The process to identify job duties, requirements and the relative impartance of each duty.
What is Job Analysis?
100
An offer of employment that requires satisifcation of certain requirements before the candiate can be hires and begin work.
What is a conditional job offer?
100
Eduation and Employment History
Character and Interpersonal Competence
Ability to Perform jobs
Willingness of the Past or Current Employer to Rehire
What are kinds of infomation these can provide about a job applicant?
100
When an employer fails to check closely enough on the prospective employee who later commits a related crime in the course of performing his/her duties
What is negilgent hiring?
200
The process that establishes "job relatedness" of training, selection, links to pay and rewards, and appraisal of performance.
What is the Purpose of Job Analysis?
200
A process the uses open-ended questions and solicits on-the-job situational examples.
What is behavioral based interviewing?
200
The person providing it has had adequate opportunity to observe the applicant in job-relevant situations, is competent to evaluate performance, can express an evaluation in way that is meaningful to the future position, is completely candid
What are the elements of a meaningful reference?
200
A test that provides an employer with a gauge that will help ensure that employees can perform their jobs in a manner that does not endager the safety of others
What is drug screening?
300
Situation of economy, internal business finances, the demand for service and products, growth expectations, attrittion related to retirment and all types of turnover.
What are fcators to consider in forecasting staffing needs?
300
Needs assessment that identifies skill gaps.
What is determining training needs?
300
An action that an employer can take with the current workforce to reduce the need for hirng and recruiting
What is retention?
300
A an issue that must be taken seriously and investigated immediated?
What is a complaint of harrassment?
400
A two prong process that evaluates internal staff for advancement and leadership and that also looks at the external factors such as unemployment rate.
What is evaluation of the work force supply?
400
Icumbunbent or supervisor interviews, expert panels, job questionnairres, task inventories, check lists, observations, work logs
What are examples of the methods used in job analysis?
400
Analysis of skill level, work environment, resposnibilities, level of edcuations that are compensable job factors.
What is determining compensation?
400
Overt tests and personality-based measures that are intended to predict a candidates integrity related to employee theft, shoplifting, vendor fraud and administrtive "errors"
What are two types of integrity tests?
400
Ending an employment relationship at any time, with or without cause.
What is employment-at-will?
500
The final element in HR Plannign that determines how to balnce the demand for emploee with the avialble supply.
What is balancing the supply and demand?
500
Duties and tasks, environment, tools and equipment, relationships to supervision, co-workers, customers and the public, required knowledge, skills and abilities.
What are job aspects that are analyzed?
500
These are used to define job duites in want ads, determine the salry level for a position, deteremine minimum education or experience, formulate inetrview questions, prepare selection tests, and development employee performance measurement standards.
What is selection procedures or processes?
500
The type of information used in staffing that legally densible, results-oriented, job related, and elicits unique job-relevant information from each person
What is personal history data?
500
A wriiten plan that must be deleveloped to recruit, hire, train, and promote minorities and females into positions that are unhderutilized,