Help
Options
Didn't know it?
click below
click below
Knew it?
click below
click below
Don't Know
Remaining cards (0)
Know
retry
shuffle
restart
0:00
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
Century 2030-11
| Question | Answer |
|---|---|
| job analysis | Process of determining through observation and study, the pertinent information relating to the nature of a specific job. pg. 221 |
| job description | Written statement that identifies the tasks, duties, activities, and performance results required in a particular job. pg. 221 |
| job specification | Written statement that identifies the abilities, skills, traits, or attributes nessecary for successful performance in a particular job. pg. 221 |
| skills inventory | consolidates information about the organization's current human resources. pg.221 |
| human resource planning (HRP) | involves getting the right number of qualified people into the right jobs at the right time. pg.222 |
| human resource forecasting | Process that attempts to determine the future human resource needs of the organization in light of the organization's objectives. pg. 222 |
| Equal Pay Act of 1963 | Prohibits wage disrimination on the basis of sex. p223 |
| Title VII of the Civil Rights Act of 1964 | Designed to eliminate employment discrimination related to race, color, religion, sex, or national origin in organizations that conduct interstate commerce. p223 |
| equal employment opportunity | The right of all people to work and to advance on the bases of merit, ability, abd potential. p223 |
| Age Discrimination in Employment Act | Passed in 1968, initially designed to protect individuals ages 40-65 from discrimination in hiring, retention, and other conditions of employment. Amended 1978 to include individuals upto the age of 70 specifically, forbids mandatory retirement at 65.p224 |
| Rehabilitation Act of 1973 | Prohibits discrimination in hiring of persons with disabilities by federal agencies and federal contractors. p224 |
| Americans with Disabilities Act | Gives individuals with disabilities sharply increased access to services and jobs. p224 |
| Civil Rights Act of 1991 | Permits women, persons with disabilities, and persons who are religious minorities to have a jury trial and sue for punitive damages if they prove intentional hiring and work place discrimination. p224 |
| Family and Medical Leave Act (FMLA) | Enables qualified employees to take prolonged unpaid leave for family- and health- related reasons without fear of losing their jobs. p224 |
| Peter Principle | Tendency of individuals in a hierarchy to rise of their levels of incompetence. p226 |
| recruitment | Seeking and attracting a supply of people from which qualified candidates for job vacancies can be selected. p226 |
| temporary help | People working for employment agencies who are subcontracted out to businesses at an hourly rate for a period of time specified by the businesses. p226 |
| employee leasing companies | Provide perminent staffs at customer companies. p227 |
| affirmative action plan | Written document outlinig specific goals and timetables for remedying past discriminatory actions. p228 |
| reverse discrimination | Providing preferential treatment for one group (e.g., minority or female) over another group (e.g., white man) rather than merely providing equal opportunity. p228 |
| tests | Provide a sample of behavior used to draw inferences about the future behavior or performance of an individual. p230 |
| aptitude tests | Measure a person's capacity or potential ability to learn. p231 |
| psycomotor tests | Measure a person's strength, dexterity, and coordination. p231 |
| job knowledge tests | Measure the job-related knowledge possessed by a job applicant. p231 |
| proficiency tests | Measure how well the applicant can do a sample of the work that is to be performed. p231 |
| interest tests | Dtermine how a person's interests compare with the interests of successful people in a specific job. p231 |
| psychological tests | Attempt to measure personality characteristics. p231 |
| polygragh tests | Record physical changes in the body as the test subject answers a series of questions; popularly known as a lie detector tests. p231 |
| test validity | Extent to which a test predicts a specific criterion. p231 |
| test reliability | Consistency or reproducibility of the results of a test. p231 |
| halo effect | Occurs when the interviewer allows a single prominent characteristic to dominate judgement of all other traits. p235 |
Created by:
Centurystudy
Popular Management sets