The informal process of agreement used by the Equal Employment Opportunity Commission for resolving...

The informal process of agreement used by the Equal Employment Opportunity Commission for resolving charges of

discrimination.

Unit 2: Workforce Planning and Employment

Conciliation

A selection procedure is said to have this if the selection rates for any minority or

gender groups are less than four-fifths of the selection rate for the highest group.

Unit 2: Workforce Planning and Employment

Adverse impact

A method of long-term forecasting in which probabilities of movement among job categories in one period are used to forecast movement in a later period.

Unit 2: Workforce Planning and Employment

Markov analysis

This government agency in the Department of Labor that reviews the affirmative action programs of government contractors and

monitors their compliance.

Unit 2: Workforce Planning and Employment

Office of Federal Contract Compliance Programs (OFCCP)

A comparison of the percentages of minorities and women in each job group with their respective availability in the

surrounding labor force.

Unit 2: Workforce Planning and Employment

Underutilization analysis

A long-term forecasting method that uses probabilities of future events to estimate

future employment levels.

Unit 2: Workforce Planning and Employment

Probabilistic model

A method of testing the validity of a selection procedure, also called the follow-

up method, in which the predictor information on a group of applicants is

statistically correlated with performance data that are collected after the applicants

have been hired and trained.

Unit 2: Workforce Planning and Employment

Predictive validity

A method of testing the reliability of an instrument by using two equivalent forms

of that instrument.

Unit 2: Workforce Planning and Employment

Alternative-forms reliaiblity

A method of interviewing in which the interviewee is subject to intentionally

created stress to observe how well he or she performs in that situation.

Unit 2: Workforce Planning and Employment

Stress interview

A form of validity that is inferred from the perceived similarity between the content of the predictor and the requirements of the

job.

Unit 2: Workforce Planning and Employment

Content validity

A legal foundation for charges of illegal discrimination that is available when

employment actions are improperly based on disability, age, race, religion, sex, or

national origin. Evidence of a discriminatory motive must be shown.

Unit 2: Workforce Planning and Employment

Disparate treatment

Employees are allowed to discriminate on the basis of religion, sex, or national origin only when these attributes are necessary

for the operation of their businesses.

Unit 2: Workforce Planning and Employment

Bona fide occupational qualification (BFOQ)

The development of a sequential series of career activities that an individual might

pursue during his or her career.

Unit 2: Workforce Planning and Employment

Career pathing

A method of testing the validity of a selection procedure, sometimes called the present-employee method, in which the predicator and criteria data are collected simultaneously from a group of present

employees.

Unit 2: Workforce Planning and Employment

Concurrent validity

A method of assessing the reliability of an instrument by splitting the instrument into two parts and determining if the applicants

obtain similar scores on both halves.

Unit 2: Workforce Planning and Employment

Split-halves reliability

A group decision-making process in which the group members do not interact face-to-

face. Information from each individual is collected separately, integrated, and sent back to the group members who are then

asked if they would like to revise their opinions.

Unit 2: Workforce Planning and Employment

Delphi technique

An interview in which the interviewer determines the major questions

beforehand, but allows sufficient flexibility to probe into other areas as needed to

evaluate an applicant’s personality.

Unit 2: Workforce Planning and Employment

Semistructured interview

Defense available when an employer has criterion for selection that creates an adverse impact but is job-related and

consistent with business necessity.

Unit 2: Workforce Planning and Employment

Business necessity

An organizational chart showing that employees who hold various positions and

their most likely substitutes.

Unit 2: Workforce Planning and Employment

Replacement charts

Part of an application containing valid information that can be used to form a

composite score, and then used for making a selection decision.

Unit 2: Workforce Planning and Employment

Weighted application blank

The degree of agreement between two evaluators.

Unit 2: Workforce Planning and Employment

Conspect reliability

The percentage of individuals hired relative to the total number of applicants.

Unit 2: Workforce Planning and Employment

Selection ratio

A diagram showing the probability that an individual will be a successful performer

given different predictor scores.

Unit 2: Workforce Planning and Employment

Individual expectancy chart

A method of assessing the reliability of a measuring instrument by administering it twice to the same population with a brief

interval of time between the two administrations and then correlating each

individual’s first and second scores.

Unit 2: Workforce Planning and Employment

Test-retest reliability

The percentage of employees to leave the organization during a given period of time.

Unit 2: Workforce Planning and Employment

Turnover rate

An interview format in which one applicant is interviewed by a group of interviewers at

one time.

Unit 2: Workforce Planning and Employment

Board interview/ Panel interview

A visa classification that provides employers with the ability to hire workers with specialized training from the global labor market to meet critical, but usually

temporary, business needs.

Unit 2: Workforce Planning and Employment

H1-B visa

The extent to which a predictor variable is correlated with a criterion variable.

Unit 2: Workforce Planning and Employment

Validity

The process of developing and projecting an image that defines a company as an

outstanding employer.

Unit 2: Workforce Planning and Employment

Employment branding

A validity study, either predictive or concurrent, in which the predictor data are statistically correlated with the criteria of

performance.

Unit 2: Workforce Planning and Employment

Criterion-related validity

A decision constructed by a court that an employee who quit was actually discharged because of intolerable working conditions.

Unit 2: Workforce Planning and Employment

Constructive discharge

The total cost for hiring an individual, including all recruiting, testing,

interviewing, and other expenses.

Unit 2: Workforce Planning and Employment

Cost-per-hire

Ratios that show the number of applicants at one stage of the recruiting process who

move to the next stage.

Unit 2: Workforce Planning and Employment

Yield ratio

Bar charts showing the probability of being a successful performer for various

categories of predictor scores.

Unit 2: Workforce Planning and Employment

Expectancy charts

A method of conducting interviews in which one person interviews a collection of

applicants at one time.

Unit 2: Workforce Planning and Employment

Group interview

A form of validity that is inferred from the perceived similarity between the content of the predictor and the requirements of the

job.

Unit 2: Workforce Planning and Employment

Face validity/ Content validity

A statement that describes what a company has to offer its employees

relative to the rewards offered by other places of employment.

Unit 2: Workforce Planning and Employment

Employment value proposition

The percentage of employees who would normally be considered successful without

the use of a given selection procedure.

Unit 2: Workforce Planning and Employment

Base rate of success.

A method of short-term forecasting in which the number of employees is identified by computing how many

employee hours will be needed to produce the output that the organization expects to

achieve.

Unit 2: Workforce Planning and Employment

Work-load analysis

A statement, usually in an employee handbook, that creates the expectation that an employee will not be terminated

except for good cause.

Unit 2: Workforce Planning and Employment

Implied contract

A type of validity that accesses whether a measuring instrument actually measures

the psychological construct or trait it purports to measure.

Unit 2: Workforce Planning and Employment

Construct validity

The degree of agreement between two evaluators who have evaluated the same

employee or job applicant.

Unit 2: Workforce Planning and Employment

Inter-rater reliability

The analysis of jobs within a company that produces a job description or a job

specification.

Unit 2: Workforce Planning and Employment

Job analysis

A legal theory that makes employers liable for the abusive acts of employees if the

employer knew or should have know about the employees’ propensity for such

conduct.

Unit 2: Workforce Planning and Employment

Negligent hiring

A label or occupational code number associated with each job.

Unit 2: Workforce Planning and Employment

Job identification

The common name for Executive Order 11246, which requires government

contractors to develop affirmative action plans.

Unit 2: Workforce Planning and Employment

Order Number 4

Workers who are hired by a multinational company to work in their own country.

Unit 2: Workforce Planning and Employment

Local nationals/ Host country nationals

A method of testing the validity of a selection procedure by combining jobs that require similar abilities and by separately validating the specific predictors intended

to measure those abilities.

Unit 2: Workforce Planning and Employment

Synthetic validity

Repeatability or consistency of measurement.

Unit 2: Workforce Planning and Employment

Reliability

A structures interview in which the interviewer asks a series of predetermined

questions.

Unit 2: Workforce Planning and Employment

Patterned interview

The correlation coefficient showing the relationship between a predictor and a

criterion.

Unit 2: Workforce Planning and Employment

Validity coefficient

A statistical technique for predicating the value of one dependent variable by a

weighted combination of other independent variables.

Unit 2: Workforce Planning and Employment

Regression analysis

The guideline used by the EEOC to determine whether a selection procedure

has an adverse impact on selection.

Unit 2: Workforce Planning and Employment

Four-fifths rule

To have the effect of discriminating.

Unit 2: Workforce Planning and Employment

Disparate impact

A determination of the number of minorities and women in the external labor market who are qualifies for employment in

the company’s job groups.

Unit 2: Workforce Planning and Employment

Availability analysis

Orders issued by the president of the United States.

Unit 2: Workforce Planning and Employment

Executive orders

A method of long-range forecasting in which employment levels are associated

with levels of business activity.

Unit 2: Workforce Planning and Employment

Trend projections

Allows past employers to share relevant job-related personal information about an

applicant with future employers.

Unit 2: Workforce Planning and Employment

Qualified privilege doctrine

Written plans for recruiting and hiring minorities and females. These plans, which

are required of government contractors and subcontractors, must contain goals

and timetables for achieving them.

Unit 2: Workforce Planning and Employment

Affirmative action plans (AAP)

A simple test that requires applicants to perform a defined segment of the actual

job to assess their potential.

Unit 2: Workforce Planning and Employment

Job sample test