FBLA Terms

Task Analysis

Breaking down a job into basic parts to see what skills and knowledge are needed.

On-The-Job Training

Learning by actually doing the work.

Computer-Based Training

Using computers/software to learn skills.

Rebranding a Hotel

Same hotel, same people, new image/values.

Job Analysis

Figuring out what a job requires and who should do it.

Job Description

List of what you do in a job (duties, responsibilities, who you report to).

Job Specifications

List of what a person needs to do the job (education, skills, personality).

Reactivity

How much something reacts or responds.

Chronological

In time order (oldest to newest).

Incumbent

The person currently in a position.

Job Summary

Brief overview of what the job involves.

Job Identification

Basic info: job title, who prepared it, when.

Responsibilities and Duties

Main tasks you're expected to do.

Off-The-Shelf

Ready-made, not custom.

Viable

Workable; can succeed.

Personnel Planning

Figuring out how many people you'll need.

Succession Planning

Planning who will replace leaders when they leave.

Scatter Plot

Graph showing if two things are related.

Initiative

A new plan to solve a problem.

Institutionalize

Make something a normal part of the organization.

Metrics

Numbers used to measure performance.

Centralize

Put control in one place.

Foreknowledge

Knowing something before it happens.

Discontent

Unhappiness about something.

Inbreeding

Hiring only from within.

Status Quo

The way things are now.

Referrals

Recommendations from current employees.

Alternative Staffing

Using temps, contractors, or part-timers instead of full-time employees.

On-Demand Recruiting

Short-term hiring help for specific projects.

Explicit

Clear and direct.

Benefits of Temps

More productive, try before you hire, less paperwork.

Temp

Temporary worker.

Prospective

Potential or future.

Costs of Temps

Higher fees, less loyalty.

Invoicing

Making sure the temp agency's bill matches what you need.

Time sheets

Proof of hours worked and agreement to pay.

Temp-to-perm policy

Rules for hiring a temp permanently.

Dress code

What temps should wear.

Equal employment opportunity statement

Agency's promise not to discriminate.

Job description information

Making sure the agency understands the job.

Discriminate

Treat people unfairly based on certain characteristics.

Concerns of Temp Employees

Temps worry about: bad treatment, job insecurity, no benefits, being misled, underemployment, feeling alienated.

Dehumanize

Make someone feel less human; treat without kindness.

Impersonal

Cold and unfriendly.

Alienation

Feeling disconnected or unfriendly toward something.

Disenchantment

Loss of enthusiasm or belief.

Termination

End or fire.

Harassment

Annoying or pressuring someone in unpleasant ways.

Resentment

Anger about unfair treatment.

Executive Recruitment

Finding top-level managers using headhunters.

Guidelines for Choosing a Recruiter

Make sure they're thorough, meet your handler, know the cost, agree on candidate type, do your own reference checks.

On-campus recruiting goals

See if candidates are worth pursuing and attract good ones.

On-site visits

Invitation letters, hosts, info packages, planned interviews, timely offers, follow-up.

Employee Referrals

Current employees recommend candidates (pros: invested employees, cost-effective, can diversify; cons: might be discriminatory).

Walk-ins

Job seekers who just show up; treat them courteously.

Reliability of Testing

Do test scores stay consistent over time?

Validity

Does the test actually measure what it's supposed to?

Types of Validity

Criterion validity and content validity.

Criterion

A standard used to judge something.

Steps in Test Validation

Analyze job → Give test → Compare scores to performance → Repeat with different people.

Concurrent

Happening at the same time.

Testing Program Guidelines

Use tests as supplements, validate them, monitor the program, keep records, use a psychologist, manage conditions, revalidate regularly.

Test Takers' Individual Rights

Confidentiality, informed consent, qualified interpreters only, fair tests.

Defamation

Damaging someone's reputation with false statements.

Libeling

Writing false things that hurt someone's reputation.

Slandering

Speaking false things that hurt someone's reputation.

Avoiding Employee Defamation Suits

Train supervisors, use 'need to know' policy, disclose procedures.

Major Types of Tests

Basic skills, job skills, psychological tests.

Why Use Testing?

More work demands, screen out bad employees, reduce turnover.

Online tests

Phone screening, computer tests, virtual inbox, online problem-solving.

Types of Tests

Work samples, numerical ability, reading, clerical checking.

What Different Tests Measure

Cognitive abilities, motor/physical abilities, personality/interests, current achievement.

The Big Five

Extraversion, Conscientiousness, Agreeableness, Openness, Emotional Stability.

Extraversion

Being outgoing and social.

Conscientiousness

Being careful and doing things correctly.

Agreeable

Willing to cooperate.

Neuroticism

Being anxious or worried (opposite of emotional stability).

Work Samples and Simulations

Testing by having people do actual work tasks.

Miniature

Very small version.

Other Selection Methods

Reference checks, background checks, criminal records, driving records, credit checks.

Why Investigations and Checks?

Verify information and uncover problems.

Sources of Information

Former employers, supervisors, credit companies, written references, social media.

Limitations on Background Checks

Defamation risks, privacy laws, supervisor reluctance.

Making Background Checks More Useful

Get signed authorization, use phone references, be persistent, compare resume to application, ask open-ended questions, use references to find more references.

Elicit

Get information from someone.

Using Preemployment Information Services

Disclosure, authorization, certification, provide copies, notice of adverse action.

The Polygraph and Honesty Testing

Lie detectors generally prohibited except: after economic loss, employee had access, reasonable suspicion, employee informed of details.

Polygraph

Lie detector.

Honesty Testing Programs

Ask direct questions, listen, credit check, check references, use honesty tests, drug test, have search policy.

Physical Examinations

Verify physical requirements, discover limitations, establish health baseline, reduce absences/accidents, detect diseases.

Absenteeism

Being frequently absent from work.

Substance Abuse Screening

Drug testing before hiring, after accidents, with symptoms, randomly, before promotions.

Urinalysis

Urine test for drugs.

Employee Selection Process

Steps to choose the best candidate.

Application Forms

Documents candidates fill out with their information.

Interviews

Face-to-face meetings to evaluate candidates.

Structured Interview

Interview with standardized questions for all candidates.

Unstructured Interview

Interview with flexible, conversational questions.

Situational Interview

Asking 'what would you do if…' questions.

Behavioral Interview

Asking about past experiences and how candidate handled them.