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Definition
| the process of obtaining information about jobs |
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| overall written summary of task requirements |
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| overall written summary of worker requirements |
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| attempt to identify variables related to overall organizational fit and to identify personality characterisitcs consistent with the organization's vision |
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| characteristics of individuals that are necessary for successful performance, with behavioral indicators associated with high performance |
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| identification of the number if employees and the skills needed to perform available jobs, based on an understanding of available competencies and changes in jobs required by corporate goals |
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| long0range business planning that involves fundamental decisions about the very nature of the business, including defining the organization's philosophy; formulating statements of identity, purpose and objectives; evaluating strengths, weaknesses and competitive dynamics determining organizational design; developing strategies; and devising prgrams |
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| tactical (operational) planning |
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Definition
| short - to middle -range business planning that addresses issues associated with the growth of current or new operations, as well as with any specific problems that might disrupt the pace of planned growth |
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| parallels and facilitates implementation of the strategic business plan |
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| used with the purpose of estimating labor requirements at some future time period |
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| internal labor supply forecasts- consists of setting a planning horizon, identifying replacement candidates for each key position, assessing current performance and readiness for promotion, identifying career-development needs, and integrating the career goals of individials with company goals - that are used to ensure the availability of competent executive talent |
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| a structured approach for reaching a consensus judgment among experts, consisting of successive rounds in which experts independently generate information that is summarized by an intermediary and fed back to the experts for revision until there is a convergence of expert opinion |
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| a market exchange process in which employers attempt to differentiate their "products" (job opportunities) among "consumers" (job applicants) who vary in their levels of job-relevant knowledge, abilities and skills |
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| in the employee recruitment and selection process, a cursory selection of possible job candidates from a poll of qualified candidates |
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| the process of choosing among candidates or employees for hire or promotion |
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| familiarization with and adaptation to a situation or an environment |
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| in the employee recruitment and selection process, the assignment of individuals to particular jobs |
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| a broad process that requires managers to define, facilitate, and encourage performance by providing timely feedback and constantly focusing everyone's attention on the ultimate objectives |
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| a geographical area within which the forces of supply (people looking for work) interact with the forces of demand (employees looking for people) and thereby determine the price of labor |
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| a means of identifying whether the composition of the workforce - measured by race and sex- employed in a particular job category in a particular firm represents the composition of the entire labor market available to perform that job |
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Definition
| the advertising of avaialable jobs internally through the use of bulletin boards (electronic or hard-copy) or in lists avaialable to all employees |
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| a recruiter's job overview that includes not only the positive aspects but also the unpleasant aspects of a job |
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| passive nondiscrimination |
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Definition
| an organization's commitment to treat all races and both sexes equally in all decisions about hiring, promotion and pay, but with no attempt to recruit actively among prospective minority applicants |
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Term
| pure diversity-based recruitment |
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Definition
| an organization's concerted effort to expand actively the pool of applicants so that no one is excluded because of past or present discrimination; the decision to hire or to promote is based on the bet qualified individual regardless of race or sex |
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| diversity-based recruitment with preferential hiring |
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Definition
| an organization's recruitment policy that systematically favors women and minorities in hiring and promotion decisions; known as a soft-quota system |
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Definition
| in an organizations recruitment and selection process, a mandate to hire or promote specific numbers or proportions of women or minority group members |
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| the pattern of basica assumptions developed by an organization in learning to adapt to both its external and its internal environments |
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Definition
| the consistency or stability of a measurement-procedure |
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Definition
| evidence regarding the appropriateness or meaningfulness of inferences about scores from a measurement procedure |
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| weighted application blanks (WABs) |
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Definition
| statistically significant relationships between responses to questions on application forms and later measures of job performance |
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| the failure of an employer to check closely enough on a prospective employee, who then commits a crime in the course of performing his or her job duties |
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| standardized measures of behavior, such as math and vocabulary skills, that have right or wrong answers |
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| standardized measures of behaviors, such as interests, attitudes and opinions, that do not have right or wrong answers |
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| losses due to bookkeeping errors and employee, customer and vendor theft |
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| overt (clear purpose) tests that are designed to assess directly attitudes toward dishonest behaviors and personality based (disguised-purpose) tests that aim to predict a broad range of counterproductive behaviors at work |
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Definition
| the assumption that the results of a validity study conducted in one situation can be genearlized to other similar situations |
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Definition
| the set of characteristics of a person that account for the consistent way he or she responds to situations |
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Definition
| the degree to which an individual is insecure, anxious, depressed and emotional versus calm, self-confident and cool |
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| gregariousness, assertiveness and sociability in an andividual as opposed to reserved, timied and quiet |
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Definition
| the degree to which an individual is creative, curious, and cultured, versus practical with narrow interests |
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| the degree to which an individual is cooperative, warm and agreeable versus cold, and antogonistic |
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| the degree to which and individual is hard-working, organized, dependable and persevering vs lazy, disorganized and unreliable |
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Definition
| measures that present an indvidiual with ambiguous stimuli (primarily visual) and allow him or her to respond in an open-ended fashion |
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Definition
| the aspect of leadership behavior that reflects management actions oriented toward developing mutual trust, respect for subordinates' ideas and consideration of their feelings |
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Definition
| the aspect of leadership behavior that reflects the extent to which and individual defins and structures her or his role and those of her or his subordinates toward task accomplishment |
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Definition
| a tendency among interviewers to evaluate a current candidates intervew performance relative to the performances of immediately preceding candidates |
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| a general term denoting three basic methods that members of a well definied group use in judging each other's performance |
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| a method of peer assessment that requires each group member to designate a certain number of group members as highest or lowest on a performance dimension |
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Definition
| a mthod of peer assessment that requires each group member to rate the performance of every other group member |
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Definition
| a method of peer assessment that requires each group member rank the performance of all other members from best to worst |
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Definition
| standardized measures of behavior whose primary objective is to assess the ability to do rather than the ability to know through miniature replicas of actual job requirements |
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Definition
| a process that evaluates a dandidates' potential for manamagement on the basis of multiple assessment technieques, standardized methds of making inferences from such techniques and pooled judgments from multiple assessors |
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Definition
| the percentage of applicants hired, which is used in evaluating the usefulness of any predictor |
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Definition
| planned programs designed to improve performance at the individual, group, and/or organizational levels |
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Term
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Definition
| the seemingly contradictory fact that training employees to develop their skills and improve their performance increases their employability outside the company while simultaneously increasing their job security and desire to stay with their current employer |
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Term
| assessment phase of training |
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Definition
| the phase whose purpose is to define what teh employee should learn in relation to desired job behaviors |
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Term
| training and development phase |
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Definition
| the phase of training whose purpose is to design the environment in which to achive the objectives defined in the assessment phase by choosing methods and techniques and by delivering them in a supportive environment based on sound principles of learning |
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Term
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Definition
| a twofold process that involves establishing indicators of success in training as well as on the job and determining exactly what job-related changes have occurred as a result of the training |
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Definition
| in the assessment of training needs, the level of analysis that focuses on identifying where within an organization training is needed |
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Definition
| in the assessment if training needs, the level of analysis that determines specials needs of a particular group |
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Term
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Definition
| in the assessment of training needs, the lelvel of analysis that attempts to identify the content of training - what an employee must do in order to perform competently |
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Term
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Definition
| in the assessment of training needs, the level of analysis that determines how well each employee is performing the tasks that make up his or her job |
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Term
| pre-employment traning programs |
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Definition
| programs developed by industry-specific, comnnuity-based coalitions, where memeber companies contribute time, money and expertise to design training, and the also contribute employees to teach courses |
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Term
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Definition
| an individual's conscious intentions regulate his or her behavior |
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Term
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Definition
| the phenomenon of the self-fulfilling prohpecyl with regard to training, the fact that the higher the expectations of the trainer, the better the performance of the trainees |
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Term
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Definition
| acting as a role model. The fundamentla characterstic is that learning takes place by observing the role model or imagining his or her experience |
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| meaningfulness (of material) |
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Definition
| material that is rich in associations for the trainees and is therefore easily understood by them |
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Term
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Definition
| practicing far beyond the point where a task has been performed correctly only several times to teh point where the task becomes "second nature" |
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Definition
| practice sessions with rest intervals between sessions |
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| practice sessions that are crowded together |
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Definition
| evaluative or corrective information transmitted to employees about their attempts to improve their performance |
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Definition
| the use if knowledge, skills, and behaviors learned in training on the job |
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Definition
| a process in which participants learn through experience and application |
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Definition
| a group of individuals who are working together toward a common goal |
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Term
| team coordination training |
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Definition
| focusing on teamwork skills that facilitate information exchange,. cooperation, and coordination of job-related behaviors |
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Term
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Definition
| providing exposure to and practice with their teammate's tasks, roles and responsibilities in an effort to increase shared understanding and knowledge among team members |
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| guided team self-correction |
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Definition
| providing guidance to team members in reviewing team events; identifying errors and exchanging feedback; developing plans for the future |
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Term
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Definition
| systemtatic, long-range programs of organizational improvement |
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Term
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Definition
| in the employee recruitment and selection process, the introduction of new employees to company policies, practices, and benefits through and orientaiton progrma; the mutual adapatation of the new employee and the new employer to one another |
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Term
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Definition
| the phenomenon that over time, people become uneducated, and therefore incompetent to perform at a level at which they once performed adequately |
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Definition
| a measure of the output of goods and services relative to the input of labor, capital and equipment |
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Term
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Definition
| employee's perceptions of their physical and mental well being (split into objective organizational measurements and employees' own perspective) |
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Definition
| the giving of an unfair advantage (or disadvantage) to the members of a particular group in comparison with the members of other groups |
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Definition
| in a discrimination case, an open espression of hatred, disrespect or inequality knowingly directed against members of a particular group, revealing pure bias |
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Definition
| actions appropriate to overcome the effect of past or present policies, practices or other barriers to equal employment opportunity |
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