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83 Cards in this Set
- Front
- Back
Ability test
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These measure physical abilities, strength and stamina, mechanical ability, mental abilities, and clerical abilities.
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Personality tests
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These measure such things as adjustment, energy, sociability, independence and the need for achievement.
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Performance tests
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These measure performance on actual job tasks
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Ability test
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A test given to a telephone operator for hearing would be an example of what type of test?
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Performance test
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If a secretary were asked to perform a typing drill, this test would be an example of what common type of employment test?
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Validity
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The extent to which a test measures what it purports to measure.
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Valid test
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This type of test is one that measures what it purports to measure, and it must be free of bias.
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Establish the mission and the vision
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What is the first step in the strategic human resource process?
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Strategic Human Resource Management Process
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The purpose of this is to get the optimum work performance to help realize company’s mission and vision
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Equal Pay Act of 1963
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this act requires men and women be paid equally for performing equal work
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Civil Rights Act, Title VII of 1964
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This act prohibits discrimination on the basis of race, color, religion, national origin or sex
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Age Discrimination in Employment Act (ADEA)
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This act prohibits discrimination in employee over 40 years old
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OSHA Occupational Safety and Health Act of 1970
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This act establishes minimum health and safety standards in organizations
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ERISA Employee Retirement Income Security Act
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This act sets rules for managing pension plans
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PDA Pregnancy Discrimination Act of 1978
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This act broadens discrimination to cover pregnancy, childbirth, and related medical conditions, protects job security during maternity leave
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Mandatory Retirement Act of 1978
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this act prohibits forced retirement of employees under 70
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COBRA of 1986
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this act requires an extension of health insurance benefits after termination
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IRCA of 1986
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This act prohibits unlawful employment of aliens and unfair immigration-related employment practices
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WARN Worker Adjustment and Retraining Notification Act of 1988
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This act requires organizations with 100 or more employees to give 60 days notice for mass layoffs or plant closings
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ADA 1990
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this act prohibits discrimination against qualified employees with physical or mental disabilities or chronic illness
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Civil Rights Act of 1991
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This act amends and clarifies Title VII, the ADA and other laws
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FMLA of 1993
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This act requires employers to provide 12 weeks of unpaid leave for medical and family reasons, including for childbirth, adoption or family emergency.
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Employee referrals
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The most effective external sources of human resources are what.. according to HR professionals?
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Public employment agencies OR Unions
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According to HR professionals what are considered the least satisfactory sources for finding qualified applicants.
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Assessment (first step)
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Is training needed? Is a question answered in what step in the training process
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Objectives (second step)
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What should training achieve? Is a question answered in what step of the training process?
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Evaluation
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Is the training working? Is a questions answered in what step of the training process?
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Basic computer skills
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What is the one area wherein the largest percentage of organizations are offering formal training?
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Lectures, videotapes, and workbooks
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If people are to learn facts, such as work rules or legal matters name one of the methods the book recommends to use for that type of training?
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Coaching
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This is when a subordinate is taken under the wing of an experienced employee who points out what’s required in the new job
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Training positions
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This is when trainees are given positions as assistants to experienced managers
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Job rotation
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This is when employees are given lateral transfers to allow them to work at different jobs
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Planned work activities
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This is when trainees are given important work assignments to develop their experience
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Classroom programs
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What is the most frequently used kind of off-the-job instruction, according to a survey?
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Trait appraisals
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These types of appraisals are ratings of such subjective attributes as ‘attitude”, “initiative” and “leadership”.
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Behavioral appraisals
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These types of appraisals measure specific, observable aspects of performance, such as being on time for work.
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Promotion
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This refers to moving an employee to a higher-level position
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Transfer
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The movement of an employee to a different job with similar responsibility
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Demotion
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When an employee has his or her current responsibilities, pay and perquisites taken away or reduced
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Layoffs, Downsizing and Firings
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What are the three types of dismissals
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Layoff
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Where a person has been dismissed temporarily and may be recalled later when economic conditions improve
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Downsizing
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This is a permanent dismissal and there is no rehiring later
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Firings
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This is when a person is dismissed permanently for cause.
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Alcoholism
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A chronic, progressive and potentially fatal disease characterized by a growing compulsion to drink.
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Quid pro quo sexual harassment
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This type of harassment refers to where the person to whom the unwanted sexual attention is directed is put in the position of jeopardizing being hired for a job or obtaining job benefits or opportunities unless he or she implicitly or explicitly acquiesces
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Hostile environment sexual harassment (offensive work environment)
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In this type of harassment the person being sexually harassed doesn’t risk economic harm but experiences an offensive or intimidating work environment, as might be the case when one has to put up with lewd jokes or sexually oriented graffiti.
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360-degree assessment
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With this employees are appraised not only by their managerial superiors but also by peers, subordinates, and sometimes clients.
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Affirmative action
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This focuses on achieving equality of opportunity within an organization.
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Assessment center
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This is where management candidates participate in activities for a few days while being assessed by evaluators.
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Base pay
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This consists of the basic wage or salary paid to employees in exchange for doing their jobs.
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Behavioral-description interview
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In this interview, the interviewer explores what applicants have actually done in the past.
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The behaviorally anchored rating scale (BARS)
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This rates employee gradations in performance according to scales of specific behaviors.
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Benefits, or fringe benefits
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These are additional non-monetary forms of compensation designed to enrich the lives of all employees in the organization.
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Collective bargaining
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This consists of negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security.
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Compensation
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This has three parts: (1) wages or salaries, (2) incentives, and (3) benefits.
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In computer-assisted instruction (CAI)
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In this computers are used to provide additional help or to reduce instructional time.
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Development
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This is the term describing educating professionals and managers in the skills they need to do their jobs in the future.
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Discrimination
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This occurs when people are hired or promoted—or denied hiring or promotion—for reasons not relevant to the job.
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Employment tests
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These consist of any procedure used in the employment selection decision process.
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Equal Employment Opportunity (EEO) Commission
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The job of this is to enforce anti-discrimination and other employment-related laws.
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External recruiting
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This means attracting job applicants from outside the organization.
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Formal appraisals
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These are conducted at specific times throughout the year and are based on performance measures that have been established in advance.
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Human resource (HR) management
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This consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce.
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Informal appraisals
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These are conducted on an unscheduled basis and consist of less rigorous indications of employee performance.
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Internal recruiting
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This means making people already employed by the organization aware of job opening.
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Job analysis
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The purpose of this is to determine, by observation and analysis, the basic elements of a job.
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A job description
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This summarizes what the holder of the job does and how and why he or she does it.
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Job posting
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This refers to placing information about job vacancies and qualifications on bulletin boards, in newsletters, and on the organization’s intranet.
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A job specification
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This describes the minimum qualifications a person must have to perform the job successfully.
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National Labor Relations Board
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Legislation passed in 1935 resulted in the the creation of this, which enforces procedures whereby employees may vote to have a union and for collective bargaining.
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Objective appraisals, also called results appraisals
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These are appraisals based on facts and are often numerical.
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Orientation
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The helping of newcomers to fit smoothly into the job and the organization.
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Performance appraisal
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This consists of (1) assessing an employee’s performance and (2) providing him or her with feedback.
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realistic job preview
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this gives a candidate a picture of both positive and negative features of the job and organization before he or she is hired.
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Recruiting
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This is the process of locating and attracting qualified applicants for jobs open in the organization.
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The selection process
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the screening of job applicants to hire the best candidate.
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Sexual harassment
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This consists of unwanted sexual attention that creates an adverse work environment.
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Situational interview
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In this interview, the interviewer focuses on hypothetical situations.
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Strategic human resource planning
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This consists of developing a systematic, comprehensive strategy for (a) understanding current employee needs and (b) predicting employee needs.
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The structured interview
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This involves asking each applicant the same questions and comparing their responses to a standardized set of answers.
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Subjective appraisals
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These are based on a manager’s perceptions of an employee’s (1) traits or (2) behaviors.
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Training
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This refers to educating technical and operational employees in how to better do their current jobs.
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An unstructured interview
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This involves asking probing questions to find out what the applicant is like.
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