| Question |
Answer |
| Human Resource Management (HRM) |
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 |
MedTemCP5 Word+Pics
