Noe Chapters: 3, 5 (143-159), 6Noe: 3 Equal Employment Opportunity (EEO) The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national originEqual Employment Opportunity Commission (EEOC)Agency of the Department of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other antidiscrimination lawsAffirmative Action An organization’s active effort to find opportunities to hire or promote people in a particular group Disability 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 EEO-1 Report The EEOC’s Employer Information Report, which counts employees sorted by job category, sex, ethnicity, raceUniform Guidelines on Employee Selection ProceduresGuidelines 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 lawsOffice of Federal Contract Compliance Procedures (OFCCP)The agency responsible for enforcing theexecutive orders that cover companies doing business with the federal government Disparate Treatment Differing treatment of individuals, wherethe differences are based on the individuals race, color, religion, sex, national origin, age, or disability status Bona Fide Occupational Qualification (BFOQ)A necessary qualification for performing a jobDisparate Impact A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities Four-Fifths Rule Rule of thumb that finds evidence of discrimination if an organization’s hiringrate for a minority group is less than four-fifths the hiring rate for the majority group Reasonable Accommodation An employer’s obligation to do something to enable an otherwise qualified person to perform a jobSexual Harassment Unwelcome sexual advances as defined by the EEOCOccupational Safety and Health Act (OSHLaw)US law authorizing the federal government to establish and enforce occupational safety and health standardsfor all places of employment engaging in interstate commerceOccupational Safety and Health Administration (OSHA)Labor Department agency responsible for inspecting employers, applying safetyand health standards, and levying fines for violationRight-to-Know Laws State laws that require employers to provide employees with information about the health risks associated with exposure to substances considered hazardousMaterial Safety Data Sheets (MSDS) Forms on which chemical manufacturersand importers identify the hazards of their chemicals Job Hazard Analysis Technique Safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injuryTechnic of Operations Review (TOR) Method of promoting safety by determining which specific element of a job led to a past accident Noe: 5 (143-159)Executive search firm They’ll find news for people almost exclusively already employed (head hunter)Yield ratios A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the nextCost per hire: 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 qualitiesNoe: 6Personnel Selection: The process though which organizations make decisions about who will or will not be allowed to join the organizationKSAOS: Knowledge, skills, abilities, and other characteristicsReliability: Extent to which a measurement is free from random errorCorrelation coefficients: Statistics measure the degree to which two sets of numbers are relatedValidity: Extent to which performance on measure is related to what the measure is designed to assessUniform Guidelines on Employee Selection Procedures: accept three ways of measuring validity; criterion-related, content, and construct validityCriterion-Related Validity: Measure of validity based on showing a substantial correlation between test scores and job performance scoresPredictive validation: 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 hiredConcurrent Validation: Research that consists of administering atest t people who currently hold a job then comparing their scores to existing measures of job performanceContent Validity: Consistency between the test items or problems the kinds of situations or problems that occur on the jobConstruct Validity: 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 andsuccessful performance on the jobGeneralizable: Valid in other contexts beyond the context in which the selection method was developedUtility: Extent to which something provideseconomic value greater than its costImmigration Reform and Control Act of 1986: Federal law requiring employers to verify and maintain records on applicant’s legal rights to wok in the USDefamation: Person damaged the applicant’s reputation by making statements that cannot be proved truthfulAptitude Tests: Tests that assess how well a person can learn or acquire skills and abilitiesAchievement tests: Tests that measure persons existing knowledge and skillsCognitive ability tests Tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning abilityRace norming: Establishing different norms for hiring members of different racial groupsBanding: Concept treats a range of scores as being similar Assessment center: A wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential“Big Five” personality traits: Extroversion, adjustment, agreeableness,conscientiousness, and inquisitivenessFitness for duty testing: Measure whether a worker is alert and mentally able to perform critical tasks at the time of the testNondirective Interview: A selection interview in which the interviewer has great discretion in choosing questions to ask each candidateStructured interview: Selection
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