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HR Management
| Term | Definition |
|---|---|
| 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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