Term
|
Definition
| All persons who are actually evaluated for selection. |
|
|
Term
|
Definition
| A subset of the labor force population that is available for selection using a particular recruiting approach. |
|
|
Term
|
Definition
| Use of workers who are not traditional employees. |
|
|
Term
|
Definition
| Workers who perform specific services on a contract basis. |
|
|
Term
|
Definition
| System in which the employer provides notices of job openings and employees respond by applying. |
|
|
Term
|
Definition
| All individuals who are available for selection if all possible recruitment strategies are used. |
|
|
Term
|
Definition
| External supply pool from which organizations attract employees. |
|
|
Term
|
Definition
| Process of generating a pool of qualified applicants for organizational jobs. |
|
|
Term
|
Definition
| Percentage hired from a given group of candidates. |
|
|
Term
|
Definition
| Comparisons of the number of applicants at one stage of the recruiting process with the number at the next stage. |
|
|
Term
|
Definition
| Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past. |
|
|
Term
|
Definition
| Tests that measure an individual’s thinking, memory, reasoning, verbal, and mathematical abilities. |
|
|
Term
|
Definition
| Citizen of one country who is working in a second country and employed by an organization headquartered in the first country. |
|
|
Term
|
Definition
| Citizen of one country who is working in that country and employed by an organization headquartered in a second country. |
|
|
Term
|
Definition
| Occurs when an employer fails to check an employee’s background and the employee injures someone. |
|
|
Term
|
Definition
| Occurs when an employer becomes aware that an employee may be unfit for employment, continues to employ the person, and the person injures someone. |
|
|
Term
|
Definition
| Interview that uses questions developed from the answers to previous questions. |
|
|
Term
|
Definition
| Interview in which several interviewers meet with the candidate at the same time. |
|
|
Term
|
Definition
| The congruence between individuals and organizational factors. |
|
|
Term
|
Definition
| Matching the KSAs of people with the characteristics of jobs. |
|
|
Term
|
Definition
| Tests that measure an individual’s abilities such as strength, endurance, and muscular movement. |
|
|
Term
|
Definition
| Fitting a person to the right job. |
|
|
Term
|
Definition
| Measurable or visible indicators of a selection criterion. |
|
|
Term
|
Definition
| Tests that measure dexterity, hand-eye coordination, arm-hand steadiness, and other factors. |
|
|
Term
| Realistic job preview (RJP) |
|
Definition
| Process through which a job applicant receives an accurate picture of a job. |
|
|
Term
|
Definition
| Process of choosing individuals with qualifications needed to fill jobs in an organization. |
|
|
Term
|
Definition
| Characteristic that a person must have to do a job successfully. |
|
|
Term
|
Definition
| Structured interview composed of questions about how applicants might handle specific job situations. |
|
|
Term
| Situational judgment tests |
|
Definition
| Tests that measure a person’s judgment in work settings. |
|
|
Term
|
Definition
| Interview designed to create anxiety and put pressure on applicants to see how they respond. |
|
|
Term
|
Definition
| Interview that uses a set of standardized questions asked of all job applicants. |
|
|
Term
|
Definition
| Interview in which applicants are interviewed by the team members with whom they will work. |
|
|
Term
|
Definition
| Citizen of one country who is working in a second country and employed by an organization headquartered in a third country. |
|
|
Term
|
Definition
| Tests that require an applicant to perform a simulated job task. |
|
|
Term
|
Definition
| Performance of job-related tasks and duties by trainees during training. |
|
|
Term
|
Definition
| Copying someone else’s behavior. |
|
|
Term
|
Definition
| Comparison of costs and benefits associated with training. |
|
|
Term
|
Definition
| Training people to do more than one job. |
|
|
Term
|
Definition
| Use of the Internet or an organizational intranet to conduct training on-line. |
|
|
Term
|
Definition
| Based on the idea that people learn best if reinforcement and feedback are given after training. |
|
|
Term
|
Definition
| Training that occurs through interactions and feedback among employees. |
|
|
Term
|
Definition
| The way an organization identifies and leverages knowledge in order to be competitive. |
|
|
Term
|
Definition
| Practice performed all at once. |
|
|
Term
|
Definition
| Planned introduction of new employees to their jobs, co-workers, and the organization. |
|
|
Term
|
Definition
| Process in which a trainer and the organizational client work together to determine what needs to be done to improve results. |
|
|
Term
|
Definition
| Based on the idea that people tend to repeat responses that give them some type of positive reward and avoid actions associated with negative consequences. |
|
|
Term
|
Definition
| Person’s belief that he or she can successfully learn the training program content. |
|
|
Term
|
Definition
| Practice performed in several sessions spaced over a period of hours or days. |
|
|
Term
|
Definition
| Process whereby people acquire capabilities to perform jobs. |
|
|
Term
|
Definition
| Collections of instruments and exercises designed to diagnose individuals’ development needs. |
|
|
