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360–degree feedback
a performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves
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Adverse impact
unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others
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Assessment centers
a series of managerial simulations, graded by trained observers, that are used to determine applicants’ capability for managerial work
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Background checks
procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job–related background information not provided by applicants
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Behavioral observation scales (BOSs)
rating scales that indicate the frequency with which workers perform specific behaviors that are representative of the job dimensions critical to successful job performance
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Biographical data (biodata)
extensive surveys that ask applicants questions about their personal backgrounds and life experiences
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Bona fide occupational qualification (BFOQ)
an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are “reasonably necessary to the normal operation of that particular business.” BFOQs are strictly monitored by the Equal Employment Opportunity Commission.
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Cognitive ability tests
tests that measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude
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commission
a compensation system in which employees earn a percentage of each sale they make
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compensation
the financial and nonfinancial rewards that organizations give employees in exchange for their work
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Disparate treatment
intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs
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downsizing
the planned elimination of jobs in a company
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Dysfunctional turnover
loss of high–performing employees who voluntarily choose to leave a company
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Early retirement incentive programs (ERIPs)
programs that offer financial benefits to employees to encourage them to retire early
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Employee separation
the voluntary or involuntary loss of an employee
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Employee stock ownership plan (ESOP)
a compensation system that awards employees shares of company stock in addition to their regular compensation
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Employee turnover
loss of employees who voluntarily choose to leave the company
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Employment references
sources such as previous employers or coworkers who can provide job–related information about job candidates
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External recruiting
the process of developing a pool of qualified job applicants from outside the company
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Four–fifths (or 80 percent)rule
a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. A violation of this rule occurs when the selection rate for a protected group is less than 80 percent or four–fifths of the selection rate for a nonprotected group.
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Functional turnover
loss of poor–performing employees who voluntarily choose to leave a company
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Hostile work environment
a form of sexual harassment in which unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment
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Human resource management (HRM)
the process of finding, developing, and keeping the right people to form a qualified work force
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Internal recruiting
the process of developing a pool of qualified job applicants from people who already work in the company
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interviews
a selection tool in which company representatives ask job applicants job–related questions to determine whether they are qualified for the job
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