Recruitment and Selection - MGT421 - Exam 1

Workforce Assessment

organizational strategy comprised of all the processes, tools, and systems to make effective decisions concerning work structure and job design, as well as the selection criteria and performance expectations for the individuals working in those jobs

Employee Life Cycle

process comprised of job recruitment, selection and hiring, performance management, training and development, and ultimately, the conclusion of employment

True

True or False -

Job analysis is the key to every strategy
and practice in HR

Work

a relevant and strategic collection of tasks and responsibilities that are performed for a specific purpose and outcome

Task

an activity requiring a specific combination of cognitive and physical performance that results in a targeted output

Scientific Management

concept developed by Frederick Taylor that emphasized worker efficiency and productivity through job design

Management by Objectives (MBO)

a concept developed by Peter Drucker to facilitate the alignment of organizational objectives with worker tasks, goals, and performance outcomes

Job

a type of work role comprised of a set of specific tasks and responsibilities that facilitate the achievement of performance outcomes

KSAOs

acronym that stands for knowledge, skills, abilities, and other characteristics

Knowledge

declarative, procedural, and factual information required to be able to perform a job

Skills

the demonstration of tasks that have been learned and practiced over time

Abilities

the capacity for demonstrating certain behaviors and performing a wide range of relevant tasks

Other Characteristics

any critical personal/dispositional job requirements not covered within the knowledge, skills, and abilities

Job Family

a group of jobs that is similar in function and scope and share common knowledge, skills, and abilities

Position

a job that is held by one individual employee

Incumbent

another term for employee

Occupation

a type of job that may exist in different types of organizations and/or industries

O*Net Database

an online, interactive occupational database maintained by the U.S. Department of Labor’s Employment and Training Administration

Work Shift

the hours in which an employee is scheduled to work

Job Enlargement

the augmenting of a job by adding an array of tasks similar in complexity and responsibility as the existing tasks, enabling variety

Job Enrichment

the enhancing of a job by adding tasks that are greater in complexity and/or responsibility

WIIFM: Acronym that stands for…

“What’s in it for me?”

Title VII of the Civil Rights Act of 1964

• Prohibits discrimination because of race, color, sex, national origin, and
religion in all employment decisions.
• Applies to employers with 15+ employees and employment agencies, labor
organizations, and government agencies.

The Civil Rights Act of 1991

• Once a case is established, the burden of proof falls on the defendant instead
of the plaintiff.

The Americans with Disabilities Act (ADA) of 1990

• Prohibits discrimination against individuals with physical or mental
impairments in employment decisions.
• Physical and mental impairments affect one or more life activities on a regular basis.
• Organizations must differentiate between essential and marginal job
functions.
• Employers must provide reasonable accommodations, so qualified
individuals can perform the job.

The Age Discrimination in Employment Act of 1967

• Prohibits discrimination against individuals who are 40+ years old in
employment decisions.
• Bona Fide Occupational Qualification (BFOQ)

The Equal Pay Act of 1963

• Prohibits pay discrimination on the basis of gender.
• If employees perform work that requires equal skill, effort, and responsibility
and work under similar work conditions, they must be paid equally.

Comparable Worth

The concept that jobs with similar qualifications,
responsibility, complexity, and/or task criticality should be categorized in the
same pay range.

The Lilly Ledbetter Fair Pay Act of 2009

Allows workers to file unfair pay complaints within 180 of a potentially discriminatory paycheck. Most importantly, the 180 days resets after each paycheck, which allows workers to more effectively challenge unequal pay situations.

The Immigration Reform and Control Act (IRCA) of 1986

• Protects individuals who were admitted into the US as temporary or
permanent residents, but are not US citizens, from employment
discrimination.
• Prohibits employers from:
• Hiring only US citizens or lawful permanent residents unless they are required by law,
regulation, or government contract.
• Rejecting lawful documentation of employment eligibility or requiring additional
documentation beyond the I-9 process.
• Retaliating against individuals for asserting their employment rights, filing a charge, or
cooperating in an investigation.

Work Visa

a federal program that allows employers to sponsor foreign workers, so they can work legally in the US for a certain amount of time.

Quid pro quo

the sexual activity is a condition of one’s employment or determines one’s work outcomes.

Hostile working environment

The activity negatively impacts an employee’s work performance.

Sexual harassment

Unwelcome sexual advances.
• According to the EEOC, this is a form of sex discrimination that’s prohibited by Title VII.

Disparate Treatment

Unequal or unfair treatment of an individual or group that may or may not result in adverse impact.

Adverse Impact

The result of an employment practice that negatively affects an entire group or individuals.

Four-fifths Rule

technique used to determine adverse impact involving the examination of the selection ratio values for a job broken down by race/ethnicity numbers of applicants and hires.

Selection Ratio

The proportion of job applicants who are considered acceptable to be hired, promoted, or otherwise selected to fill a job opening.

Good-faith effort

Degree of effort put forth in a situation that a reasonable individual would consider diligent, responsible, and honest given the existing circumstances.

Job analysis

The process of examining the elements of a job and its worth for use in all employee-based HR practices and decisions

The FOUNDATION OF HR

Job Description

Formal document that includes information about the job’s level, work conditions, qualifications, tasks, and responsibilities

Archival Records

Information that has been documented and stored and can be accessed and used for various data needs

Observation

Systematic identification, documentation, description, and interpretation of selected behaviors through real-time viewing or listening modalities

Subject-matter Experts (SME)

An individual with firsthand experience and knowledge about a job

Declarative Knowledge

information that comprises the facts needed to understand a job

Procedural Knowledge

information needed to understand how to perform necessary job tasks

Tacit Knowledge

information not officially recorded anywhere that an individual knows because it has been passed down from a predecessor or through trial and error

Questionnaire

A document comprised of a collection of questions and statements designed to gather information from respondents about a topic or area of interest/need

Respondents

An individual who provides information for a questionnaire

Open-ended question

a question that allows the respondent to provide a free-form answer

Closed-ended question

A question that requires the respondent to provide an answer from a limited number of options such as yes/no

Forced-choice response set

a questionnaire item that enables the respondent to select an answer from a set of choices

Anchor

a selection option on a questionnaire response scale

Interviews

a structured real-time discussion with a knowledgeable source of job-related information

Critical Incident Technique

an open-ended interview item in which the interviewee is asked for an example of a real job-related situation