HR DICTIONARY

Add a review

Descriptions

ACHIEVEMENT TESTS : Test that measure how much an individual has already learned.|

ADVERSE IMPACT : A selection procedure is said to have an adverse impact if the selection rates for any minority or gender groups are less than four-fifths of the selection rate for the highest group.|

AFFIRMATIVE ACTION PLANS : Written plans for recruiting and hiring minorities and females. These plans, which are required of government contractors and subcontractors, must contain goals and timetables for achieving them. |

AGE HARASSMENT : Demeaning comments and actions directed toward older employees, such as age related jokes, sarcasm, and derisive lebels.| ALTERNATE-FORMS RELIABILITY : A method of testing the reliability of an instrument by using two alternate (or equivalent) forms of that instrument. | APTITUDE TESTS :Tests that measure an individual's capacity for learning .|

ASSESSMENT CENTER : A selection procedure primarily used for selecting managers in which candidates participate in individual and group exercises and are evaluated by observers. |

ATTRITION : A reduction in the number of personnel caused by failing to replace people who leave. |

AVAILABILITY ANALYSIS : A determination of the number of minorities and women in the external labor market who are qualified for employment in the company's job groups.|

BASE RATE OF SUCCESS : A percentage of employees who would normally be consideres successful without the use of a given selection procedure. |

ATTRITION : A reduction in the number of personnel caused by failing to replace people who leave |

AVAILABILITY ANALYSIS : A determination of the number of minorities and women in the external labor market who are qualified for employment in the company's job groups |

BASE RATE OF SUCCESS : A percentage of employees who would normally be consideres successful without the use of a given selection procedure |

BFOQ : Employers are allowed to discriminate on the basis of religion, sex or national origin only when these attributes are necessary for the operation of their businessess, that is when they are bonafide occupational qualifications |

BOARD INTERVIEW :An interview format in which one applicant is interviewed by a group of interviewers at one time |

BUMPING :The practice that allows senior employees whose jobs are eliminated to.Bam, less senior employees and take their jobs.|

BUSINESS NECESSITY: Defense available.When an employer has a.Criteria.For selection, that creates an adverse impact but is job related.And consistent.With business necessity.|

GRAPHICAL INFORMATION BLANK :.A special application blank that is used to collect extensive.Information on an applicant’s previous experiences and background. |

CAREER PATHING : The development of a sequential series of career activities that an individual might.Pursue during his or her career.| CLINICAL JUDGEMENT : An information method.Of subjectively combining information to arrive at a selection decision.|

COHORT ANALYSIS : Reason of the treatment of similarly situated individuals or groups. | CONTENT VALIDITY : aform of validity that is inferred.from the perceived similarity between the content of the predictor and the requirements of the job, Sometimes called face validity.|

CONSPECT RELIABILITY : The degree of agreement between two evaluators.Inter Data reliability.| OBSTRUCTIVE DISCHARGE : A decision.Constructed by a court that an employee who quit was actually discharged because of intolerable working conditions.|

CONCILIATION : An.Informal process of agreement used by the Equal Employment Opportunity.Commission.For resolving charges of discrimination.|

CONCURRENT VALIDITY : A method of testing the validity of a selection procedure sometimes called the present employee method in which the predictor and criteria data are collected simultaneously.from a group of present employees.|

CONSTRUCT VALIDITY : A type of validity that assess whether a measuring.Instrument actually measures the psychological construct or treat it purports to measure. |

COST PER HIRE : The total cost for hiring an individual, including all recruiting, testing, interviewing, and other expenses.|

CRITERION RELATED VALIDITY : A validity study either predictive or concurrent in which the predicted data.Statistically.Correlated with the criteria of performance.|

DELPHI TECHNIQUE : A group decision making process in which the group members do not interact face to face.Information from each individual is collected separately Integrated.And send back to the group members.Who are then asked if they would like to revise their opinions. |

DIRECT THREAT : A disease or physical condition that poses a significant risk to the health or safety of the individual or others such as a highly contagious disease among food preparation workers.The ADA does not protect people who pose a direct threat unless reasonable accommodations can reduce the threat. |

DISPARATE TREATMENT : A legal foundation for charges of illegal.Discrimination.That is available when employment actions are improperly based on disability, age, stress, religion, sex, or.National origin.Evidence of a discriminatory.Motive must be shown |

DISPARATE IMPACT : To have the effect of discriminating. A recruitment or selection procedure is said to have a disparate impact.If the activity tends to significantly reduce the number of minorities of females who are accepted for employment, it is a legal basis for.Pressing charges of discrimination. |

Similar Products

5162864158047800224

Add a review