Employment Branding and Recruitment: Terms and Concepts, Quizzes of Human Resource Management

Download Employment Branding and Recruitment: Terms and Concepts and more Quizzes Human Resource Management in PDF only on Docsity! TERM 1 Employment brand DEFINITION 1 By implementing a well-aligned ________________________, organizations can increase their likelihood of attracting and retaining employees that best 'fit' their culture. TERM 2 - compensation - supply/demand - competition DEFINITION 2 What are the three challenges of recruitment & selection? TERM 3 - HR Dept. - centralized & decentralized - outsource (temp agency) DEFINITION 3 What are the different types of HR functions? TERM 4 - sources used - recruiter traits - personnel policies DEFINITION 4 What are three things that impact recruitment? TERM 5 1) vacancy 2) job descr. 3) job post 4) review resume 5) interview 6) select 7) execution of hire 8) oboarding DEFINITION 5 What are the steps in the recruitment life cycle? TERM 6 Full Time Equivalency DEFINITION 6 What does FTW stand for? TERM 7 shortage or surplus DEFINITION 7 Based on forecasts for labor demand and supply, planner can compare figures to determine whether there will be a ______________ or _______________ of labor for each job category. TERM 8 Allows the organization to plan how to address these challenges DEFINITION 8 How does determining expected shortages and surpluses do for an organization? TERM 9 Transitional Matrix DEFINITION 9 "Where did people in each job category go?" ... "Where did people now in each job category come from?"________ is a chart that lists job categories held in one period and shows proportion of employees in each of those job categories in a future period. TERM 10 Title VII of the Civil Rights Act of 1964 DEFINITION 10 Protected Class: Race, color, national origin, religion, & sex TERM 21 At-Will Doctrine DEFINITION 21 Protected: Employment Contracts1) Public Policy2) Implied contract3) implied covenant of good faith & fair dealings TERM 22 15 DEFINITION 22 Civil Rights Act applies to organizations that employ ____ or more. TERM 23 Executive Order 11246 DEFINITION 23 - Prohibits federal contractors and subcontractors from discriminating bases on race, color, religion, sex, or national origin.- employers whose contracts meet min. size requirements must engage in affirmative action- covered organizations receiving more than $50,000 must develop a written affirmative action plan TERM 24 Executive Order 11478 DEFINITION 24 - Requires federal government to base all its employment decisions on merit and fitness- It specifies that race, color, religion, sex, and national origin may not be considered- also covers organizations doing at least $10,000 worth of business with federal government TERM 25 ADA DEFINITION 25 Employers must take reasonable accommodations covered by this act. TERM 26 USERRA DEFINITION 26 - Employers must reemploy workers who left jobs to fulfill military duties for up to fiveyears- should be in the job they would have held if they had not left to serve in the military- disabled vets also have up to two years to recover from injuries received during their service or training, and employers must make reasonable accommodations for a remaining disabilities TERM 27 Disparate treatment DEFINITION 27 Differing treatment of individuals based on the individuals' race, color, religion, sex, national origin, age, or disability status. TERM 28 Establish Prima Facie DEFINITION 28 1) He/she belongs to a protected class2) he/she applied for, was considered for a job, a job for which they were qualified3) he/she suffered an adverse employment action4) The position remained open and the employer continued to seek applicants TERM 29 Bona Fide Occupational Qualification (BFOQ) DEFINITION 29 Employer Burden of Proof - A necessary qualification for performing a job. TERM 30 Disparate Impact DEFINITION 30 A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities TERM 31 Four-Fifths Rule DEFINITION 31 Employer Burden of Proof - Rule of thumn that finds evidence of discrimination if an org's hiring rate for a minority group is less than 4/5ths the hiring rate for the majority group. TERM 32 Applying the 4/5ths rule DEFINITION 32 40 hired/200 black applicants = 20%60 hired/100 white applicants = 60%20%/60% = .3334/5 = 80%.33 < .80Evidence of potential discrimination TERM 33 Public Policy DEFINITION 33 1) Refusing to perform an act that state law prohibits2) Reporting a violation of the law3) Engaging in acts that are in the public interest4) exercising a statutory right TERM 34 Implied Contract DEFINITION 34 Handbooks, policies, practices, or other written assurances may create an implied contract TERM 35 Fair dealings DEFINITION 35 Judicial interpretations of this have varied from requiring just cause for termination to prohibiting terminations made in bad faith or motivated by malice. Examples of bad faith terminations include an employer firing an older employee to avoid paying retirement benefits.