Provides a perspective on where the company is headed.

Strategy 

an analysis that is indented to help executives summarize the major facts and forecasts derived from external and internal analyses

A realistic job preview

it absolves the organization of legal liability.

being reliable

to supervisors’ performance ratings.

Work sample tests

high school and college attendance with dates

physical exams must be directly related to the requirements of the job.

job analysis

what effect will the applicants’ family situation have on job performance.

equal employment opportunity.

Civil Rights Act of 1964.

gender

Paying a man more than a women for doing the same job

Uniform Guidelines on Employee Selection Procedures.

unintentional discrimination against a protected class.

purposeful discrimination.

develop a plan of action to correct areas of past discrimination.

industrial engineering

Job enrichment

industrial engineering

refer to short term performance orientation vs. a longer term skill development.

person analysis

Modeling

that performance plateaus are natural and are usually followed by a spontaneous recovery.

transfer of training.

administrative and developmental.

standards relate to the overall objectives of the organization.

correlating two sets of rating made by a single rater or by two different raters.

leniency or strictness error.

forced distribution method

mixed-standards scale.

Behavioral.

criterion deficiency.

tell-and-sell, tell-and listen, and problem-solving

errors of central tendency, leniency or strictness errors, recency error, contrast error, similar-to-me errors.

states that a test has disparate impact if the hiring rate for the minority group is less than 4/5ths (or 80%) of the hiring rate for the majority group.

Disparate treatment exists when individuals in similar situations are treated differently and the differential treatment is based on the individual’s race, color, religion, sex, national origin, age, or disability status. If two people with the same qualifications apply for the job and the employer decides whom to hire based on one individual’s race, the individual not hired is a victim of disparate treatment. Disparate impact occurs when a facially neutral employment practice disproportionately excludes a protected group from employment opportunities. A facially neutral employment practice is one that lacks obvious discriminatory content yet affects one group to a greater extent than other groups, such as an employment test.

Tends to be narrowly focused and oriented toward short-term performance concerns.

Effort that is oriented more toward broadening an individual’s skills for the future responsibilities.

1. Needs assessment based on firm's competitive objectives
2. Program design
3. implementation
4. evaluation

 A determination of the specific individuals who need training.

- Instructional objectives

trainee readiness and motivation

principles of learning

characteristics of successful trainers

represent the desired outcomes of a training program.

- Provide a basis for choosing methods and materials and for selecting the means for assessing whether the instruction will be successful

The technique that operates on the principle that behavior that is rewarded, or positively reinforced, is repeated more frequently, whereas behavior that is penalized or unrewarded will decrease in frequency

- Lack of top-management info and support

- Unclear performance standards

- Rater bias

- Too many forms

- Use of the program for conflicting reasons

- short term focus

- manager not prepared

A process whereby managers meet to discuss the performance of individual employees to ensure their employee appraisals are in line with one another

The supreme court ruled that performance appraisals were subjective to the same validity creiteria as selection procedures

The U.S. Supreme Court found that employees had been ranked against a vague standard, open to each supervisor's own interpretation

• —must be job-related.
• —Employees must be given a written copy of their job standards in advance of appraisals.
• —Managers who conduct the appraisal must be able to observe the behavior they are rating.
• —Supervisors must be trained to use the appraisal form correctly.
• —Appraisals should be discussed openly with employees and counseling or corrective guidance offered.
• —An appeals procedure should be established to enable employees to express disagreement with the appraisal.

• Central tendency
• leniency
• strictness
• similar-to-me
• recency
• halo or horns
• contrast

Graphic rating scale

Mixed standards scale

forced choice

ESSA

Ranking

forced distribution

They contain statements representing good, average, and poor performance based on behavioral examples obtained from knowledgeable persons, usually supervisors. An evaluator's task is to indicate whether an employee either fits the statement, is better than the statement, or worse than the statement.

- Critical indicent

- behavioral checklist

-BARS

-BOS

Requires an in-depth understanding of each position’s key tasks, along with an understanding of the full range of behaviors displayed by individuals in carrying out such tasks. You rate these behaviors for each employee; then you anchor each behavior to points on a rating scale, which indicates whether the behavior is exceptional, excellent, fully competent, or unsatisfactory. The result is a rating scale for each task.

Specific

Measurable

Achievable

Realistic

Time-based

• wages
• commissions
• bonuses
• gainsharing
• restricted stock
• stock options

• Paid time off (Vaca, sick days, holidays)
• Insurance plans
• 401 (k) plans
• Pension
• employee services

An employee's perception that compensation received is equal to the value of the work performed.

• Employer's comp strategy
• Worth of a job
• EE's relative worth
• ER's ability-to-pay

Job evaluation technique using three factors—knowledge, mental activity, and accountability—to evaluate executive and managerial positions.

establishes the requirement for paying the local prevailing wages on public works projects for laborers and mechanics.

Links an increase in base pay to how successfully an employee achieved some objective performance standard(s).

Guidelines for awarding merit raises that are tied to performance objectives.  A merit increase grid combines position in a pay range do determine size of pay increas

• —Money available for merit increases may be inadequate to satisfactorily raise all employees’ base pay
• —Managers may have no guidance in how to define and measure performance
• —Employees may not believe that compensation is tied to effort and performance
• ◦Unable to differentiate between merit pay and other types of pay increases
• —Employees and managers may hold different views of the factors contributing to job success 
• —Creates feelings of pay inequity
• —What % increase is truly motivating?

Grant of stock or stock units (Restricted Stock Units or RSUs) with the condition that the stock not be transferred or sold (by risk of forfeiture) before a specified employment date.

Cash or stock award determined by increase in stock price during the option period.

A grant of company stock in which your rights to take full ownership of the stock are restricted until the shares vest. Once the vesting requirements are met you own the shares outright and may treat them as you would any other shares in your account. You’ll typically have voting and dividend benefits, if applicable, from the grant date

• Social security insurance
• workers comp
• unemployment
• COBRA insurance
• benefits provided under the Family and Medical Leave Act
• Health insurance under obamacare

pension Plans must comply IRS tax standards to qualify.

Training and education

Sarbanes-Oxley (S-O) Act of 2002 protects publicly-traded company employees

Is a designated individual from whom employees may seek counsel for the resolution of their complaints.

A group of two or more employees who share common employment interests and conditions and may reasonably be grouped together for purposes of collective bargaining.

are made up of members who work in any number of positions in a given industry, such as the auto or steel industry. Whereas craft unions may wish to control the number of members, industrial unions wish to maximize the number of members

• Egalitarianism and engagement
• shared information
• knowledge development
• performance-reward linkage