AAP Components

Periodic Internal Audits

Required periodic review of employment activity with management and reports to the executives on actions taken to improve results.

AAP Component

Action-Oriented Programs

Requires modification of current employment practices to remove barriers to opportunities.

AAP Component

Identification of problem areas

Requires the analysis of employment processes to determine where barriers to equal opportunity exist.

AAP Component

Designated of the person responsible for implementation within the business.

Assign responsibility for achieving placement goals in the AAP to a person with access to the executive team in the business.

AAP Component

Placement Goals

Sets reasonable goals to address the underrepresentation of protected classes in the workforce.

AAP Component

Comparison of incumbency to availability

Compares protected classes employed in each job group with the availability of protected classes in the labor pool.

AAP Component

Determination of Availability

Reports demographic data on the labor pool for each job group

AAP Component

Placement of incumbents in Job Groups

List percentages of minorities and women in each job group

AAP Component

Job Group Analysis

Places job titles with similar duties and responsibilities into groups for analysis.

AAP Components

Organizational Profile

Employers choose the format that works best: Organizational display or workforce analysis.

(listing of job titles from lowest to highest paid)

Employment Offers

Post-Interview strategy meeting has been concluded, references have been checked, and the results of the pre-employment test are in an offer is extended verbally and written agreement prepared.

Attrition Rates

Refers to employees or staff turnover, but in a broader sense, the attrition rate is a calculation of the number of individuals or items that vacate or move out of a larger, collective group over a specified time frame. Attrition rate is also commonly referred to as churn rate.

Independent Contractors

Self-employed individuals who work on a project or fee basis with multiple customers or clients.

2001

Circuit City Stores Vs. Adams

USSC: Arbitration clauses in employment agreements are enforceable for employers engaged in interstate commerce except for transportation workers.

Nepotism

The practice among those with power or influence of favoring relatives or family or friends, especially by giving them jobs.

Favoritism, Bias

Selection Ratios

The ratio of the number of job positions to the number of job applicants and is used in the context of selection and recruitment.

It is typically assumed to be a number between 0 and 1 where a number closer to zero implies that there are many applicants for any one position.

Cost Per Hire

Common metric but is often calculated without including all cost associated with a hire

Advertising, recruiting, staff salary, assessments, administrative costs

Total Cost/Number of hires= Cost per hire

Temporary Employment

Temporary workers - Flexible staffing options

Traditional: Employee is employed by an agency that sends them to a work site

On-Call: Employed by the organization and available on short notice and is called to work only when they are needed.

Payrolling: Refer to the agency the individual that they want to hire.

Seasonal: Hired only at certain times of the year that is the busiest like Christmas

Adverse Impact

4/5ths rule

Occurs when the selection rate for a protected class is less than 4/5th or 80% of the selection rate for the group with the highest selection rate.

(For each group divide the number of applicants hired by the total number of applicants. Multiply the highest selection rate by 80% and compare the selection for other groups)

Job Sharing

Succession Planning

Identifies individuals in the organization who have the talent and ability to move into management and executive positions in 1 to 5 years.

Plans are created to ensure that they're mentioned and have the opportunity to obtain education, training, and experience in areas that will enhance their ability to move into senior positions when needed.

Talent Acquisition Life Cycle

Life Cycle of Recruiting

A comprehensive approach to talent acquisition that encompasses every stage of the hiring process, from initial job requisition and hiring manager intake, all the way through onboarding.

Applicant Tracking System

Provides an automated method for keeping track of job applicants from the time they first apply to an organization to the point when the position is filled and beyond.

Database systems that track qualification searchable based on different criteria.

Behavioral Interview

Based on the premise that past behavior is the best predictor of future behavior.

As candidates to describe how they have handled specific situations in previous jobs or life experience.

Situational Interview

Job seekers are asked to respond to a specific situation they may face on the job.

Questions designed to draw out more of your analytical and problem-solving skills as well as how you handle problems with short notice and minimal preparation.

Panel Interview

Several interviewers interview the candidate at the same time.

Uniform Guidelines on Employee Selection Procedures

(UGESP)

Established guidelines to ensures that selection procedures are both job related and valid predictors of job success.

Developed by EEOC, CSC, OFCCP, and DOJ to assist employers in complying with the requirements of title VII, EO 11246

Training Program Facilitation

All preceding work comes together for the presentation.

Consist of the program schedule, creating an agenda, notifying participants about training.

ensuring that those who will implement the training are trained, select the facility, trainer, and schedule.

Projection Error

Rater sees their own characteristics in another

"Just like me"

Horns Error

the rater is "demonizing" a person based on one trait.

"blinding Error"

Preparing for Interviewing

1. Select interview team
2. Hold a pre-interview strategy meeting
3. Complete candidate evaluation form
4. Conduct Interview

Inclusion

The action or state of including or of being included within a group or structure

In relation to diversity and hiring

Point System

Job Evaluation

Requires managers to quantify in objective terms, the value of the various elements of specific jobs

Points assigned base on the amount of skill required to perform a particular job

Point Manual

Used to implement the point system of job evaluation, carefully and specifically defines the degrees of a point from first to fifth.

1. High school diploma (25) 2. Diploma + 1 year of college (50) 3. Diploma+2 years of college (75) 4. Diploma+3 years of college (100) 5. College Degree (125)

Sections of an Affirmative Action Plan

1. Executive order 11246: Women and Minorities
2. VEVRAA: Vietnam Era veteran readjustment assistance act.
3. Section 503: Rehabilitation act: individuals with disabilities (IWD)

Strategies to use to hire, do nothing, or layoff

1. Growth Strategy - Hire
2. Stability Strategy - to do nothing
3. Retenchment strategy - to layoff

Open-ended Question

Questions your candidates can't answer with a simple yes or no.

How... - Reveal integrity - Creative thinking

What... - Personality - Problem Solving

Tell me... - Past mistakes

Describe...

"Ban the Box"

Options to fill temporary spots

• Overtime (preferred)
• Temporary workers
• Employee leasing

Job characteristics approach

An alternative to job specialization that takes into account the work system and employee preferences

It suggests that jobs should be diagnosed and improved along 5 core dimensions.

Job diagnosed and improve with 5 core dimension taking into account the system and employee preference.

Job evaluation

Equal Employment Opportunity

False negatives

Selection error

Applicants who are predicted to fail and are not hired but if they had been hired would have successful

-not hired-

False Positive

Selection Error

Applicants who are predicted to be successful and are hired but who ultimately fail.

-Hired-

First Impression error

Selection error

An interview makes a decision too early in the interview process.

This error may significantly affect a decision even when subsequent information indicates the first impression may have been wrong

Can go either way good or bad

Contrast error

The interviewer is unduly influenced by other people who have been interviewed.

Comparing candidate with other candidates

Similarity Error

Nonrelevancy

Occurs when an interviewer is influenced by information that is not relevant to an individuals ability to perform the job

i.e: influenced by the applicant with lots of kids

Situational interview

The interviewer asks the applicant questions about a specific situation to see how the applicant reacts.

"tell me about a time..."

Unstructured employment interview

Relatively little-advanced preparation

No planned questions

Semistructured employment interview

Advance preparation of major or key questions that all applicants will be asked

ie: Basic Questions - Strength/weaknesses

Structured employment interview

Interviewer either prepared or receives from others a list of standard questions to be asked during the interview. All interviewers ask the same questions of each candidate to achieve consistency across interviews

A prepared form of interview questions

In-basket exercises

Special forms of work simulations for prospective managers. They consist of collections of hypothetical memos, letter, and notes that require responses.

Practice of interoffice mail

Work simulations (or work samples)

Integrity test

attempt to assess an applicant's moral character and honesty.

May not be accurate if the applicant is not truthful

Projective Technique

Involves showing an individual an ambiguous stimulus such as an inkblot or a fuzzy picture, and then asking what he or she "sees"

Requires trained clinicians to interpret the results (reflects personality)

Self-report inventory

A paper and pencil measure in which an applicant responds to a series of statements that might or might not apply to him or her.

Personality traits: introvert/extrovert dominance/masculinity vs feminity (Big 5 personality variables)

Personality test

Measure traits, or tendencies to act, that are relatively unchanging in a person

1. Self-report inventory
2. Projective technique

Psychomotor ability tests

Measure physical abilities such as strength, eye-hand coordination, and manual dexterity.

Motor skills; Fine and Gross motor

Cognitive ability test

Measures mental skills

Must demonstrate some type of knowledge

Employment test

A device for measuring the characteristics of an individual such as personality, intelligence, and aptitude.

Question and answer test achievement and aptitude test.

Keyboarding tests for clerical jobs

Biodata application blanks

Weighted application blank

Relies on numerical indexes to determine the relative importance of various personal factors for predicting a persons ability to perform a job effectively

Statistical techniques to determine the importance of personal factors.

Selection

Concerned with identifying the best candidate or candidates for a job from among the pool of qualified applicants developed during the recruiting process.

Choosing the best candidate to do the job.

Headhunter

Word of mouth recruiting

External Recruiting

The process of looking to sources outside the organization for prospective employees

Job websites, job fairs, Job boards, and 3rd party recruiters

Supervisory Recommendations

A mechanism for internal recruiting, a manager solicits nominations or recommendations for a position that needs to be filled from supervisors in the organization.

(succession planning)

Job Posting

Internal Recruiting

The process of looking inside the organization for existing qualified employees who might be promoted to a higher level positions

-Succession Planning

Recruiting

The process of developing a pool of qualified applicants who are interested in working for the organization and from which the organization might reasonably select the best individual or individuals to hire.

Looking for applicants to interview and hire.

Realistic job previews (RJPs)

Pre-employment previews that provide accurate and realistic information to the job applicant.

An effective technique for ensuring that job seekers understand the actual nature of the jobs available to them.

Employment at will

States that an employer can terminate any employee at any time, for any reason (good or bad) or no reason at all.

An employee can leave the organization at any time with ut reason.

Involuntary turnover

Terminating employees whose services are no longer desired.

Part-time workers

Individuals who are regularly expected to work less than 40 hours a week

They typically do not receive benefits and afford the organization a great deal of flexibility in staffing.

Employee Leasing

Involves an organization paying a fee to a leasing company that provides a pool of employees who are available on a temporary basis.

Intended to handle all or most of the organization's work needs in a particular area.

Rightsizing

The process of monitoring and adjusting the composition of the organization's workforce to its optimal size.

Many involve hiring new permanent employees, temporarily increasing the size of the workforce, or downsizing (reducing the workforce)

Job Specification

Job Description

List the tasks, duties, and responsibilities for a particular job.

Specifies the major job elements, provides examples of job tasks and provides some indication of their relative importance in the effective conduct of the job.

Occupational Information Network

(O*Net)

A database that provides both basic and advanced job analysis information.

IT can be viewed as an alternative to conducting a job analysis

KSA required for jobs

Job Analyst

Individuals who perform job analysis in an organization

Gathers desired information on jobs simply by observing.

Knowledge, Skills, and Abilities (KSA)

Fundamental requirements necessary to perform a job.

Job Analysis

The Process of gathering and organizing detailed information about various jobs within an organization.

To better understand the processes through which they are performed most effectively.

Human Capital Investments

Investment people make in themselves to increase their value in the workplace

Paying and taking classes to get certificate or degree

Human Capital=Employees

Market Wage rate

The prevailing wage rate for a given job in a given labor market

Wages with the cost of living in mind

What wages are being paid in the industry

Rate of Unemployment

Calculated by the Bureau of labor statistics as the percentage of individuals not currently employed

Executive Succession

Systematically planning for future promotions into top management positions

Director in training (DIT)

Human Resource Planning

The process of forecasting the supply and demand for human resources within an organization and developing the two.

Forecasting supply → Forecasting demand → Comparing → taking appropriate actions

Hardship premium

(foreign service premium)

Expatriates

Employees who are sent by a firm to work in another country; they may be either parent country or third country nationals

Geocentric staffing model

Parent Country, host-country and third-country nationals all in the same category, with the firm attempting to always hire the best person available for a position.

International Company

Polycentric Staffing Model

The dominant use of host country nationals throughout the organization

Ethnocentric staffing model

Primarily uses parent country nationals to staff higher level foreign positions

Parent country = Where business is headquarted

Genetic Information Nondiscrimination Act of 2009

(GINA)

Prohibits employers from obtaining genetic information about employees.

Executive Order 11478

Requires the federal government to base all of its own employment policies on merit and fitness and specifies that race, color, sex, religion, and national origin should not be considered.

Employment policies based on merit, hiring, promotion, term

Geographical Comparisons

Disparate impact

Four-Fifths rule

Outsourcing

The process of hiring outside firms to handle basic HRM functions, presumably more efficiently than the organization could.

Obtain goods or service from outside supplier in place of an internal source.

Workforce Planning Employment

evaluating sourcing, recruitment, hiring, orientation, succession planning, retention and exit programs to ensure the workforce's ability to achieve the organization's goal and objectives.

Identifying, attracting, and employing talent.

Fair Credit Reporting Act of 1970

The employer must notify a candidate and get written permission before obtaining a credit report.

-If the company rejects the applicant based on the credit report, the person must receive a copy of the report and information about how to dispute the accuracy of the report.

Construct-related Validity

Determines whether a test measures the connection between the candidate characteristics and successful performance on the job.

A method of testing that measures an applicant's abstract future behaviors.

Alumni Program

"Employees"

Affirmative Action

A set of steps taken by an organization to actively seek qualified applicants from groups underrepresented in the workforce.

-Adding diversity to the workplace

One on One Training

Competencies

The ability of an individual to do a job properly.

Aset of defined behaviors that provide a structured guide enabling the identification, evaluation, and development of the behaviors in individual employees.

US Patent Act

Established the US Patent and trademark office.

A patent allows inventors exclusive rights to the benefits of an invention for a defined period of time.

Design patents, Utility Patents, and Plant Patents

Copyright Act of 1976

Defined "Fair Use" of copyrighted Work; set the term of copyright effectiveness

The use of musical, literary, and other original works without permission of the owner of the copyright is prohibited.

Protects original works for the life of author + 70 years.

Histogram

Provide a way of looking at random occurrences to find out if there is a pattern

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Performance Appraisal

The process of reviewing how well employees perform their duties during a specified period of time.

A powerful tool for building the important relationships between supervisors and their direct reports

Elements of Performance Appraisals

Supervisors Assessment

Employee Self-Assessment

Assessment from others

Goal Setting

Develop Goals

Timing Performance Appraisal

Paired Comparison

Forced Ranking

Performance Checklist

A list of statements, phrase or words that describe levels of performance.

"always finishes work on time"

Various descriptions may be weighted and used to calculate a rating score.

Performance Appraisal Methods

-Comparison Methods: Ranking, paired comparison forced ranking

-Rating Methods: Rating Scales, Checklist

-Narrative Methods: Critical Incident, Essay, Field Review

-Behavioral Methods: BARS behaviorally anchored rating scales

Repatriation

Employees returning from expatriate assignments.

A comprehensive process for reacquainting repatriates with the home office culture workgroup process.

Career Pathing

Refers to the growth of employees in the organization.

Various positions employee moves on one by one as he grows in an organization can move vertically or laterally or cross-functionally.

Management Training

involves attending a series of training programs over a period of time rather than attending a single program.

Critical that learner is an active participant.

In-basket - hypothetical in-basket full of letters to solve

Leaderless group- group told to make a decision on a problem and no one assigned as a leader.

Mentorship

Guidance provided by a mentor especially an experienced person in a company in a period of time.

Mentor = an experienced person who acts as a teacher, guide, counselor, or facilitator.

Dual Career Ladders

Training Assessments

A process will provide the info to determines what type of training is necessary to solve the problem.

1. Identify goal 2. Gather and analyze data 3. Identify the performance gap 4. Identify instructional goals 5. Propose Solutions 6. Evaluate options & estimate the budget impact and training timeline.

Participant Surveys

Adult Learning Process

Identifying characteristics of adult learning that would make the process more productive for learners people grow into new ways of learning

self-concept *Experience *Readiness to learn *Orientation to learning *Motivation to learn