Noe Chapters 3 5 143 159 6 Noe 3 Equal Employment Opportunity EEO Equal Employment Opportunity Commission EEOC Affirmative Action Disability EEO 1 Report Uniform Guidelines on Employee Selection Procedures Office of Federal Contract Compliance Procedures OFCCP Disparate Treatment Bona Fide Occupational Qualification BFOQ Disparate Impact Four Fifths Rule The condition in which all individuals have an equal chance for employment regardless of their race color religion sex age disability or national origin Agency of the Department of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other antidiscrimination laws An organization s active effort to find opportunities to hire or promote people in a particular group Under the Americans with Disabilities Act a physical or mental impairment that substantially limits one or more major life activities a record of having such an impairment or being regarded as having such an impairment The EEOC s Employer Information Report which counts employees sorted by job category sex ethnicity race Guidelines issued by the EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as not to violate antidiscrimination laws The agency responsible for enforcing the executive orders that cover companies doing business with the federal government Differing treatment of individuals where the differences are based on the individuals race color religion sex national origin age or disability status A necessary qualification for performing a job A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities Rule of thumb that finds evidence of discrimination if an organization s hiring Reasonable Accommodation Sexual Harassment Occupational Safety and Health Act OSH Law Occupational Safety and Health Administration OSHA Right to Know Laws Material Safety Data Sheets MSDS Job Hazard Analysis Technique Technic of Operations Review TOR Noe 5 143 159 Executive search firm Yield ratios Cost per hire rate for a minority group is less than four fifths the hiring rate for the majority group An employer s obligation to do something to enable an otherwise qualified person to perform a job Unwelcome sexual advances as defined by the EEOC US law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce Labor Department agency responsible for inspecting employers applying safety and health standards and levying fines for violation State laws that require employers to provide employees with information about the health risks associated with exposure to substances considered hazardous Forms on which chemical manufacturers and importers identify the hazards of their chemicals Safety promotion technique that involves breaking down a job into basic elements then rating each element for its potential for harm or injury Method of promoting safety by determining which specific element of a job led to a past accident They ll find news for people almost exclusively already employed head hunter A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next Find the cost of using a particular recruitment source for a particular type of vacancy Realistic job preview Background information about a jobs positive and negative qualities Noe 6 Personnel Selection KSAOS Reliability Validity Correlation coefficients Uniform Guidelines on Employee Criterion Related Validity Predictive validation Concurrent Validation Content Validity Construct Validity Generalizable Utility The process though which organizations make decisions about who will or will not be allowed to join the organization Knowledge skills abilities and other characteristics Extent to which a measurement is free from random error Statistics measure the degree to which two sets of numbers are related Extent to which performance on measure is related to what the measure is designed to assess Selection Procedures accept three ways of measuring validity criterion related content and construct validity Measure of validity based on showing a substantial correlation between test scores and job performance scores Research that uses the test scores of all applicants and looks for a relationship between the scores and future performance of the applicants who were hired Research that consists of administering a test t people who currently hold a job then comparing their scores to existing measures of job performance Consistency between the test items or problems the kinds of situations or problems that occur on the job Consistency between a high score on a test and high level of a construct such as intelligence or leadership ability as well as between mastery of this construct and successful performance on the job Valid in other contexts beyond the context in which the selection method was developed Extent to which something provides Immigration Reform and Control Act of 1986 Defamation Aptitude Tests Achievement tests Cognitive ability tests Race norming Banding Assessment center Big Five personality traits Fitness for duty testing Nondirective Interview Structured interview Situational interview Behavior Description Interview BDI Panel Interview economic value greater than its cost Federal law requiring employers to verify and maintain records on applicant s legal rights to wok in the US Person damaged the applicant s reputation by making statements that cannot be proved truthful Tests that assess how well a person can learn or acquire skills and abilities Tests that measure persons existing knowledge and skills Tests designed to measure such mental abilities as verbal skills quantitative skills and reasoning ability Establishing different norms for hiring members of different racial groups Concept treats a range of scores as being similar A wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential Extroversion adjustment agreeableness conscientiousness and inquisitiveness Measure whether a worker is alert and mentally able to perform critical tasks at the time of the test A selection interview in which the interviewer has great discretion in choosing questions to ask each candidate Selection
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