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Frear HR Test 1
HR Test 1 Vocab.
| Term | Definition |
|---|---|
| Validity | Refers to how accurately a predictor actually predicts the criteria of job success. |
| Reliability | Refers to the extent to which a criterion predictor produces consistent results if repeated measurements are made. |
| Predictive Validity | Validity established by identifying a predictor, administering it to applicants, hiring without regard to scores, and later correlating scores with job performance. |
| Adverse Impact | Condition that occurs when the selection rate for minorities or women is less than 80% of the selection rate for the minority group in hiring, promotions, transfers, demotions, or any selection decision. |
| 4/5ths or 80% Rule | A limit used to determine whether or not there are serious discrepancies in hiring decisions and other employment practices affecting women or minorities. |
| HR Management | Encompasses activities designed to provide for and coordinate the HR of an organization. |
| Affirmative Action | Being active to ensure discrimination does not occur. |
| HR Functions | Tasks and duties performed in both large and small organizations to provide for and coordinate HR. |
| Equal Employment Opportunity ` | Means all people have the right to work & to advance on the basis of merit, ability, and potential. |
| Underutilization | Refers to the practice of having fewer minorities or females in a particular job category that would reasonably be expected when compared to their presence in the relevant labor market. |
| Bono Fide Occupational Qualification (BFOQ) | Permits employer to use religion, age, sex, or national origin as a factor in its employment practices when reasonably necessary to the normal operation of that particular business. |
| Disparate Treatment | Differing treatment of individuals based on membership in a protected group. |
| Reasonable Accommodation | An employer's obligation to do something to enable and otherwise qualified person to perform a job. |
| Job Analysis | The process of determining and reporting pertinent information related to the nature of a specific job. |
| Job Design | The process of structuring work and designating the specific work activities of an individual or group of individuals to achieve certain organizational objectives. |
| HR Planning | The process of determining the HR needs of an organization and ensuring that that the organization has the right number of qualified people in the right jobs at the right time. |
| Succession Planning | A technique that ID's and develops specific people to fill future openings in key positions throughout the organization. |
| Recruitment | Involves seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. |
| Selection | The process of choosing from among available applicants the individuals who are most likely to successfully perform the job. |
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