Policies that state that either party in an employment relationship can terminate that relationship at any time, regardless of cause, are called _____.
Employment-at-will Policies
The process of attempting to ascertain the supply of and demand for various types of human resources is called _____.
Forecasting
Which of the following is an advantage of relying on internal recruitment sources?
It generates a sample of applicants who are well known to the firm.
Which of the following is the definition of a leading indicator?
It is an objective measure that accurately predicts future labor demand.
Which of the following statements is true about downsizing?
Downsizing efforts often fail because employees who survive the purges often become narrow-minded, self-absorbed, and risk averse.
Which of the following options for avoiding an expected labor shortage has the benefit of being a fast solution with high revocability?
Temporary Employees
_____ is the planned elimination of large numbers of personnel designed to enhance organizational effectiveness.
Downsizing
The final step in the planning process is to _____.
Evaluate Results
A(n) _____ shows the proportion of employees in different job categories at different times.
Transitional Matrix
Which of the following is a disadvantage of employing temporary workers as a means of eliminating a labor shortage?
The low levels of commitment to the organization and its customers that temporary workers bring with them often reduce the level of customer loyalty.
The approach that pays employees higher wages than what competitors pay their employees in similar roles is called the _____.
Lead-the-market Approach
_____ is the practice or activity carried on by an organization with the primary purpose of identifying and attracting potential employees.
Human Resource Recruitment
Which of the following is the biggest downside for large job sites?
Because of the sheer size of the website, there is a lack of differentiation between candidates listed on the site.
_____ forecast and monitor the proportion of various protected group members, such as women and minorities, that are in various job categories and career tracks.
Affirmative Action Plans
Yield ratios express the
Percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
Which of the following is considered a fast option for reducing an expected labor surplus but results in high human suffering?
Demotions
Which of the following is an example of an intrinsic reward?
The U.S. Army appealing to the patriotism in people to get more new recruits
Refer to the following hypothetical transitional matrix of the general HR department in a large manufacturing organization.
1. HR MANAGER
2.HR ASSISTANT MANAGER
3. HR COORDINATOR
4. HR OFFICER
5. HR PRACTITIONER
6.HR ADMINISTRATOR
7. HR ASSISTANT
8. NOT I
5 PERCENT
Refer to the following hypothetical transitional matrix of the general HR department in a large manufacturing organization.
1. HR MANAGER
2.HR ASSISTANT MANAGER
3. HR COORDINATOR
4. HR OFFICER
5. HR PRACTITIONER
6.HR ADMINISTRATOR
7. HR ASSISTANT
8. NOT I
HR Coordinator
Refer to the following hypothetical transitional matrix of the general HR department in a large manufacturing organization.
1. HR MANAGER
2.HR ASSISTANT MANAGER
3. HR COORDINATOR
4. HR OFFICER
5. HR PRACTITIONER
6.HR ADMINISTRATOR
7. HR ASSISTANT
8. NOT I
HR OFFICER
Refer to the following hypothetical transitional matrix of the general HR department in a large manufacturing organization.
1. HR MANAGER
2.HR ASSISTANT MANAGER
3. HR COORDINATOR
4. HR OFFICER
5. HR PRACTITIONER
6.HR ADMINISTRATOR
7. HR ASSISTANT
8. NOT I
10 PERCENT
Refer to the following hypothetical transitional matrix of the general HR department in a large manufacturing organization.
1. HR MANAGER
2.HR ASSISTANT MANAGER
3. HR COORDINATOR
4. HR OFFICER
5. HR PRACTITIONER
6.HR ADMINISTRATOR
7. HR ASSISTANT
8. NOT I
HR ASSISTANT
Refer to the following hypothetical transitional matrix of the general HR department in a large manufacturing organization.
1. HR MANAGER
2.HR ASSISTANT MANAGER
3. HR COORDINATOR
4. HR OFFICER
5. HR PRACTITIONER
6.HR ADMINISTRATOR
7. HR ASSISTANT
8. NOT I
Transitional Matrices are extremely useful for charting historic trends in a company's supply of labor.
If there is a substantial correlation between test scores and job-performance scores, _____ validity has been established.
Criterion-Related
Which of the following forms of validation becomes relatively more attractive as the sample available for validation becomes smaller?
Content Validation
Which of the following is an example of an experience-based situational interview?
Hiroshi was asked to describe an event where his creativity led to effective problem solving.
John is open to experiences if he is
Curious and Imaginative
As per the Age Discrimination in Employment Act, if any neutral-appearing practice happens to have an adverse impact on those over age 40, the employer must _____.
Show business necessity to avoid a guilty verdict
_____ ability is the speed and accuracy with which one can solve arithmetic problems of all kinds.
Quantitative
The percentage of people chosen relative to the total number of people tested gives the _____ ratio.
Selection
The degree to which the information provided by selection methods enhances the bottom-line effectiveness of the organization is known as the selection method's
Utility
_____ assess main facets such as verbal comprehension, quantitative ability, and reasoning ability.
Cognitive Ability Tests
Which of the following acts explicitly prohibits the granting of preferential treatment to minority groups?
The Civil Rights Act of 1991
Which of the following is the most accurate definition of concurrent validity?
It assesses the validity of a test by administering it to people already on the job and then correlating test scores with existing measures of each person's performance.
The _____ is a measure of the degree to which two sets of numbers are related.
Correlation Coefficient
When assessing the reliability of a measure, one might be interested in knowing how scores on the measure at one time relate to scores on the same measure at another time. This is called
Test-Retest Reliability
Which of the following statements is true of situational interviews?
Future-Oriented Interviews are less valid than experience-based interviews
Which of the following personnel selection methods has low reliability as compared to others?
Reference Check
_____ is the degree to which a measure is free from random error.
Reliability
Executive Order 11246 allows the government to
Suspend all business with a contractor while an investigation in being conducted.
_____ is a wide variety of specific selection programs that employ multiple selection methods to rate either applicants or job incumbents on their managerial potential.
Assessment Center
A(n) _____ test attempts to simulate the job in a prehiring context to observe how the applicant performs in the simulated job.
Work-Sample
The extent to which performance on a measure is related to performance on the job is called
Validity
_____ validation is a validity study that seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job.
Predictive
_____ is the degree to which the validity of a selection method established in one context extends to other contexts.
Generalizability
Personality inventories tend to have
High Reliability, Low to Moderate Criterion Validity, and Low Generalizability
_____ ability is a person's capacity to invent solutions to many diverse problems.
Reasoning
Which of the following statements is true regarding reliability and validity?
Reliability of a measure is essential for it to have any validity
Which of the following is the first stage in the training design process?
Conducting a needs assessment
Processes, checklists, flowcharts, formulas, and definitions are examples of _____.
Explicit Knowledge
While evaluating training programs, return on investment can be used to measure _____.
Economic Value of Training
The key to a successful foreign assignment is a combination of training and career management for the employee and _____.
The Employee's Family
Which of the following types of skills is best improved by behavior-modeling training?
Interpersonal
Which of the following is true about task analysis?
It involves identifying the knowledge and skills required for the job.
The first step in task analysis is to
Identify the jobs to be examined.
Tacit knowledge is different from explicit knowledge in that
Explicit Knowledge can be easily articulated.
Which of the following stages in the training design process involves self-management strategies and peer and manager support?
Transfer of training
As a component of effective managing diversity programs, _____ includes diversity as part of the business strategy and corporate goals.
Top Management Support
_____ analysis involves identifying who needs training and determining employees' readiness for training.
Person
_____ is on-the-job use of knowledge, skills, and behaviors learned in training.
Transfer of training
Which type of analysis is usually conducted first when performing a needs assessment in a training process?
Organizational Analysis
The _____ evaluation design is necessary if a manager wants to equate the effect of two training programs.
Pretest/Posttest with comparison group
An example of an expatriate is a
U.S. citizen working for a U.S. firm in Germany
_____ is ideal for understanding how skills and behaviors can be transferred to the job and for dealing with interpersonal issues.
The hands-on method
_____ is the process of identifying the knowledge, skills, jobs, and behaviors that need to be emphasized in training.
Task Analysis
Which of the following is true about simulations as a training technique?
They are methods used to represent real-life situations.
In the context of factors that influence the motivation to learn, when an organization seeks to convince employees that they can successfully learn the content of a training program, the organization is primarily focusing on improving
The self-efficacy of the employees
A work-study training method that uses both on-the-job training and classroom training is called _____.
Apprenticeship
A software company assesses its developers more on their client support skills than their development skills. Which of the following would best describe the software company's performance management process?
Contaminated
Which of the following statements best defines the acceptability of a performance measure?
It is the extent to which a performance measure is deemed to be satisfactory or adequate by those who use it.
A performance measure is said to be contaminated when
It evaluates irrelevant aspects of performance
The process of performance management begins with
Defining performance outcomes for company divisions and departments.
The _____ approach to performance management focuses on the extent to which individuals have certain characteristics or traits believed desirable for the company's success.
Attribute
The extent to which a performance measure gives guidance to employees about what is expected of them is called _____.
Specificity
_____ is a rater error in which a rater gives high ratings to all employees regardless of their performance.
Leniency
The ranking technique that requires certain percentages of employees to be categorized into predetermined categories or groups based on their performance is known as _____.
Forced Distribution
A competent employee receives lower-than-deserved ratings because of a few outstanding colleagues who set very high performance standards. This is an example of a _____ rater error.
Contrast
_____ is the extent to which the performance management system elicits job performance that is consistent with an organization's strategy, goals, and culture.
Strategic Congruence
The _____ method requires managers to compare every employee with every other employee in a work group, giving an employee a score of 1 every time he or she is considered the higher performer.
Paired Comparison
Which of the following approaches to measuring performance uses some overall assessment of an individual's performance or worth and seeks to develop a ranking of the individuals within a work group?
The comparative approach
Which performance management technique initially involves the identification of a large number of critical incidents, followed by the classification of these incidents into performance dimensions, and finally ranking these incidents into levels of perform
Behaviorally anchored rating scale
Which of the following approaches to performance measurement minimizes contamination and deficiency?
The behavioral approach
As the CEO of Blue Corp., Terrell makes it a point to meet new hires at all levels of his organization. He explains the goals of the company and emphasizes the importance of an individual employee's role in the larger picture. This initiative of Terrell f
Strategic Purpose
Which of the following attribute approaches to performance management is most commonly used?
Graphic Rating Scales
Consistency in ratings given by two individuals who evaluate an employee's performance is known as _____ reliability.
Interrater
The performance management method that requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period is the _____.
Behavioral Observation Scale
Benito, a psychology student, has had an overall negative impression of his psychology professor. As a consequence, during the end-of-term appraisal, he rates his professor low on all performance criteria. Which of the following rater errors has Benito co
Horns
_____ attempts to emphasize the multidimensional nature of performance and thoroughly familiarize the raters with the actual content of various performance dimensions.
Rater accuracy training
Both the comparative and the attribute approaches to performance measurement are _____.
Very low of specificity
Which performance management evaluation criterion reflects the extent to which a performance measure assesses all the relevant�and only the relevant�aspects of performance?
Validity
The _____ technique consists of having multiple raters above, equal to, and below the manager providing input into a manager's evaluation.
360-degree approach
The _____ approach assumes that subjectivity can be eliminated from the measurement process and that outcomes are the closest indicators of one's contribution to organizational effectiveness.
Results
A situation in which evaluators purposefully distort a rating to achieve personal or company goals is referred to as _____.
Appraisal Politics
During the self-assessment step in the career management process, an employee
Identifies the opportunities and needs to improve
In _____, employees' behaviors or skills are evaluated not only by subordinates but also by themselves and their peers, customers, and bosses.
360-Degree Feedback Systems
When an employee is in the self-assessment step, the company's responsibility is to
Provide appraisal information to identify the employee's strengths and weaknesses
Which of the following psychological tests helps employees identify their occupational and job preferences?
Strong-Campbell Interest Inventory
Which of the following is true of a protean career?
It is based on employees' self-direction.
IsaK Corp. is an event management company. In order to allot tasks that are more compatible with the personalities of individual employees, it conducts a test that rates them on the scales of introversion or extroversion, sensing or intuition, judging or
The Myers-Briggs Type Indicator
In a(n) _____, a team of five to seven employees is given a problem and must work together to solve it within a certain time period.
Leaderless Group Discussion
The _____ is used to retain and motivate employees by identifying and meeting their developmental needs.
Development Planning System
Which of the following tests is used to determine if employees can get along with others and their tolerance for ambiguity?
Personality Test
The process through which an organization gets information on how well an employee is doing his or her job is known as _____.
Performance Appraisal
Which of the following is the first step in the development planning system?
Self-Assessment
Which of the following is true of a typical assessment center?
Multiple assessors evaluate performance on a number of exercises
The _____ is based on a theory that emphasizes that each individual has a fundamental personality type that shapes and influences how the individual understands the world, processes information, and socializes.
Myers-Briggs Type Indicator
The items in the Myer-Briggs Type Indicator that focus on individuals' preferences for information gathering will score the individuals based on _____.
Sensing Versus Intuition
Which of the following assessments is based on Carl Jung's personality type theory?
The Myers-Briggs Type Indicator
Which of the following is a characteristic of a successful formal mentoring program?
Mentor and proteges are encouraged to pursue the relationship beyond the formal period
The acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in client and customer demands is called _____.
Development
Training is different from development in that
Development aims to prepare employees for changes, while training prepares them for current jobs.
_____ is an interpersonal relationship that is used to develop employees.
Mentoring
_____ involve lectures by business experts, adventure learning, and meetings with customers.
Formal Education Programs
_____ are the relationships, problems, demands, tasks, and other features that employees face in their jobs.
Job Experiences
Which of the following practices best helps employees gain an overall appreciation of the company's goals?
Job Rotation
A(n) _____ is a simulation of the administrative tasks of a manager's job.
In-Basket
A company communicates performance evaluation to its employees during the _____ step in the career management process.
Reality Check
In a career management process, when employees identify the steps and a timetable to reach their goals, the company must
Identify resources the employees need to reach their goals
_____ focuses specifically on the methods used to determine the outcomes received.
Procedural Justice
What type of counseling helps displaced employees manage the transition from one job to another?
Outplacement
The employment-at-will doctrine
States that in the absence of a specific contract, either party could sever the employment
Which of the following determinants of procedural justice requires that the procedure is applied by a person who has no vested interest in the outcome?
Bias Suppression
Which of the following determinants of procedural justice requires that the procedure is informed by the concerns of all groups or stakeholders (co-workers, customers, owners) affected by the decision?
Representativeness
The degree to which an employee identifies with an organization and is willing to put forth effort on its behalf is called _____.
Organizational Commitment
Which of the following is true of alternative dispute resolution (ADR)?
ADR follows a distinct set of actions with a goal of resolving disputes in as few steps as possible
Which of the following is the first stage in an alternative dispute resolution?
Open-door Policy
Organizational programs that attempt to ameliorate problems encountered by workers who are drug dependent, alcoholic, or psychologically troubled are referred to as _____ programs.
Employee Assistance
An employee who engages in absenteeism is displaying job dissatisfaction through _____.
Physical Withdrawal
Which of the following determinants of procedural justice requires that the procedure is consistent with prevailing moral standards in terms of invasion of privacy or deception?
Ethicality
Which of the following acts would be considered grounds for a wrongful discharge suit involving a violation of public policy?
Rosa is terminated because she refuses to do something unsafe.
Organizations that introduce _____ systems where low performers are systematically identified and, where necessary, eliminated from payrolls often experience quick improvement gains.
Forced Distributions Rating
Alternative dispute resolution is a method of resolving disputes that
does not rely on the legal system.
Which of the following determinants of procedural justice requires that the procedure has built-in safeguards that allow one to appeal mistakes or bad decisions?
Correctability
A company decides to let go of some employees due to a financial crisis. Jane loses her job, while her colleagues with similar performance ratings and productivity retain their jobs. Jane's judgment of her loss when compared to her colleagues' is a percep
Outcome Unfairness
Which of the following best describes job withdrawal?
It is a set of behaviors that dissatisfied individuals enact to avoid the work situation.
Explanation, consideration, social sensitivity, and empathy are key determinants of _____.
Interactional Justice
Which of the following statements is accurate about voluntary turnover?
It can lead to the loss of highly values employees to competitors
_____ justice is the interpersonal nature of how the outcomes were implemented.
Interactional
Consistency, bias suppression, information accuracy, correctability, representativeness, and ethicality are the six determinants of _____.
Procedural Justice
_____ is the judgment that people make with respect to the results received relative to the results received by other people with whom they identify (referent others).
Outcome Fairness
Which of the following is true of involuntary turnover?
It may involve legal aspects that can have repercussions for the organization.
Employee survey research allows a company to monitor trends over time and thus prevent problems, before they happen, in the area of _____.
Voluntary Turnover
Most attempts to measure job satisfaction rely on _____.
Workers' Self-reports
the attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses
Forecasting
an objective measure that accurately predicts future labor demand
Leading Indicator
Matrix showing the proportion (or number) of employees in different job categories at different times.
Transitional Matrix
the planned elimination of large numbers of personnel, designed to enhance organizational effectiveness.
Downsizing
An organization's use of an outside organization for a broad set of services
Out Sourcing
A special case of outsourcing where the jobs that move actually leave one country and go to another.
OffShoring
A comparison of the proportion of workers in protected subgroups with the proportion that each subgroup represents in the relevant labor market.
Workforce utilization review
the practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees
Human Resource Recruitment
Policies which state that either an employer or an employee can terminate the employment relationship at any time regardless of cause.
Employee-at-will Policies
policies by which a company formally lays out the steps an employee can take to appeal a termination decision
Due Process Policies
people who apply for a vacancy without prompting from the organization
Direct Applicants
People who are prompted to apply for a job by someone within the organization.
Referrals
The consistency of a performance measure; the degree to which a performance measure is free from random error.
Reliability
The extent to which a performance measure assesses all the relevant�and only the relevant�aspects of job performance.
Validity
A method of establishing the validity of a personnel selection method by showing a substantial correlation between test scores and job performance scores.
Criterion-Related Validity
A criterion-related validity study that seeks to establish an empirical relationship between applicants' test scores and their eventual performance on the job.
Predictive Validation
A criterion-related validity study in which a test is administered to all the people currently in a job and then incumbents' scores are correlated with existing measures of their performance on the job.
Concurrent Validation
A test-validation strategy performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job.
Content Validation
degree to which the validity of a selection method established in one context extends to other contexts
Generalizability
The degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in real organizations.
Utility
An interview procedure where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job.
Situational Interview
Tests that include three dimensions: verbal comprehension, quantitative ability and reasoning ability.
Cognitive Ability Tests
refers to a person's capacity to understand and use written and spoken language
Verbal Comprehension
concerns the speed and accuracy with which one can solve arithmetic problems of all kinds
Quantitative ability
refers to a person's capacity to invent solutions to many diverse problems
Reasoning Ability
A process in which multiple raters evaluate employees' performance on a number of exercises.
Assessment Center
A learning system that requires employees to understand the entire work process and expects them to acquire new skills, apply them on the job, and share what they have learned with other employees.
Continuous Learning
A planned effort to facilitate the learning of job-related knowledge, skills, and behavior by employees.
training
training and development programs and courses that are developed and organized by the company
formal training
Learning that is learner initiated, involves action and doing, is motivated by an intent to develop, and does not occur in a formal learning setting.
informal learning
knowledge that is well documented and easily transferred to other persons
Explicit knowledge
knowledge based on personal experience that is difficult to codify
tacit knowledge
the process of enhancing company performance by designing and implementing tools, processes, systems, structures, and cultures to improve the creation, sharing, and use of knowledge
knowledge management
a systematic approach for developing training programs
training design process
the process used to determine if training is necessary
needs assessment
a process for determining the business appropriateness of training
organizational analysis
a process of determining whether employees need training, who needs training, and whether employees are ready for training
person analysis
the process of identifying the tasks, knowledge, skills, and behaviors that training should emphasize
task analysis
Employee characteristics that provide them with the desire, energy, and focus necessary to learn from training.
readiness for training
the desire of the trainee to learn the content of a training program
motivation to learn
the use of knowledge, skills, and behaviors learned in training on the job
transfer of training
Degree to which trainees' managers emphasize the importance of attending training programs and stress the application of training content to the job.
Manager support
Document summarizing what the trainee and manager will do to ensure that training transfers to the job.
Action Plan
trainees who meet to discuss their progress in using learned capabilities on the job
Support Network
trainee is provided with or actively seeks experience using newly learned knowledge, skills, or behavior
Opportunity to perform
Computer applications that can provide (as requested) skills training, information access, and expert advice.
Performance Support Systems
groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished
Communities of Practice
Training methods in which trainees are passive recipients of information.
Presentation methods
synchronous exchange of audio, video, or text between individuals or groups at two or more locations
teleconferencing
classroom instruction provided online via live broadcasts
webcasting
training methods that require the trainee to be actively involved in learning
hands-on methods
peers or managers training new or inexperienced employees who learn the job by observation, understanding, and imitation
On-the-job training (OJT)
a work-study training method with both on-the-job and classroom training
apprenticeship
on-the-job learning sponsored by an educational institution, or part of an academic program
internship
a training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job
simulation
Computer depictions of humans that can be used as imaginary coaches, co-workers, and customers in simulations.
avatars
a computer-based technology that provides an interactive, three-dimensional learning experience. trainees operate in a simulated environment that responds to their behaviors and reactions
virtual reality
instruction and delivery of training by computers through the internet or company intranet
E-learning
directly translating instructor-led training online
Repurposing
Online learning designed to enroll large numbers of learners who have access to the Internet and composed of interactive coursework including video lectures, discussion groups, wikis, and assessment quizzes.
Massive Open Online Courses (MOOCs)
online and mobile technology used to create interactive communications
social media
Delivering content and instruction with a combination of technology-based and face-to-face methods
blended learning
Technology platform that automates the administration, development, and delivery of a company's training program.
Learning Management System (LMS)
Training methods that help trainees share ideas and experiences, build group identity, understand the dynamics of interpersonal relationships, and get to know their own strengths and weaknesses and those of their co-workers.
group- or team-building methods
Training programs in which trainees gain knowledge and theory, participate in behavioral simulations, analyze the activity, and connect the theory and activity with on-the-job situations
experiential programs
Learning focused on the development of teamwork and leadership skills by using structured outdoor activities.
adventure learning
training in which team members understand and practice each other's skills so that members are prepared to step in and take another member's place should he or she temporarily or permanently leave the team.
cross-training
Training a team in how to share information and decision-making responsibilities to maximize team performance.
coordination training
training the team manager or facilitator
team leader training
Teams work on an actual business problem, commit to an action plan, and are accountable for carrying out the plan.
action learning
practices participated in by employees from all levels of the company that focus on continuous improvement of business processes
kaizen
A way to evaluate the effectiveness of a training program based on cognitive, skill-based, affective, and results outcomes.
training outcomes
refers to the estimated dollar return from each dollar invested in learning
return on investment
Employee sent by his or her company to manage operations in a different country.
expatriate
the process of educating employees (and their families) who are given and assignment in a foreign country
cross-culture preparation
The preparation of expatriates for return to the parent company and country from a foreign assignment.
repatriation
refers to creating an environment in which employees share a sense of belonging, mutual respect, and commitment from others
inclusion
refers to learning efforts that are designed to change employee attitudes about diversity and/or develop skills needed to work with a diverse workforce
diversity training
the process of creating an environment that allows all employees to contribute to organizational goals and experience personal growth
managing diversity and inclusion
Refers to the process of helping new hires adjust to social and performance aspects of their new jobs.
Onboarding
The means through which managers ensure that employees' activities and outputs are congruent with the organization's goals.
Performance Management
the process through which an organization gets information on how well an employee is doing his or her job
performance appraisal
The process through which managers share performance appraisal information with subordinates, give subordinates an opportunity to reflect on their own performance, and develop, with subordinates, plans for the future.
performance feedback
The extent to which the performance management system elicits job performance that is consistent with the organization's strategy, goals, and culture.
Strategic Congruence
The extent to which a performance measure assesses all the relevant�and only the relevant�aspects of job performance.
Validity
The consistency of a performance measure; the degree to which a performance measure is free from random error.
Reliability
the extent to which a performance measure is deemed to be satisfactory or adequate by those who use it
Acceptability
The extent to which a performance measure gives detailed guidance to employees about what is expected of them and how they can meet these expectations
Specificity
sets of skills, knowledge, abilities, and personal characteristics that enable employees to successfully perform their jobs
Competencies
Identifies and provides a description of competencies that are common for an entire occupation, organization, job family, or specific job.
competency model
practices participated in by employees from all levels of the company that focus on continuous improvement of business processes
kaizen
A performance appraisal process for managers that includes subordinates' evaluations.
Upward Feedback
A performance appraisal process for managers that includes evaluations from a wide range of persons who interact with the manager. The process includes self-evaluations as well as evaluations from the manager's boss, subordinates, peers, and customers.
360-degree appraisal (feedback systems)
Social media and microblogs similar to Facebook, LinkedIn, and Yammer that allow employees to quickly exchange information, talk to each other, provide coaching, and receive feedback and recognition in the form of electronic badges.
Social Performance Management
Game-based strategies applied to performance management to make it a fun, effective, transparent, and inclusive process for employees and managers
Gamification
A situation in which evaluators purposefully distort ratings to achieve personal or company goals
Appraisal Politics
A way to discuss employees' performance with the goal of ensuring that similar standards are applied to their evaluations.
Calibration Meetings
the acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands
Development
A career that is frequently changing due to both changes in the person's interests, abilities, and values and changes in the work environment.
protean career
The feeling of pride and accomplishment that comes from achieving life goals.
Psychological Success
A system to retain and motivate employees by identifying and meeting their development needs (also called career management systems)
Development Planning System
Document summarizing what the trainee and manager will do to ensure that training transfers to the job.
Action Plan
Employee development programs, including short courses offered by consultants or universities, executive MBA programs, and university programs.
Formal Education Programs
The practice of reimbursing employees' costs for college and university courses and degree programs.
tuition reimbursement
collecting information and providing feedback to employees about their behavior, communication style, or skills
Assessment
A psychological test used for team building and leadership development that identifies employees' preferences for energy, information gathering, decision making, and lifestyle.
Myers-Briggs Type Inventory (MBTI)
A process in which multiple raters evaluate employees' performance on a number of exercises.
Assessment Center
Process in which a team of five to seven employees solves an assigned problem together within a certain time period.
leaderless group discussion
Employees are questioned about their work and personal experiences, skills, and career plans.
interview
A simulation of the administrative tasks of a manager's job.
in-basket
A participant taking the part or role of a manager or other employee.
role-plays
The process through which an organization gets information on how well an employee is doing his or her job.
performance appraisal
A performance appraisal process for managers that includes subordinates' evaluations.
upward feedback
A performance appraisal process for managers that includes evaluations from a wide range of persons who interact with the manager. The process includes self-evaluations as well as evaluations from the manager's boss, subordinates, peers, and customers.
360-degree feedback systems
The relationships, problems, demands, tasks, and other features that employees face in their jobs.
job experience
Job assignments in which there is a mismatch between an employee's skills and past experiences and the skills required for success on the job.
Stretch Assignments
Adding challenges or new responsibilities to an employee's current job.
job enlargement
The process of systematically moving a single individual from one job to another over the course of time. The job assignments may be in various functional areas of the company or movement may be between jobs in a single functional area or department.
job rotation
The movement of an employee to a different job assignment in a different area of the company.
transfer
Advances into positions with greater challenge, more responsibility, and more authority than the employee's previous job.
promotions
A job change involving a reduction in an employee's level of responsibility and authority.
downward move
Job tryouts such as employees taking on a position to help them determine if they are interested in working in a new role.
temporary assignment
A leave of absence from an organization to renew or develop skills
Sabbatical
an experienced, productive senior employee who helps develop a less experienced employee
mentor
Coaching, protection, sponsorship, and providing challenging assignments, exposure, and visibility
career support
Serving as a friend and role model, providing positive regard and acceptance, and creating an outlet for a protege to talk about anxieties and fears.
psychological support
Business situation in which younger employees mentor more senior employees.
reverse mentoring
a peer or manager who works with an employee to motivate the employee, help him or her develop skills, and provide reinforcement and feedback
coach
a barrier to advancement to higher-level jobs in the company that adversely affects women and minorities. The barrier may be due to lack of access to training programs, development experiences, or relationships (e.g. mentoring).
glass ceiling
The identification and tracking of high-potential employees capable of filling higher-level managerial positions.
succession planning
Employees the company believes are capable of being successful in high-level management positions.
high-potential employees
The business strategy of having a pool of talented employees who are ready when needed to step into a new position within the organization.
bench strength
A three-by-three matrix used by groups of managers and executives to compare employees within one department, function, division, or the entire company.
9-box grid
turnover initiated by an employer (often with employees who would prefer to stay)
Involuntary Turnover
turnover initiated by employees (often when the organization would prefer to keep them)
Voluntary Turnover
The doctrine that, in the absence of a specific contract, either an employer or employee could sever the employment relationship at any time.
Employment-at-will doctrine
the judgement that people make with respect to the outcomes received relative to the outcomes received by other people with whom they identify
outcome fairness
A concept of justice focusing on the methods used to determine the outcomes received.
procedural justice
A concept of justice referring to the interpersonal nature of how the outcomes were implemented
interactional justice
A method of resolving disputes that does not rely on the legal system. Often proceeds through the four stages of open door policy, peer review, mediation, and arbitration.
alternative dispute resolution (ADR)
Employer programs that attempt to ameliorate problems encountered by workers who are drug dependent, alcoholic, or psychologically troubled.
employee assistance programs (EAPs)
Counseling to help displaced employees manage the transition from one job to another
Outplacement counseling
Theory that dissatisfied individuals enact a set of behaviors in succession to avoid their work situation
progression of withdrawal
Making grievances public by going to the media or government.
whistle-blowing
the degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth
job involvement
the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization
organizational commitment
A pleasurable feeling that results from the perception that one's job fulfills or allows for the fulfillment of one's important job values.
job satisfaction
a standard point that serves as a comparison for other points and thus provides meaning
frame of reference
A dispositional dimension that reflects pervasive individual differences in satisfaction with any and all aspects of life.
negative affectivity
the process of systematically moving a single individual from one job to another over the course of time. the job assignments may be in various functional areas of the company or movement may be between jobs in a single functional area or department.
job rotation
The degree to which people are motivated to help other people.
prosocial motivation