HR Test 2

Leaderless group discussion

a group of participants is given a job-related topic and asked to carry on a discussion for a period of time

situational-judgement tests

consist of a series of job-related situations presented in written, verbal, or visual form

structured questionaires

standardized feedback that use fixed, predefined questions and set response options to collect data

business strategy

master plan that guides an organization to reach its goals, allocate resources, and gain a competitive advantage in the market

personality

OCEAN

• openess to experience

• conscientious - hardworking dependable

• extroversion

• agreeableness

  • neuroticism

reliability facets

constituency, stability, and precision of a measurement across different items, time points, or observers

talent inventory

organized database of the existing skills, abilities, career interests, and experience of the current workforce

• used for promotional recruitment

contrast effects

tendency among interviewers to evaluate a current candidate’s interview performance relative to those that immediately proceeded it

negligent hiring

• failure to check closely enough on a new employee who commits a crime on a job

job design

planning and structuring of work tasks, responsibilities, and relationships to boost employee motivation, satisfaction, and organizational productivity

circumstantial evidence

statistical evidence is used as a method of proving the intention to discriminate systematically against classes of individuals

emotional intelligence

ability to perceive, appraise, and express emotion

EEOC

equal employment opportunity commission

• enforces laws against workplace discrimination

quid pro quo

exists when the harassment is a condition of employment

Fair Credit Reporting Act

regulates the collection, dissemination, and use of consumer information, promoting the accuracy, fairness, and privacy of records held by consumer reporting agencies

work-sample tests

standardized measure of behavior whose primary objective is to assess the ability to do rather than the ability to know

Americans with Disabilities Act (ADA)

prohibits discrimination agains individuals with disabilities in all areas of public life

shrinkage

losses due to employee theft, shoplifting, vendor fraud, and administrative errors, equals 5 percent of annual sales

interview

structured conversation where one person asks questions and another person provides answers

critical incidents

a performance appraisal method where managers log extreme positive or negative behaviors or workplace emergencies and traumatic events requiring rapid crisis response

workforce forecasting

predict future people requirements based on an analysis of the future supply of labor and future demand for labor

Relationship between HR and Business Strategy

aligns companies workforce plan directly wits its long term business goals, strategy treats people and talent as the main driver of competitive advantage

organizational culture

DNA of an organization: invisible but critical in shaping the character of the workplace

• in form of statements, promotion criteria, stories, what leaders pay attention to

strategic workforce planning system

talents inventory connect with workforce forecast connect with actions plans, connected with control and evaluation to provide feedback on the overall effectiveness of the SWP system

selecting managers

Selecting a great manager requires evaluating core competencies like communication, decision-making, and emotional intelligence rather than simply promoting top individual performers or self-promoters.

aligning business and HR strategy

turns HR from a basic administrative team into a core driver of company growth and profitability

discrimination

unfair or prejudicial treatment of people based on the groups, classes, or categories to which they belong or perceived to belong

job analysis methods

describe the work to be done, and the kinds of personal characteristics needed to do the work

• job description

• job specification

Title VII of the Civil Rights Act of 1964

prohibits employers from discriminating against employees and job applicants on the basis of race, color, religion, sex, and national origin

strategic workforce planning

aligns and organizations talent strategy with its long term business goals to ensure it has the right people with the right skills in the rights roles at the right cost at the right time

Civil Rights Act of 1991

strengths federal civil rights protections and provides monetary damages for intentional employment discrimination

three-step process

investigation

conciliation - figuring out how to fix a problem

litigation - resolving by filing a lawsuit

EEOC commissioners

• This independent regulatory agency has five commissioners appointed by the president, confirmed by the Senate, and serving for 5 years

  • Sets policy and, in individual cases, determines whether there is reasonable cause to believe that unlawful discrimination has occurred

  • Follows a three-step process, investigation, conciliation, and litigation, once it receives a complaint of discrimination

retaliation claims

when an employer takes advert action against an employee for engaging in a legally protected activity

OFCCP (office of federal contract compliance programs)

-              When a compliance review indicates problems, the OFCCP tries to reach a conciliation agreement with the employer

o   If the agreement is unsuccessful, formal enforcement action is necessary

o   Contractors may lose government contracts, the government may withhold payment, or they may be barred from the government contact work

contract compliance

contractors and subcontractors must meet EEO and affirmative action requirement in addition to quality, timeliness, and other requirement of federal contract work

reverse discrimination

discrimination against whites and in favor of members of protected groups

observation

directly watching to assess behavior, skills, and work performance

job performance

ability x motivation (effort)

integrity tests

• overt or clear-purpose tests: assess directly a persons attitudes toward dishonest behaviors

• personality-based or disguised tests: aim to predict a broad range of counterproductive behaviors at work

SMART

specific, measurable, appropriate, realistic, and timely

succession plan

simplest type of internal-supply forecast

• ensures the availability of competent executive talent when required

steps to following when developing a succession plan

o   Gain alignment on business strategy

o   Assess current performance and readiness for promotion

o   Identify replacement candidates for each key position based on fit

o   Identify career-development needs

o   Integrate individuals’ career goals with company goals

assessment-center method

• evaluates a candidate’s potential for management based on three sources

  • multiple assessment techniques

  • standardized methods of making inference from such techniques

  • pooled judgments from multiple assessors

validity

degree to which the evidence supports inferences

• quality in measure what it claims to measure

job description

written summary of task requirements

theory of discrimination

explain why and how unequal treatment, pay gaps, and social segregation happen across economic, legal, and social systems

drug testing

• method of selection

• emphasis that drug screening will help ensure a safer workplace

• forbid employees from working under the influence

• tell in advance if this is a routine in employment

vision statement

the ideal future state of an HR department and its longer impact on the workforce and organization

Uniformed Services Employment and Reemployment Rights Act

requires public and private employers to promptly reemploy individual returning from uniformed service in the position they would have occupied and with the seniority rights they would have had they never left

• maintain health benefits while away but don’t have to make up difference in pay

• administered by the Veterans Employment and Training Service of the DOL

EEOC guidelines

• file annual report detailing workforce numbers by job category, ethnicity, race, and gender if over 100 employees

adverse impact

when a policy or practice excludes or disadvantages members of a protected group, even if there is no intent to discriminate

neuroticism (OCEAN)

insecure, anxious, depressed, and emotional

• opposite of emotional stability - clam, cool, and confident