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HR Management

Recruiting Process of generating a pool of qualified applicants for organizational jobs
Labor Market External supply pool from which employers attract employees
Labor Force Population All individuals who are available for selection if all possible recruitment strategies are used.
Applicant Population A subset of labor force population that is available for selection using a particular recruiting approach
Applicant Pool All persons who are actually evaluated for selection
Job Posting System in which the employer provides notices of job openings and employees respond by applying for specific openings
Yield Ratio Comparison of the number of applicants at one stage of the recruiting process with the number at the next stage
Selection Ratio Percentage hired from a given group of candidates
Acceptance Rate Percent of applicants hired divided by total number of applicants offered jobs
Selection The process of choosing individuals with the correct qualifications needed to fill jobs in an organization
Placement Fitting a person to the right job
Person/Job Fit Matching the KSA's of individuals with the characteristics of jobs
Person/Organization Fit The congruence between individuals and organizational factors
Selection Criterion Characteristic that a person must possess to successfully perform work
Predictors of Selection Criteria Measurable or visible indicators of selection criteria
Correlation Coefficient Index number that gives the relationship between a predictor variable and a criterion variable
Concurrent Validity Measured when an employer tests current employees and correlates the scores with their performance ratings
Predictive Validity Measured when test results of applicants are compared with subsequent job performance
Realistic Job Preview Process through which a job applicant receives an accurate picture of a job
Cognitive Ability Tests Tests that measure an individual's thinking, memory, reasoning, verbal, and mathematical abilities
Physical Ability Tests Tests that measure an individual's abilities such as strength, endurance, and muscular movement
Psychomotor Tests Tests that measure dexterity, hand-eye coordination, arm-hand steadiness, and other factors
Work Sample Tests Tests that require an applicant to perform a simulated task that is a specified part of the target job
Situational Judgment Tests Tests that measure a person's judgment in work settings
Structured Interview Interview that uses a set of standardized questions asked of all applicants
Behavioral Interview Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past
Situational Interview Structured interview that contains questions about how applicants might handle specific job situations
Nondirective Interview Interview that uses questions developed from the answers to the previous questions
Stress Interview Interview designed to create anxiety and put pressure on applicants to see how they respond
Panel Interview Interview in which several interviewers meet with candidate at the same time
Team Interview Interview in which applicants are interviewed by team members with whom they will work
Negligent Hiring Occurs when an employer fails to check an employee's background and the employee injures someone on the job
Negligent Retention Occurs when an employer becomes aware that an employee maybe unfit for work but continues to employ the person, and the person injures someone
Training Process whereby people acquire capabilities to perform jobs
Knowledge Management The way an organization identifies and leverages knowledge in order to be competitive
Performance Consulting Process in which a trainer and an organization work together to decide how to improve organizational and individual results
Orientation Planned introduction of new employees to their jobs, coworkers, and the organization
Self-Efficacy People's belief that they can successfully learn the training program content
Adult Learning Ways in which adults learn differently than younger people
Active Practice Performance of job-related tasks and duties by trainees during training
Spaced Practice Practice performed in several sessions spaced over a period of hours or days
Massed Practice Practice performed all at once
Behavioral Modeling Copying someone else's behavior
Reinforcement Based on the idea that people tend to repeat responses that give them some type of positive reward and to avoid actions associated with negative consequences
Immediate Confirmation Based on the idea that people learn best if reinforcement and feedback are give as soon as possible after training
Informal Training Training that occurs through interactions and feedback among employees
Cross Training Training people to do more than one job
Blended Learning Learning approach that combines methods, such as short, fast-paced, interactive computer-based lessons and teleconferencing with traditional classroom instruction and simulation
Cost-benefit Analysis Comparison of costs and benefits associated with training
Created by: kristie_westcott
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