuring the effectiveness of recruitment efforts using key metrics such as cost per hire and quality of hires.

Employment Laws

Regulations that govern employer-employee relationships, ensuring fair treatment and workplace safety.

Discrimination-Free Hiring Practices

Recruitment strategies designed to eliminate bias and promote fair hiring.

Pay Equity

The principle of ensuring equal pay for work of equal value, regardless of gender or other factors.

Whistleblower Protection

Legal safeguards for employees who report illegal or unethical workplace practices.

Human Resource Management (HRM)

The process of managing people within an organization to achieve strategic goals.

Organizational Culture

Shared values, beliefs, and norms that influence workplace behavior.

Diversity Training

Programs designed to educate employees about cultural awareness, bias reduction, and inclusive practices.

Psychological Harassment

Repeated and aggravating behavior that affects an employee's dignity or psychological or physical integrity.

Bona Fide Occupational Requirement

A requirement that every individual performing a specific job must meet because the requirement is essential to the effective and safe performance of the job.

Undue Hardship

The degree to which an employer is expected to accommodate employees.

Job Characteristics

An approach to job design that recognizes the link between motivational factors and components of the job to achieve improved work performance and job satisfaction.

Employee Empowerment

Granting employees the power to initiate change, thereby encouraging them to take charge of what they do.

Succession Planning

A strategy for identifying and developing future leaders within the company to ensure leadership continuity.

Skills Gap Analysis

A comparison of the skills employees currently have versus the skills needed in the future.

Retention Strategies

HR policies and practices designed to reduce employee turnover and improve job satisfaction.

Job Sharing

An employment arrangement where two employees share the responsibilities of one full-time job.

Employee Turnover

The rate at which employees leave a company, voluntarily or involuntarily.

Forecasting Labour Demand

The process of estimating the number and types of employees required to meet future business objectives.

Labour Market Trends

External factors affecting workforce planning, such as economic conditions, demographics, and technological advancements.

Discrimination

A distinction based on one of the prohibited grounds that has the effect of nullifying or impairing the right of a person to full and equal recognition and exercise of his or her human rights and freedoms.

Systemic Discrimination

The exclusion of members of certain groups through the application of employment policies or practices based on criteria that are not job-related.

Harassment-Free Workplace

A work environment where employees are protected from bullying, discrimination, and inappropriate behavior.

Cultural Competence

The ability of employees and leaders to understand, respect, and effectively interact with people from diverse backgrounds.

Occupational Health and Safety

Creating and reinforcing a culture of health and safety.

Safety Performance

The adherence to safety protocols and risk management practices in job design to prevent workplace injuries.

Workplace Toxins

Substances in the workplace that can cause harm to employees' health, such as chemicals and biological agents.

Cyberbullying

Bullying by using communication technology and information.

Post-Traumatic Stress Disorder

A condition that can develop after exposure to actual or perceived threats causing significant stress or trauma.

Problem Solving Teams

Groups formed to address specific issues and improve organization outcomes.

Employee Engagement

The amount of commitment and dedication an employee has toward the job and the organization.

Job Demands

Performance components of the specific physical, cognitive, and social task demands of a job.

Burnout

Total depletion caused by excessive striving to reach unrealistic work-related goals.

Joint Health and Safety Committees

A non-adversarial atmosphere where management and labor can work together to ensure a safe and healthy workplace.

Job Redesign

Modifying an existing job to improve productivity, employee satisfaction, or work conditions.

Diversity and Employment Equity Programs

Initiatives aimed at promoting fairness in hiring by ensuring diverse representation in the workforce.

Workforce Analytics

Utilizing HR data to inform decisions regarding hiring practices, promotions, and the development of the workforce.

Job Description

A formal document that outlines the responsibilities, duties, working conditions, and other aspects related to a specific job.

Job Specification

A comprehensive list detailing the qualifications, skills, experience, and education required to perform a specific job effectively.

Job Performance Standards

Defined expected performance levels for a specific position, used to evaluate employee effectiveness.

Job Design

The process of arranging work and responsibilities to enhance both efficiency and employee satisfaction.

Competency Model

A structured framework that delineates the knowledge, skills, and abilities necessary for success in a particular job or organization.

Competency Matrix

A systematic tool that charts employee competencies in relation to job roles, aiming to identify gaps and training needs.

Autonomy

The extent of control employees possess over their work and decision-making tasks.

Ergonomics

The discipline focused on designing work conditions, equipment, and tasks to maximize safety, comfort, and efficiency.

Job Enlargement

The process of broadening the scope of a job by adding more tasks that are at the same level of responsibility.

Job Enrichment

Enhancing the depth of a job by incorporating additional responsibilities that promote employee engagement and professional growth.

Job Rotation

The practice of shifting employees among various roles or tasks to aid skill development and avoid monotony.

Job Identity

The degree to which a job offers a clear and recognizable purpose, allowing employees to recognize the impact of their work.

Task Significance

The perceived importance of a job in relation to its contributions to the organization or society as a whole.

Work Flow

The ordered sequence of processes and interactions necessary for accomplishing a job effectively.

Employee Log

A self-reported account where employees document their tasks and activities over time for analysis of job performance.

Observation Method

A job analysis approach where analysts observe employees as they perform tasks to gather job-related information.

Interview Method

A job analysis method involving interviews with employees, supervisors, or managers to collect job-specific details.

Questionnaire Method

A structured form designed to collect job-related information from employees and managers efficiently.

National Occupational Classification (NOC)

A standardized classification system in Canada for categorizing jobs based on their responsibilities and requirements.

Focus Groups

A discussion-based method utilized to gather job analysis data by obtaining insights from multiple employees.

Employee Involvement & Work Teams

Strategies aimed at engaging employees in decision-making processes and collaborative problem-solving to improve job design.

Organizational Considerations in Job Design

Factors such as efficiency, work processes, and company strategy that influence job structure.

Environmental Considerations in Job Design

External influences like labor market conditions, regulations, and industry norms that impact job design.