Term
| Human Resource Management - accomplish organizational goals |
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Definition
| The development of management systems to ensure that human talent is used effectively and efficiently to _____ |
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Term
| HRM - influence employees |
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Definition
| Policies, practices, and systems that ________ behavior, attitudes, and performance |
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Term
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Definition
Responding strategically to changes in the workplace
- Gaining a competitive advantage through people |
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Term
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Definition
| Compliance with Equal Employment Opportunity (EEO) regulation |
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Term
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Definition
Providing a sufficient supply of qualified workers to fill jobs in a firm
- Job analysis, recruiting, selection |
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Term
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Definition
Managing and developing talent
- Training, development, career management, performance analysis |
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Term
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Definition
| Employee compensation and benefits |
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Term
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Definition
Risk Management and Worker Protection
-Health, wellness, safety, security, disaster, and recovery planning |
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Term
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Definition
| Employee and Labor Relations |
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Term
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Definition
| The use of data, facts, analytics,scientific rigor, critical evaluation and critically evaluated research/case studies to support HRM proposals, decisions, practices, and conclusions. |
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Term
| HR Challenges - Alternative Work Arrangements |
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Definition
| Independent contractors, on-call workers, temporary workers, migrant workers |
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Term
| HR Challenges - Globalization of Job |
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Definition
Global and legal political factors
-Yale and Singapore - no free speech |
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Term
| HR Challenges - Increasing Diversity |
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Definition
-Generational = millennials
-Multiethnic |
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Term
| HR Challenges - Opportunities 1 |
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Definition
Growth of HR technology
-Training capabilities
-Text and online issues
-Google plus and facebook |
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Term
| HR Challenges - Opportunities 2 |
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Definition
Ethics in the workplace
-Core Values
-Shredding Enron documents |
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Term
| HR Challenges - Opportunities 3 |
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Definition
Occupational shifts - the skills gap
-Not enough skilled workers to fill manufacturer gap |
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Term
| HR Challenges - Opportunities 4 |
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Definition
| Social Responsibility - sustainability and environmental welness |
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Term
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Definition
Making Sure People are Treated the Right Way
-HR is to help people enjoy life
-Majority of people in work not too happy |
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Term
| ○ The ADA 1990 requires that employers do not discriminate against the following |
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Definition
| Mentally and Physically Handicapped |
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Term
| T/F the Age Discriminatory Act requires that people over the age of 40 cannot be discriminated for age |
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Definition
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Term
| The Affirmative Action law says that employees must use the _____ effort when hiring minorities |
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Definition
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Term
| Equal Employment Opportunity (EEO) |
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Definition
| the idea that all individuals have an equal opportunity for employment, regardless of race, color, religion, sex, age, disability, or national origin |
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Term
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Definition
| is about safeguarding PROTECTED CLASSES against DISCRIMINATION |
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Term
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Definition
-Race, ethnic origin, color
-Sex/gender
-Age (over 40)
-Mental/Physical Disabilities
-Military Experience
-Religion
-Marital Status (some states)
-Sexual orientation (some states) |
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Term
| It is illegal to discriminate in any aspect of employment |
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Definition
-Hiring and Firing
-Compensation, assignment, classification
-Transfer, promotion, layoff or recall
-Job advertisements |
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Term
| It is illegal to discriminate in any aspect of employment |
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Definition
-Recruitment and Testing
-Use of company facilities
-Training and apprenticeship programs
-Pay retirement plans, disability leave, fringe benefits |
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Term
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Definition
| The making of distinctions among people |
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Term
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Definition
| INTENTIONAL discrimination that occurs when people are purposely not given the same opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs |
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Term
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Definition
| Unintentional discrimination that occurs when members of a protected group (see above) are unintentionally harmed or disadvantaged because they are hired, promoted, or trained at substantially lower rates than others |
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Term
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Definition
EEOC provision that states that an HR practice is discriminatory if the hiring rate of a protected class is less than four-fifths the hiring rate of a majority group
Take the hiring percentages:
100 women apply and 30 earn the job: 30%
1000 men apply and 500 get the job: 50%
Now divide 30 by 50 and you get 60% - this violates the 4/5's rule by 20% |
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Term
| The Equal Pay Act of 1963 |
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Definition
| Makes it illegal to pay different wages to men and women if they perform equal work in the same workplace |
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Term
| Three Exceptions to the Equal Pay Act of 1963 |
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Definition
1. Seniority Systems
2. Merit Considerations
3. Incentive Pay Plans |
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Term
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Definition
| discriminatory practices that have prevented women and other protected-class members from advancing to executive-level jobs |
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Term
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Definition
| 1. 4.5% of 500 Fortune companies are women lead. Only 6 are black. |
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Term
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Definition
| 2. 2. Shows that there are consistent issues keeping a group from progressing |
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Term
| Title VII of the Civil Rights Act of 1964 - 1 |
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Definition
| Applies to all employers in interstate commerce who employ 15 or more employees for 20 or more weeks per year |
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Term
| Title VII of the Civil Rights Act of 1964 - 2 |
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Definition
| Makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or se |
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Term
| Title VII of the Civil Rights Act of 1964 - 3 |
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Definition
| Makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit |
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Term
| Title VII of the Civil Rights Act of 1964 - 4 |
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Definition
| Requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business |
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Term
| The Age Discrimination in Employment Act of 1967 |
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Definition
Protects people who are 40 or older from discrimination because of age
- Makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit |
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Term
| Equal Employment Opportunity Act of 1972 |
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Definition
| Amended Title VII; strengthens the EEOC’s enforcement powers and extends coverage of Title VII to government employees, employees in higher education, and other employers and employees |
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Term
| The Pregnancy Discrimination Act of 1978 |
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Definition
| Makes it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth |
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Term
| The Americans with Disabilities Act of 1990 (ADA) |
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Definition
| Employment discrimination is prohibited against individuals with disabilities who are able to perform the essential functions of the job, with or without reasonable accommodation |
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Term
| individuals with disabilities |
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Definition
| persons who have a physical or mental impairment that substantially affects one or more major life activities (e.g., walking, speaking, breathing, learning, standing, reading, seeing, etc.) |
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Term
| individuals with disabilities - ex |
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Definition
| Morbid obesity yes; drug addiction or stress - no |
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Term
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Definition
| job duties that each person in a certain position must do or must be able to do to be an effective employee |
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Term
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Definition
action taken to accommodate the known disabilities of applicants or employees so that disabled persons enjoy equal employment
- cannot cause undue hardship |
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Term
| Civil Rights Act of 1991 - 1 |
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Definition
| Provides for compensatory and punitive damages and jury trials in cases involving intentional discrimination, instead of merely back-pay |
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Term
| Civil Rights Act of 1991 - 2 |
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Definition
| Requires employers to demonstrate that job practices are job-related and consistent with business necessity (burden of proof) |
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Term
| Civil Rights Act of 1991 - 3 |
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Definition
| Makes quotas—employer adjustments of hiring decisions to ensure that a certain number of people from a certain protected class are hired—illega |
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Term
| Civil Rights Act of 1991 - 4 |
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Definition
| Extends coverage to US citizens working for US companies overseas |
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Term
| Uniformed Services Employment and Reemployment Rights Act of 1994 |
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Definition
| Protects the rights of individuals who enter the military for short periods of service |
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Term
| Don’t Ask, Don’t Tell Repeal Act of 2010 |
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Definition
| Bars discrimination against military personnel based on their sexual orientations |
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Term
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Definition
| verbal or physical conduct the denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, gender, national origin, age, or disability, or that of his/her relatives, friends, or associates |
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Term
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Definition
| unwelcome sexual advances, requests for sexual favors, other verbal or physical conduct of a sexual nature |
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Term
| Sexual Harrassment - Quid Pro Quo |
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Definition
| when sexual activity is required in return for getting or keeping a job or job-related benefit |
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Term
| Sexual Harrassment - Hostile Work Environment |
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Definition
| when the behavior of anyone in the workplace is sexual in nature and is perceived by an employee as offensive and undesirable |
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Term
| Defenses against Discrimination Charges |
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Definition
| the burden of proof is on the employer, meaning it must prove that the discrimination did not occur |
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Term
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Definition
the decision was not discriminatory because there was a job-related reason that it was made
-Lifting Weight |
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Term
| Bona fide occupational qualification (BFOQ |
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Definition
a characteristic that must be present in all employees for a particular job
Religious affiliation can apply - BYU - religious affiliation
Gender - actor/model/etc.
National Origin can apply |
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Term
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Definition
| employment decisions made in the context of a formal, well established seniority system, even if they discriminate against a protected class |
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Term
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Definition
| the discriminatory practice is necessary for the safe and efficient operation of the organization and there is an overriding business purpose for it |
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Term
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Definition
| i. Drug testing - certain demographics test higher but thrown out in court if it is a business necessity |
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Term
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Definition
a strategy intended to achieve fair employment by urging employers to hire certain groups of people who were discriminated against in the past
-Req by government agencies and businesses that do a significant amount of work for the government |
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Term
| Affirmative Action Plan - Step 1 |
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Definition
| Conduct a utilization analysis – describes the organization’s current workforce relative to the pool of qualified workers in the labor force |
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Term
| Affirmative Action Plan - Step 2 |
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Definition
| Set goals and timetables for correcting underutilization |
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Term
| Affirmative Action Plan - Step 3 |
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Definition
| Develop an action plan to recruit protected-class members, redesign jobs, provide specialized training, and/or remove any unnecessary barriers to employment |
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Term
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Definition
discrimination against a nonprotected-class member resulting from attempts to recruit and hire members of protected classes
-Never supported in the supreme court |
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Term
| Immigration Reform and Control Act (IRCA |
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Definition
| employers are required to obtain and inspect I-9 forms, and verify documents such as birth certificates, passports, visas, and work permits |
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Term
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Definition
| employers may require workers to speak only English at certain times or in certain situations, but the business necessity of the requirements must be justified |
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Term
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Definition
| Dress codes are legal, but must be enforced uniformly and not infringe on religious accommodations |
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Term
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Definition
| Height and weight requirements must be related to the jo |
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Term
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Definition
| No federal laws regarding attractiveness, although some local laws exist |
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Term
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Definition
A large scale action plan that sets the direction for an organization
a. Provides direction and momentum
b. Encourages new ideas
c. Develops a sustainable competitive advantage |
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Term
| The Strategic Management Process - Part 1 |
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Definition
| Define the business and develop a mission |
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Term
| The Strategic Management Process - Part 2 |
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Definition
| Evaluate a firm’s internal and external environment |
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Term
| External Environment Analysis |
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Definition
| Environmental scan (macroeconomic analysis) (industry analysis): |
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Term
| External Environment Analysis: Economy Trends |
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Definition
| (e.g., recession, inflation, employment, monetary policies, exchange rates) |
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Term
| External Environment Analysis: Political and Legal Trends |
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Definition
| (e.g., political power, social stability, labor laws, deregulation) |
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Term
| External Environment Analysis: Technological Trends |
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Definition
| (e.g., new production, rate of obsolescence, availability of materials) |
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Term
| External Environment Analysis: Socio-Cultural Trends |
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Definition
| (e.g., women in the workplace, diversity, habits, values, attitudes, beliefs, lifestyle trends, consumer behavior) |
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Term
| External Environment Analysis:Demographic Trends |
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Definition
| 5. Demographic trends (e.g., education, population size, age, household composition, income distribution, ethnic mix) |
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Term
| External Environment Analysis:Global/Geographic Trends |
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Definition
| (e.g., opening/closing of markets, facilities location factors, trade barriers, critical global markets) |
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Term
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Definition
| Strength, Weakness, Opportunities, and Threats |
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Term
| To maintain their strategic position HRM focuses on: 1 |
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Definition
| stimulating efficient production |
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Term
| To maintain their strategic position HRM focuses on: 2 |
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Definition
| ormal hiring and socialization process (HR managers usually makes selection decisions, emphasis on the applicant technical qualifications and skills) |
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Term
| To maintain their strategic position HRM focuses on: 3 |
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Definition
| uniform performance appraisal procedures (high dependence on supervisor’s opinion) |
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Term
| To maintain their strategic position HRM focuses on: 4 |
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Definition
| individual training (job specific) |
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Term
| To maintain their strategic position HRM focuses on: 5 |
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Definition
| centralized pay decisions (fixed/job-based pay). |
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Term
| focused on growth, innovation HRM focuses on: 1 |
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Definition
| work flows that foster creativity and adaptability |
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Term
| focused on growth, innovation HRM focuses on: 2 |
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Definition
| staffing practices that focus on external labor markets (attracting of new talent, emphasis on fit of applicant with culture, informal hiring and socialization process of new employees, co-workers make selection decisions) |
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Term
| focused on growth, innovation HRM focuses on: 3 |
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Definition
| customized performance appraisals, multiple inputs for appraisals |
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Term
| focused on growth, innovation HRM focuses on: 4 |
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Definition
| team-based and cross-functional training |
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Term
| focused on growth, innovation HRM focuses on: 5 |
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Definition
| decentralized pay decisions (performance based pay |
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Term
| HRM strategies contribute to firm performance if they: 1 |
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Definition
| (1) help the company exploit its strengths and avoid its weaknesses and |
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Term
| HRM strategies contribute to firm performance if they: 2 |
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Definition
| (2) assist the company in leveraging its human capital. |
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Term
| HRM compensation practices |
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Definition
| Firm known for exceptional customer service may use only a part of salary in commission – to avoid “overselling |
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Term
| HRM compensation practices |
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Definition
| Smaller firms may use stock options – thus, the company can use cash to fuel future growth |
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Term
| The Growth-Readiness Matrix |
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Definition
| (Lengnick-Hall, 1988) - View Slide - Human Resource Strategy |
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Term
| Corporate growth expectations |
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Definition
| degree to which firm has opportunities in the marketplace, multiple strategic and competitive options, and high cash flow |
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Term
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Definition
| availability or obtainability of HR skills, numbers, styles, and experience needed for strategy implementatio |
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Term
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Definition
| high growth expectations and a poor level of readiness between strategy and HR skills |
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Term
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Definition
| high growth expectations and good readiness indications between strategy and skills |
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Term
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Definition
| low growth expectations and strong readiness for strategy implementation |
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Term
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Definition
| low growth expectations and poor readiness |
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Term
| The Talent Management Process 1 |
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Definition
| Decide which positions to fill through job analysis, personnel planning, and forecasting |
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Term
| The Talent Management Process 2 |
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Definition
| Build a pool of job candidates by recruiting internal or external candidates |
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Term
| The Talent Management Process 3 |
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Definition
| Use selection tools like tests, interviews, background checks, and physical exams to identify viable candidates |
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Term
| The Talent Management Process 4 |
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Definition
| Orient, train, and develop new employees |
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Term
| The Talent Management Process 5 |
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Definition
| Appraise employees to assess how they’re doing |
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Term
| The Talent Management Process 6 |
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Definition
| Recognize, reward, and compensate employees to maintain their motivation |
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Term
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Definition
| “a recurring pattern of thought, feeling, or behavior that can be productively applied” – Buckingham & Coffman, 1999 |
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Term
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Definition
| Talent is NOT experience, brainpower, or willpowe |
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Term
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Definition
| the why of a person – why are you motivated to do what you do? |
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Term
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Definition
| the how of a person – how you think, weigh up alternatives, and make decisions |
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Term
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Definition
| the who of a person – who do you trust, build relationships with, confront, ignore? |
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Term
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Definition
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Term
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Definition
| systematic process of collecting information used to make decisions about jobs |
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Term
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Definition
a. Identifies the tasks, duties, and responsibilities of a particular job
b. Data are collected via interviews, questionnaires, observation, and diaries
c. Results in job descriptions and job specializations
d. Typical information collected in a job analysis |
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Term
| Typical information collected in a job analysis |
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Definition
-Regular duties and special duties performed less frequently
-Supervision given to others or received from others
-Decisions made
-Internal and external contact with other people
-Physical demands and working conditions
-Jobholder characteristics |
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Term
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Definition
1. Records and reports prepared
2. Materials and equipment used
3. Financial/budget responsibilities |
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Term
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Definition
| a written statement of the overall tasks, duties, and responsibilities of a job (i.e., the “what”) |
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Term
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Definition
-Job title and basic info
-Job statement – general summary of major job duties
-Listing of essential functions and responsibilities
-Job specifications – a statement of the specific knowledge, skills, and abilities (KSAs) of the person performing the job (i.e., the “who”)
(Knowledge, Skills, Abilities) |
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Term
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Definition
| The process of deciding which positions to fill and how to fill them |
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Term
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Definition
| base personnel forecast on firm’s past employment needs |
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Term
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Definition
| based on ratio of production to employees |
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Term
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Definition
| Forecasting the supply of inside candidates |
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Term
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Definition
| Forecasting the supply of outside candidates |
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Term
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Definition
the process of generating a pool of qualified candidates for a particular job
- Different from selection |
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Term
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Definition
| making people already employed by the organization aware of job openings |
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Term
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Definition
| attracting job candidates from outside the |
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Term
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Definition
1) Internal recruitment has better pros than cons.
a) Internal costs much less
Trust is already gained |
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Term
| Ways of External Recruitment |
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Definition
-Direct applicants and referrals
- Advertisements
--Make sure using right data
-- Drinking example flyer
-Electronic recruiting
-- Most popular form or recruiting
-Employment agencies
-Colleges and universities |
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Term
| Increasing Recruiting Effectiveness: Résumé mining |
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Definition
| using software to scan a database of resumes |
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Term
| Increasing Recruiting Effectiveness: Applicant tracking |
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Definition
| monitor applicants from job listing to performance appraisal results |
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Term
| Increasing Recruiting Effectiveness: Employer career website |
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Definition
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Term
Increasing Recruiting Effectiveness:
Internal Mobility |
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Definition
| track prospects in the company and match them with jobs as they come open |
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Term
Increasing Recruiting Effectiveness:
Realistic Job Interview |
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Definition
gives a candidate a picture of both the positive and negative features of the job and the organization before he or she is hired
1) Provides lower job turnover because of transparency
2) Often lose top couple candidates |
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Term
Increasing Recruiting Effectiveness:
Responsive Recruitment |
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Definition
whereby applicants receive timely responses
1) Treat recruitment as goodwill within the market
2) Treat all people we don't select with respect to project a positive image in the market |
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Term
| Recruiting a diverse workforce |
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Definition
-Single Parents
-Older Workers
-Minorities
-Welfare-to-work
-The disabld |
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Term
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Definition
| III. The process of making a “hire” or “no hire” decision regarding each applicant for a job |
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Term
| The goal of selection is person-job fit |
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Definition
| matching the KSAs (Knowledge, Skills, and Abilities) of individuals with characteristics of the job |
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Term
| Selection tools (i.e., performance measures) should be |
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Definition
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Term
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Definition
| the consistency of a performance measure; the degree to which it is free from error |
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Term
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Definition
| the extent to which a performance measure assesses all of the relevant – and only the relevant – aspects of job performance |
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Term
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Definition
| measure all current job incumbents on attribute and their current job performance and obtain correlation |
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Term
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Definition
| Measure all job applicants on attribute and, once hiring is complete, measure newly hired job incumbents’ performance and obtain correlation |
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Term
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Definition
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Term
| References/letters of recommendation |
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Definition
Not accurate
Often fluffed - fear of backlash |
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Term
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Definition
| applicants respond to a series of questions about their background, experiences, and preferences |
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Term
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Definition
| past jobs and present employment status |
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Term
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Definition
| measure an individual’s abilities such as strength, endurance, and muscular movement |
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Term
|
Definition
| measure an individual’s thinking, memory, reasoning, verbal, and mathematical abilities |
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Term
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Definition
| The Big Five Personality Dimensions (beware of faking!) |
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Term
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Definition
| Tendency to be talkative, sociable, and assertive |
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Term
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Definition
| Tendency to be trusting, good-natured, cooperative, and soft-hearted |
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Term
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Definition
| tendency to be dependable, responsible, achievement-oriented, and persistent |
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Term
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Definition
| tendency to be emotional, insecure, and jealous (opposite is emotional stability – calm, steady, and secure) |
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Term
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Definition
| Tendency to be imaginative, intellectual, curious, and broad-minded |
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Term
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Definition
| require an applicant to perform a simulated task that is a specified part of the target job |
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Term
| Other Selection Processes: |
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Definition
-Background checks
- Handwriting analysis
-Situational judgment test – measure a person’s judgment in work settings
-Honesty tests – Polygraph or questionnaire
-Drug tests |
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Term
|
Definition
| to assess applicant qualifications and to attract candidate |
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Term
| Structured Interview: Behavioral interview |
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Definition
| applicants give specific examples of how they have performed a certain task or handled a problem in the past |
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Term
| Structured Interview: Biographical interview |
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Definition
| uses questions to assess candidates past experiences in chronological order |
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Term
| Structured Interview: Situational interview |
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Definition
| contains questions how applicants might handle hypothetical specific job situations |
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Term
|
Definition
| uses a set of standardized questions asked of all applicants |
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Term
|
Definition
| no fixed set of questions asked of all applicants and no systematic scoring procedure |
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Term
| Unstructured interview: Nondirective interview |
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Definition
| uses questions developed from the answers to previous questions |
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Term
| Unstructured interview: Stress interview |
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Definition
| designed to create anxiety and put pressure on applicants to see how they respond |
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Term
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Definition
a. Single or pair of HR professional, supervisor, or potential coworker
b. Panel interview – several interviewers meet with candidate at the same time
c. Team interview – applicants are interviewed by the team members with whom they will work
d. Phone interviews
e. Virtual interviews |
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Term
| Interview Questions to avoid |
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Definition
a. Yes/no questions
b. Obvious questions
c. Questions that rarely produce a true answer
d. Leading questions
e. Questions that are not job related
f. Illegal questions |
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Term
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Definition
i. Children. Don't ask applicants if they have children, plan to have them, or have or need child care. Questions about children can unintentionally single out women.
ii. Age. Employers cannot ask job applicants their age during the hiring process. Since most people graduate high school at the age of eighteen, even asking for high school graduation dates could violate the law.
iii. Disabilities. Don't ask if applicants have physical or mental disabilities. According to the ADA, disabilities (and reasonable accommodations for them) cannot be discussed until a job offer has been made.
iv. Physical characteristics. Don't ask for information about height, weight, or other physical characteristics. Questions about weight could be construed as leading to discrimination toward overweight people, and studies show that they are less likely to be hired in general.
v. Name. Yes, you can ask an applicant's name, but you cannot ask a female applicant for her maiden name because it indicates marital status. Asking for a maiden name could also lead to charges that the organization was trying to establish a candidate's ethnic background.
vi. Citizenship. Asking applicants about citizenship could lead to claims of discrimination on the basis of national origin. However, according to the Immigration Reform and Control Act, companies may ask applicants if they have a legal right to work in the United States.
vii. Lawsuits. Applicants may not be asked if they have ever filed a lawsuit against an employer. Federal and state laws prevent this to protect whistleblowers from retaliation by future employers.
viii. Arrest records. Applicants cannot be asked about their arrest records. Arrests don't have legal standing. However, applicants can be asked whether they have been convicted of a crime.
ix. Smoking. Applicants cannot be asked if they smoke. Smokers might be able to claim that they weren't hired because of fears of higher absenteeism and medical costs. However, they can be asked if they are aware of company policies that restrict smoking at work.
x. AIDS/HIV. Applicants can't be asked about AIDS, HIV, or any other medical condition. Questions of this nature would violate the ADA, as well as federal and state civil rights laws. |
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Term
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Definition
a. Understand the job
b. Establish an interview plan
c. Establish and maintain rapport and listen actively
d. Pay attention to nonverbal cues
e. Provide information as freely and honestly as possible
f. Use questions effectively
g. Separate facts from inferences
h. Recognize stereotypes and biases
i. Halo error
ii. Weighting of negative information
iii. Similarity bias
i. Control the course of the interview
j. Standardize the questions asked |
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Term
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Definition
i. Résumé mining – using software to scan a database of resumes
ii. Applicant tracking – monitor applicants from job listing to performance appraisal results
iii. Employer career website
iv. Internal mobility – track prospects in the company and match them with jobs as they come open
v. Realistic job previews - gives a candidate a picture of both the positive and negative features of the job and the organization before he or she is hired
1) Provides lower job turnover because of transparency
2) Often lose top couple candidates
vi. Responsive recruitment – whereby applicants receive timely responses
1) Treat recruitment as goodwill within the market
2) Treat all people we don't select with respect to project a positive image in the market |
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Term
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Definition
i. Extraversion – Tendency to be talkative, sociable, and assertive
ii. Agreeableness – Tendency to be trusting, good-natured, cooperative, and soft-hearted
iii. Conscientiousness – tendency to be dependable, responsible, achievement-oriented, and persistent
iv. Neuroticism – tendency to be emotional, insecure, and jealous (opposite is emotional stability – calm, steady, and secure)
v. Openness to experience – Tendency to be imaginative, intellectual, curious, and broad-minded |
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Term
| Why are structured interviews better than non structured |
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Definition
-Keeps interviewers focused on whats relative on the job and predictive of performance
-Keeps from getting distracted
-Keep interviewers from stopping the impression adjustment process to soon
-Ensure EEO Compliance |
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