A performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves
360-degree feedback
Unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than
Adverse impact
All job applicants for a position in an interior design company were given 10 swatches of fabrics of different colors and textures, 30 different paint chips, and 6 different floor treatments. They were then told to select the best fabric, paint, and floor
Aptitude Testing
A series of managerial simulations, graded by trained observers, that are used to determine applicants' capability for managerial work
Assessment centers
Procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job-related background information not provided by applicants
Background checks
Rating scales that indicate the frequency with which workers perform specific behaviors that are representative of the job dimensions critical to successful job performance
Behavior observation scales (BOSs)
____ ask raters to rate the frequency with which workers perform specific behaviors representative of the job dimensions that are critical to successful job performance.
Behavior observation scales
Extensive surveys that ask applicants questions about their personal backgrounds and life experiences
Biographical data (biodata)
An exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business." BFOQs are strictly monitored by the
Bona fide occupational qualification (BFOQ)
Tests that measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude
Cognitive ability tests
A compensation system in which employees earn a percentage of each sale they make
Commission
The financial and nonfinancial rewards that organizations give employees in exchange for their work
Compensation
Intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs
Disparate treatment
The planned elimination of jobs in a company
Downsizing
Loss of high-performing employees who voluntarily choose to leave a company
Dysfunctional turnover
Programs that offer financial benefits to employees to encourage them to retire early
Early retirement incentive programs (ERIPs)
The voluntary or involuntary loss of an employee
Employee separation
A compensation system that awards employees shares of company stock in addition to their regular compensation
Employee stock ownership plan (ESOP)
Loss of employees who voluntarily choose to leave the company
Employee turnover
Sources such as previous employers or coworkers who can provide job-related information about job candidates
Employment references
The process of developing a pool of qualified job applicants from outside the company
External recruiting
A rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. A violation of this rule occurs when the selection rate for a protected group is less than 80 percent, or four-fifths, of the selection rate for a no
Four-fifths (or 80 percent) rule
Loss of poor-performing employees who voluntarily choose to leave a company
Functional turnover
Which of the following questions is deemed acceptable (i.e., "legal") for employers to ask applicants during the selection process?
Have you ever been convicted of a crime?
A form of sexual harassment in which unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment
Hostile work environment
A computerized system for gathering, analyzing, storing, and disseminating information related to the HRM process
Human resource information system (HRIS)
The process of finding, developing, and keeping the right people to form a qualified work force
Human resource management (HRM)
____ is the process of finding, developing, and keeping the right people for the company.
Human resource management
Which of the following is an example of an objective performance measure?
input/output measures
The process of developing a pool of qualified job applicants from people who already work in the company
Internal recruiting
A selection tool in which company representatives ask job applicants job-related questions to determine whether they are qualified for the job
Interview
A purposeful, systematic process for collecting information on the important work-related aspects of a job
Job analysis
A written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job
Job description
A process that determines the worth of each job in a company by evaluating the market value of the knowledge, skills, and requirements needed to perform it
Job evaluation
A written summary of the qualifications needed to successfully perform a particular job
Job specifications
The process of identifying and prioritizing the learning needs of employees
Needs assessment
Which of the following statements about employee turnover is true?
One of the best ways to discourage turnover is to link pay directly to performance.
Measures of job performance that are easily and directly counted or quantified
Objective performance measures
Employment-counseling services offered to employees who are losing their jobs because of downsizing
Outplacement services
Which of the following provides employment counseling services for employees faced with downsizing?
Outplacement services
The process of assessing how well employees are doing their jobs
Performance appraisal
Employees transition to retirement by working reduced hours over a period of time before completely retiring
Phased retirement
A compensation system in which employees are paid a set rate for each item they produce
Piecework
A compensation system in which a company pays a percentage of its profits to employees in addition to their regular compensation
Profit sharing
A form of sexual harassment in which employment outcomes, such as hiring, promotion, or simply keeping one's job, depend on whether an individual submits to sexual harassment
Quid pro quo sexual harassment
Training performance appraisal raters in how to avoid rating errors and increase rating accuracy
Rater training
The process of developing a pool of qualified job applicants
Recruiting
The process of gathering information about job applicants to decide who should be offered a job
Selection
A form of discrimination in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occurs while performing one's job
Sexual harassment
Tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well
Specific ability tests (aptitude tests)
A compensation system that gives employees the right to purchase shares of stock at a set price, even if the value of the stock increases above that price
Stock options
Interviews in which all applicants are asked the same set of standardized questions, usually including situational, behavioral, background, and job-knowledge questions
Structured interviews
Measures of job performance that require someone to judge or assess a worker's performance
Subjective performance measures
Which of the following statements about federal employment law is true?
The intent of anti-discrimination law is to make factors such as gender, race, or age irrelevant in employment decisions.
Developing the skills, experience, and knowledge employees need to perform their jobs or improve their performance
Training
Interviews in which interviewers are free to ask the applicants anything they want
Unstructured interviews
The process of determining how well a selection test or procedure predicts future job performance. The better or more accurate the prediction of future job performance, the more valid a test is said to be.
Validation
Tests that require applicants to perform tasks that are actually done on the job
Work sample tests
A legal doctrine that requires employers to have a job-related reason to terminate employees
Wrongful discharge
Three of the most common rating errors are:
central tendency
halo error
leniency error
The only time that sex, age, religion, and the like can be used to make employment decisions is when they are considered a bona fide occupational qualification.
True
The Uniformed Services Employment and Reemployment Rights Act is administered by the Equal Employment Opportunity Commission.
False
Its administered by the Department of Labor
Disparate treatment is unintentional discrimination and occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged.
False
intentional
Job specification is a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job.
False
Job description
Job posting is a procedure for advertising job openings in a company for job applicants from outside the company.
False
Job analysis is the process of gathering information about job applicants to decide who should be offered a job.
False
Selection
In job selection interviews, an interviewer should ask candidates if they have any physical or mental disabilities.
False
Cognitive ability tests predict job performance in only particular types of jobs.
False
Specific ability tests
A bank that is looking to hire a new teller assesses job applicants by asking them the same set of ten questions. This is an example of an unstructured interview.
False
Structured interview
Training is the process of identifying and prioritizing the learning needs of employees.
False
Needs assessment
Training can be evaluated in four ways: on reactions, on learning, on behavior, or on results.
True
Objective performance measures require that someone judge or assess a worker's performance.
False
Subjective performance measures
As a part of Ivy's job appraisal, she received feedback about her performance not only from her own boss but from her subordinates and coworkers as well. In other words, Ivy received 360-degree feedback.
True
Involuntary separation occurs when employers terminate or lay off employees.
True
Compressed pay structures have very different levels of pay from one level to the other.
False
Hierarchical pay structures
Which of the following is prohibited by Title VII of the Civil Rights Act of 1964?
a. Discrimination in employment decisions against
persons age forty and older
b. Discrimination against those serving in the armed
forces reserve, the National Guard, or ot
d. Employment discrimination on the basis of race, color, religion, gender, or national origin
_____ is intentional discrimination that occurs when people, despite being qualified are not given the same hiring, promotion, or membership opportunities as other employees because of their race, color, age, sex, ethnic group, national origin, or religio
b. Disparate treatment
A(n) _____is an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business."
a. purpose statement
b.
b. bona fide occupational qualification
_____ is the process of developing a pool of qualified job applicants.
a. Job deskilling
b. Performance appraisal
c. Job analysis
d. Validation
e. Recruiting
e. Recruiting
Redd Communications Inc. has made an organizational announcement in the company's newsletter that three positions for the role of digital art specialist are open in the digital media team of the company. Redd Communications has informed that all its emplo
d. Job posting
_____ is the process of gathering information about job applicants to decide who should be offered a job.
a. Selection
b. Job posting
c. Needs assessment
d. Job analysis
e. Validation
a. Selection
Miranda has been selected for a job post in Alba Inc. The company has been trying to find more information about Miranda's background and work experience. However, Miranda's previous employers have refused to divulge any information about her to Alba. The
e. negligent hiring
Which of the following is true about cognitive ability tests?
a. They assess personality traits and leadership
qualities of managers.
b. They measure aptitude for doing a specific task
well.
c. They measure how quickly applicants understand
spatial dimens
c. They measure how quickly applicants understand
spatial dimensions.
Which of the following is true of structured interviews?
a. They are half as accurate as unstructured interviews
when it comes to predicting job performance.
b. They tend to include fewer job-related questions
than unstructured interviews.
c. Interviewers
e. Comparing applicants is much easier in this type of
interviews.
The process of identifying and prioritizing the learning requirements of employees is called _____.
a. job analysis
b. job specification
c. needs assessment
d. mentoring
e. role-playing
c. needs assessment
In _____, new employees are assigned to experienced employees; the new employee learns by watching the experienced employee perform the task and eventually by working alongside the experienced employee.
a. lecture training
b. role-playing
c. planned readi
e. on-the-job training
_____ measures are measures of performance that are
easily and directly counted or quantified.
a. Subjective performance
b. Job analysis
c. Job specification
d. Job evaluation
e. Objective performance
e. Objective performance
Which of the following would be an objective performance measure at an auto assembly plant?
a. Scores on a graphic rating scale
b. How well an employee gets along with management
c. What co-workers think about an employee's
personality
d. How friendly an
e. The number of welds an employee makes in an hour
In order to attract more workers, Johnson Manufacturing decides to offer its employees 15 percent more pay than its competitors. This type of compensation decision is known as a(n) _____.
a. profit sharing decision
b. pay-sharing decision
c. pay-variabili
d. pay-level decision
_____ provide employment counselling for employees faced with downsizing.
a. Job postings
b. Functional turnovers
c. Outplacement services
d. Early retirement incentive programs
e. Stock options
c. Outplacement services