Managing Human Resources Ch. 6-91. achievement tests: Measures of what a person knows or can doright now.2. apprenticeship training: A system of training in which aworker entering the skilled trades is given thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of the work.3. aptitude tests: Measures of a person's capacity to learn oracquire skills.4. behavior modeling: An approach that demonstrates desiredbehavior and gives trainees the chance to practice and role-play those behaviors and receive feedback.Involves four basic components:Learning pointsModelPractice and role playFeedback and reinforcement5. behavior modification: The technique that operates on theprinciple that behavior that is rewarded, or positively reinforced, is repeated more frequently, whereas behavior that is penalized or unrewarded will decrease in frequency.6. behavior observation scale (BOS): A performance appraisal that measures the frequency of observed behavior (critical incidents).Preferred over BARS for maintaining objectivity, distinguishing good performers from poor performers, providing feedback, and identifying training needs.7. Behavioral Checklist Method: The rater checks statements ona list that the rater believes are characteristic of the employee's performance or behavior.8. behavioral description interview (BDI): An interview in which an applicant is askedquestions about what he or she actually did in a given situation.9. behaviorally anchored rating scale (BARS): Consists of a series of vertical scales, one foreach dimension of job performance; typically developed by a committee that includes both subordinates and managers.10. benchmarking: The process of measuring one's own servicesand practices against the recognized leaders in order to identify areas for improvement.Deming's Benchmarking Model1. Plan: conduct a self-audit to identify areas for benchmarking.2. Do: collect data about activities.3. Check: Analyze data.4. Act: Establish goals, implement changes, monitor progress, and redefine benchmarks.11. comparable worth: The concept that male and female jobsthat are dissimilar, but equal in terms of value or worth to the employer, should be paid the same.12. compensatory model: Permits a high score in one area tomake up for a low score in another area.13. competence-based pay: (also skill-based pay or knowledge-based pay)Compensation for the different skills or increased knowledge employees possess rather than for the job they hold in a designated job category.Greater productivity, increased employee learning and commitment to work, improved staffing flexibility to meet production or service demands, and the reduced effects of absenteeism and turnover,14. competency assessment: competency assessment15. concurrent validity: The extent to which test scores (or otherpredictor information) match criterion data obtained at about the same time from current employees.High or low test scores for employees match their respective job performance.16. construct validity: The extent to which a selection toolmeasures a theoretical construct or trait.Are difficult to validateExample: creative arts tests, honesty tests17. consumer price index (CPI): A measure of the averagechange in prices over time in a fixed "market basket" of goods and services18. content validity: The extent to which a selection instrument,such as a test, adequately samples the knowledge and skills needed to perform a particular job.Example: typing tests, driver's license examinations19. contrast error: A rating error in which an employee'sevaluation is biased either upward or downward because of comparison with another employee just previously evaluated.Managing Human Resources Ch. 6-9Study online at quizlet.com/_nkeer20. cooperative training: A training program that combinespractical on-the-job experience with formal educational classes.21. criterion-related validity: The extent to which a selectiontool predicts, or significantly correlates with, important elements of work behavior.A high score indicates high job performance potential; a low score is predictive of low job performance.22. critical incident: Critical Incident MethodCritical incidentAn unusual event that denotes superior or inferior employee performance in some part of the jobThe manager keeps a log or diary for each employee throughout the appraisal period and notes specific critical incidents related to how well they perform.23. cross-training: The process of training employees to domultiple jobs within an organizationGives firms flexible capacity.Cuts turnoverIncrease productivityPares down labor costsLays the fou24. cross-validation: Verifying the results obtained from avalidation study by administering a test or test battery to a different sample (drawn from the same population).25. customer appraisal: A performance appraisal that, like teamappraisal, is based on TQM concepts and seeks evaluation from both external and internal customers26. e-learning: Learning that takes place via electronic media such web and computer-based training (CBT)Allows the firm to bring the training to employeesAllows employees to customize their own learning in their own time and spaceProvides continuously updated training materials.27. error of central tendency: A rating error in which allemployees are rated about average.28. escalator clauses: Escalator clauses in labor agreementsprovide for quarterly upward cost-of-living wage adjustments for inflation to protect employees' purchasing power29. essay method: Requires the rater to compose a statementdescribing employee behavior.30. exempt employees: Employees who not covered in the overtimeprovisions of the Fair Labor Standards Act.Managers, supervisors, and white-collar professional employees are exempted on the basis of their exercise of independent judgment and other criteria31. forced-choice method: Requires the rater to choose fromstatements designed to distinguish between successful and unsuccessful performance. 1. ______ a) Works hard _____ b) Works quickly 2. ______ a) Shows initiative _____ b) Is responsive tocustomers 3. ______ a) Produces poor quality _____ b) Lacks good workhabits32. graphic rating-scale method: A trait approach toperformance appraisal whereby each employee is rated according to a scale of individual characteristics.33. Hay profile method: Job evaluation technique using threefactors—knowledge,