Formal systems for the management of people within an organization.
Job Analysis
A tool for determining what is done on a given job and what should be done on that job.
Recruitment
The development of a pool of applicants for jobs in an organization.
Selection
Choosing from among qualified applicants to hire into an organization.
Reliability
The consistency of test scores over time and across alternative measurements.
Validity
The degree to which a selection test predicts or correlates whit job performance.
Employment-at-Will
The legal concepts that an employee may be terminated for an reason.
Termination Interview
A discussion between a manager and an employer about the employee’s dismissal.
Adverse Impact
When a seemingly neutral employment practice has a disproportionately negative effect on a protected group.
Training
Teaching lower-level employees how to perform their present jobs.
Development
Teaching managers and professional employees broad skills needed for their present and future jobs.
Performance Appraisal (PA)
Assessment of an employee’s job performance.
Need assessment
An analysis identifying the jobs, people and department in which training is needed
Diversity Training
Programs that focuses on identfying and reducing hidden biases against people with differences and developing the skill needed to manage a diversified workforce.
Out-placement
process of helping people who have been dismissed from the company to regain employment elsewhere
Comparable Worth
Principle of equal pay for different jobs of equal worth
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