question

Human Capital

answer

The knowledge, skills, and capabilities of individuals that have economic value to an organization. (p.5)

question

KSAOs

answer

Knowledge, Skills, Abilities, Other Attributes (p.5)

question

Learning Capability is G x G

answer

The businesses ability to GENERATE new ideas multiplied by its adeptness at GENERALIZING them throughout the company (p.6)

question

Downsizing

answer

Planned elimination of jobs (pg.8)

question

Outsourcing

answer

Contracting outside the organization to have work done that formerly was done by internal employees (pg.8)

question

Offshoring

answer

The business practice of sending jobs to other countries. (pg.8)

question

Globalization

answer

The process of international integration arising from the interchange of world views, products, ideas and other aspects of culture. (p.10)

question

How globalization affects HR

answer

Firms have to balance a complicated set of issues related to different geographies including different cultures, employment laws and business practices as well as safety. (p.10)

question

Corporate Social Responsibility

answer

The responsibility of the firm to act in the best interests of the people and communities affected by its activities. (p.11)

question

Sustainability

answer

Doing business in a way that does as little harm to the environment and depletes as few natural resources as possible. (p.12)

question

Collaborative Software

answer

Software that allows workers to interface and share information with one another electronically. (p.12)

question

Knowledge Workers

answer

Workers whose responsibilities extend beyond the physical execution of work to include planning, decision-making, and problem-solving. (p.13)

question

Human Resources Information System (HRIS)

answer

A computerized system that provides current and accurate data for purposes of control and decision-making. (p.14)

question

Nearshoring

answer

Occurs when a firm relocates jobs abroad to nations closer to its domestic market. (p.17)

question

Homeshoring

answer

Occurs when a firm relocates jobs abroad back to its domestic market. (p.17)

question

Furloughing

answer

A situation in which an organization asks or requires employees to take time off for either no pay or reduced pay. (p.17)

question

Employee Leasing

answer

The process of dismissing employees who are then hired by a leasing company (which handles all HR related activities) and contracting with that company to lease back their employees (p.17)

question

Employee Engagement

answer

The extent to which employees are enthused about their work and committed to it. (p.26)

question

Line Managers

answer

Non-HR who are responsible for over-seeing the work of other employees. (p.27)

question

Responsibilities of HR Managers

answer

Strategic Advice and counsel; Service; Policy Formulation; Employee Advocacy (p.28)

question

Competencies HR Managers Require

answer

Business mastery; HR mastery; personal credibility (p.29)

question

Strategic Planning

answer

Procedures for making decisions about the organization's long term goals and strategies. (p.40)

question

Human Resources planning (HRP)

answer

The process of anticipating and providing for the movement of people into, within, and out of the organization. (p.40)

question

Strategic Human Resources Management

answer

The pattern of human resources deployments and activities that enable an organization to achieve its strategic goals. (p.40)

question

Strategic Planning and HR planning

answer

Strategy formulation and strategy implementation (p.41)

question

Mission

answer

The basic purpose of the organization as well as its scope of operations (p.43)

question

Strategic Vision

answer

A statement about where the company is going and what it can become in the future; clarifies the long-term direction of the company and its strategic intent. (p.43)

question

Core Values

answer

The strong and enduring beliefs and principles that the company uses as a foundation for its decisions. (p.43)

question

Environmental Scanning

answer

Systematic monitoring of the major external forces influencing the organization. (p.45)

question

Business Environment

answer

External factors in the general environment that a firm cannot directly control but that can affect its strategy. (p.45)

question

Remote Environment

answer

Forces that generally affect most, if not all, firms, such as the economy and technological, demographic, and legal and regulatory changes. (p.45)

question

Economic and Ecological Changes

answer

Making changes as the economy changes (p.45)

question

Technological Changes

answer

Companies compete with their technological changes. (p.45)

question

Demographic Changes

answer

Analyzing demographic and labor market trends. (p.46)

question

Social Changes

answer

Looking at the changes in society that affect the workplace; such as their priorities toward healthcare. (p.46)

question

Legal Regulatory Changes

answer

Administrative rules and their affects on the remote environment. (p.46)

question

Competitive Environment

answer

Consists of a firm's specific industry, including the industry's customers, rival firms, new entrants, substitutes, and suppliers. (p.46)

question

Core Capabilities

answer

Integrated knowledge set within an organization that distinguish it from its competitors and deliver value to customers (p.49)

question

Value Creation

answer

What the firm adds to a product or service by virtue of making it; the amount of benefits provided by the product or service once the costs of making it are subtracted. (p.49)

question

Setting a competitive advantage through people

answer

(p.51) Resource must be: 1.Valuable 2.Rare 3.Difficult to Imitate 4. Organized

question

Cultural Audits

answer

Audits of the culture and quality of work life in an organization. (p.53)

question

Values-Based Hiring

answer

The process of outlining the behaviors that exemplify a firm's corporate culture and then hiring people who are a fit for them. (p.54)

question

Trend Analysis

answer

A quantitative approach to forecasting labor demand based on an organizational index such as sales. (p.56)

question

Management Forecasts

answer

The opinions (judgements) or supervisors, department management, experts, or others knowledgable about the organization's future employment needs. (p.56)

question

Staffing Tables

answer

Graphic representations of all organizational jobs, along with the numbers of employees currently occupying those jobs and future (monthly or yearly) employment requirements. (p.57)

question

Markov Analysis

answer

A method for tracking the pattern of employee movements through various jobs (p.57)

question

Quality of Fill

answer

A metic designed to measure how well new hire that fill positions are performing on the job. (p.58)

question

Skill Inventories

answer

Files of personnel education, experience, interests, skills, and so on that allow managers to quickly match job openings with employee backgrounds. (p.58)

question

Replacement charts

answer

Listing of current job-holders and people who are potential replacements if an opening occurs. (p.58)

question

Succession Planning

answer

The process of identifying, developing, and tracking key individuals or executive positions. (p.58)

question

Human Capital Readiness

answer

The process of evaluating the availability of critical talent in a company and comparing it to the firms supply. (p 62)

question

SWOT Analysis

answer

A comparison of strengths and weaknesses, opportunities, and threats for strategy formulation.(p.63)

question

Corporate Strategy

answer

Includes the markets in which it will compete, against whom, and how. (p.63)

question

Business Strategy

answer

Focus on how the company will compete against viral firms in order to create value for customers (p.65)

question

Vertical Alignment

answer

focuses on the connection between the business's objectives and the major initiatives undertaken by HR. (p67)

question

Horizontal Fit

answer

Managers need to ensure that their HR practices are all aligned with one anther internally to establish a configuration that is mutually enforcing.

question

Benchmarking

answer

The process of looking at your practices and performance in a given area and then comparing them with those of other companies (p.70)

question

Balances Scorecard

answer

A measurement framework that helps managers translate strategic goals into operational objectives. (p.72)

question

Organizational Capacity

answer

The capacity of the organization to act and change in pursuit of sustainable competitive advantage (p.74)

question

Coordination Flexibility

answer

is the ability to rapidly reallocate resources to new or changing needs.

question

Resource Flexibility

answer

Results from having resources that can be used in different ways and people who can perform different job functions in different ways (p.75)

question

Equal Employment Opportunity (EEO)

answer

The treatment of individuals in all aspects of employment- hiring, promotion, training, etc.- in a fair and non-biased manner. (p.90)

question

Executive Order 8802

answer

Franklin Roosevelt in 1941 issued this to ensure that every American "regardless of race, creed, color, and national origin", would be guarenteed equal opportunity employment. (p.90)

question

Protected Classes

answer

Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity. (p.91)

question

Equal Pay Act of 1963

answer

This act makes it illegal to discriminate against people in terms of the pay employee benefits, and pension they earn based on their gender when they do equal work. (p.95)

question

Civil Rights Act of 1964

answer

Law that addresses discrimination in scotty in general in the US. (p.96)

question

Bona Fide Occupational Qualification

answer

Suitable defense against a discrimination charge only when age, religion, sex, or national origin in an actual qualification for performing the job. (p.96)

question

Business Necessity

answer

A work-related practice that is necessary to the safe and efficient operation of an organization. (p.96)

question

Religious Preference

answer

Managers have to accommodate an employee's religion in the specific areas of holidays and observance, personal appearance, and religious conduct on the job. (p.97)

question

Equal Employment Opportunity Act of 1972

answer

In this ammendment of the Civil rights act, two changes were made. Coverage of the act was expanded to include state and local govt and public and private educational institutions. Strengthen enforcement of powers. (p.98)

question

Civil Rights Act of 1991

answer

Employees that can prove were intentionally discriminated against can seek compensation.(p.98)

question

Glass Ceiling Act of 1991

answer

Glass Ceiling represents an invisible barrier that prohibits protected class members from reaching top organizational positions. (p.99)

question

Lilly Ledbetter Fair Pay Act (2009)

answer

180 statute of limitations for filing an equal-pay lawsuit with EEOC resets wutg each new discriminatory paycheck, not the date of the originally discriminatory paycheck. (p.99)

question

Age Discrimination in Employment Act of 1967

answer

Prohibits specific employers from distracting against employees and applicants age 40 or older in ant employment area. (p.99)

question

Older Workers Benefit Protection Act of 1990

answer

Prohibits employers from denying benefits to older employees except in limited circumstances. (p.99)

question

Pregnancy Discrimination Act of 1978

answer

Pregnancy is a disability and that pregnant employees have other medical conditions. (p.100)

question

Americans with Disabilities Act of 1990

answer

Prohibits employers from discriminating against individuals with physical and mental disabilities and the chronically ill. (p.100)

question

Reasonable Accommodation

answer

An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences. (p.101)

question

Americans with Disabilities Act Amendments Act

answer

Broadened the definition of what constitutes a disability. (p.102)

question

Genetic Information Nondiscrimination Act of 2008

answer

Employers are prohibited from requesting, requiring, or purchasing the genetic information of workers or their family members. (p.102)

question

Uniformed Services Employment and Reemployments Rights Act of 1994 (USERRA)

answer

People who enter the military for a total of 5 years can return to their private-sector jobs without risk of loss of seniority or benefits. (p.103)

question

Veterans Benefits Improvement Act

answer

Requires employers to provide a notice of rights, benefits, obligations of both employers and employees under USERRA. (p.103)

question

Vocational Rehabilitation Act of 1973

answer

Requiring private employers with federal contracts over $2,500 to take action to hire individuals with a mental or physical disability. (p.104)

question

Disabled Individual

answer

Any person who (1) has a physical or mental impairment that substantially limits one or more of the person's major life activities, (2) has a record of such impairment, or (3) is regarded as having such an impairment. (p.104)

question

Executive Order 11246

answer

Prohibits discrimination based on race, color, religion, sex, or national origin in all employment activities. (p.104)

question

Don't Ask, Don't Tell Repeal Act of 2010

answer

Implemented to end the ban on gay, lesbian, or bisexual persons opening serving in the US military. (p.104)

question

Fair Employment Practices

answer

State and local laws governing equal employment opportunity that are often more comprehensive than federal laws and apply to small employers. (p.105)

question

Sexual Harassment

answer

Unwelcome advances requests for sexual favors, and other verbal or physical conduct of sexual nature in the working environment. (p.105)

question

Quid Pro Quo Harassment

answer

Submission to or rejection of sexual conduct is used as a basis of employment decisions. (p.105)

question

Hostile Environment

answer

can occur when unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating, hostile, offensive working environment. (p.105)

question

Immigration Reform and Control Act (IRCA)

answer

All employers covered by the law are prohibited from knowingly hiring or retaining unauthorized aliens on the job. Employers with 4 or more employee are prohibited from discriminating in hiring or termination decisions on the basis or national origin or citizenship. (p.107)

question

Uniform Guidelines on Employee Selection Procedures

answer

The procedural document published in the federal register to help employers comply with federal regulations against discriminatory actions. (p.110)

question

Adverse Impact

answer

A concept that refers to the rejections of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the successful, non protected class. (p.111)

question

Four-Fifths Rule

answer

A rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings. (p.111)

question

Disparate Treatment

answer

A situation in which protected class members receive unequal treatment or are evaluated by different standards. (p.112)

question

Workforce Utilization Analysis

answer

A process of classifying protected-class members by number and by the type of job they hold within the organization. (p.112)

question

Charge Form

answer

A discrimination complaint filed with the EEOC by employees or job applicants. (p.113)

question

Affirmative Action

answer

A policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct any past discriminatory practices by increasing the numbers or minorities and women in specific positions. (p.116)

question

Chief Diversity Officer

answer

A top executives responsible for implementing a firm's diversity efforts. (p.117)

question

Reverse Discrimination

answer

The act of giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination. (p.117)

question

Job Analysis

answer

The process of obtaining information about jobs by determining their duties, tasks or activities. (p.132)

question

Job Description

answer

A statement of the tasks, duties, and responsibilities of a job to be performed. (p.132)

question

Job Specifics

answer

A statement of the specific knowledge, skills, and abilities, of a person who is to perform a job needs. (p.133)

question

Subject Matter Experts

answer

A panel of job experts .(p.134)

question

Functional Job Analysis

answer

A job analysis approach that utilizes an inventory of the various types of work activities that can constitute any job. (p.137)

question

Position Analysis Questionnaire

answer

A questionnaire identifying approximately 200 different tasks that, by means of 5-point scale; seeks to determine the degree to which different tasks are involved in performing a job. (p.137)

question

Critical Incident Method

answer

A job analysis method by which important job tasks are identified for job success. (p.138)

question

Task Inventory Analysis

answer

An organization-specific list of tasks and their description used as a basis to identify components of jobs. (p.139)

question

Parts of a job description

answer

The jobs title and location; a job identification section; a job duties section. (p.139)

question

Job specification

answer

1. the skills required to perform the job. 2. the physical demands the job places on the employee doing it. (p.142)

question

Job Design

answer

An outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction. (p.143)

question

Industrial Engineering

answer

A field of study concerned with analyzing work methods and establishing time standards. (p.143)

question

Ergonomics

answer

The process of studying and designing equipment and systems that are easy and efficient to use. (p.144)

question

Job enrichment

answer

Enhancing a job by adding more meaningful tasks and duties to make the work more rewarding and satisfying. (p.145)

question

Job Characteristics Model

answer

A job design theory that purports that three psychological states (experiencing meaningfulness of the work responsibilities performed, responsibility for work outcomes, and knowledge of the results of the work performed) of a jobholder result in improved work performance, internal motivation, and lower absenteeism and turnover. (p.145)

question

Skill Variety

answer

The degree to which a job entails a variety of different activities, which demand the use of a number of different skills and talents by the jobholder. (p.145)

question

Task Identity

answer

The degree to which a job requires completion of a whole and identifiable piece of work, that is, doing a job from beginning to end with a visible outcome. (p.145)

question

Task Significance

answer

The degree to which the job has a substantial impact on the lives to work of other people, whether in the immediate organization or in the eternal environment. (p.145)

question

Autonomy

answer

The degree to which the job provides substantial freedom and independence. (p.145)

question

Feedback

answer

The degree to which carrying out the work activities required by the job results in the individual being given direct and clear info about the effectiveness of his or her performance. (p.145)

question

Job enlargement

answer

The process of faffing a greater variety of tasks to a job. (p.146)

question

Job rotation

answer

The process whereby employees rotate in and out of different jobs. (p.146)

question

Employee Empowerment

answer

Granting employees power to initiate change, thereby encouraging them to take charge of what they do. (p.147)

question

Job Crafting

answer

A naturally occurring phenomenon whereby employees mold their tasks to fit their individual strengths, passions, and motives better. (p.148)

question

Employee Engagement

answer

A situation in which workers are enthusiastic and immersed in their work to the degree that it improved the performance of their companies. (p.148)

question

Employee Team

answer

A group of employees working thither toward a common purpose in which members have complementary skills, members' work is mutually dependent, and the group has description over task performed (p.149)

question

Synergy

answer

Occurs when the interaction and outcome of the team members is greater than the sum if their individual efforts. (p.149)

question

Dejobbing

answer

refers to a process of structuring organizations not around jobs but around projects that are constantly changing. (p.150)

question

Virtual Teams

answer

Teams that utilize telecommunications technology to link team members who are geographically dispersed - often worldwide across cultures and across time zones. (p.151)

question

Flextime

answer

Flextime working hours that permit employees the option of choosing daily starting and quitting times, provided that they work a set number of hours per day of week. (p.153)

question

Job Sharing

answer

An arrangement whereby two part-time employees perform a job that otherwise would be held by one full-time employee (p.156)

question

Telecommuting

answer

Use of personal computers, networks, and other communications technology to do work in the home that is traditionally done in the workplace. (p.156)

question

Internal labor markets

answer

Labor markets in which workers are hired into entry-level jobs and higher-level jobs are filled from within. (p.167)

question

Elements of Recruitment Strategy

answer

Brand, Focus, Location, Method, Timing, Decision (p.167)

question

Recruiting Process Outsourcing

answer

The practice of outsourcing an organization's recruiting function to an outside firm. (p.170)

question

Branding

answer

A company's efforts to help existing and prospective workers understand why it is a desirable place to work. (p.171)

question

Passive Job Seekers

answer

People who are not looking for jobs but could be persuaded to the new ones given the right opportunity. (p.175)

question

Mobile Recruiting

answer

The process of recruiting candidates via their mobile devices. (p.176)

question

Virtual Job Fair

answer

Job fairs conducted online. (p.176)

question

Nepotism

answer

A preference for hiring relatives of current employees. (p.177)

question

Recruiting

answer

The process of keeping track of and maintaining relationships with former employees to see if they would e willing to return to the firm. (p.178)

question

Independent Contractors

answer

Workers who are self-employed and do project work on a contract basis for different organizations. (p.181)

question

Employee Leasing

answer

The process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees. (p.182)

question

Nine-Box Grid

answer

a comparative diagram that includes appraisal and assessment data to allow managers to easily see an employees actual and potential performance. (p.184)

question

Realistic Job Preview

answer

Informing applicants about all aspects of the job, including both its desirable and undesirable facets. (p.185)

question

Employee Profiles

answer

A profile of a worker developed by studying an organization's top performers to recruit similar types of people. (p.185)

question

Time-To-Fill

answer

A metric that refers to the number of days from when a job opening is approved to the date the person is chosen for the job. (p.186)

question

Quality-To-Fill

answer

a metric that measures how well new hires have gotten "up to speed", are performing, and their retention levels.

question

Yield Ratio

answer

The percentage of applicants from a particular source that makes it to the next stage in the selection process. (p.186)

question

Acceptance Rate

answer

The percentage of applicants who accept a firm's job after being offered them. (p.186)

question

Applicant Tracking Systems

answer

A software application recruiters use to post job openings, screen resumes, and uploaded profiles, contact via email potential candidates for interviews, and track the time, costs and other metrics related to hiring people. (p.187)

question

Career Paths

answer

Lines of advancement in an occupational field within an organization. (p.188)

question

Job Progressions

answer

The hierarchy of jobs a new employee mite experience, ranging from a starting job to jobs that successfully require more knowledge and or skill. (p.191)

question

Promotion

answer

A change of assignment to a job at a higher level in the organization. (p.191)

question

Transfer

answer

Placement of an individual in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job. (p.192)

question

Demotion

answer

A downward transfer that moves an individual into a lower-level job that can provide development opportunities. (p.192)

question

Outplacement Services

answer

Services provided by organizations to help terminated employees find a new job. (p.192)

question

Mentors

answer

Individuals who coach, advise, and encourage individuals of lesser rank (p.196)

question

Reverse Mentoring

answer

A program whereby younger employees are called on to mentor older employees and executives about social medial trends, new technology, and marketplace trends. (p.196)

question

Career Plateau

answer

A situation in which for either organizational or personal reasons the probability of moving up the career ladder is low. (p.197)

question

Sabbatical

answer

An extended period of time in which an employee leaves an organization to pursue other activities and later returns to his or her job. (p.198)

question

Informational Interview

answer

A conversation you have with someone in a career you are interested in to gather info about it. (p.216)

question

Job Shadowing

answer

The process of observing someone in his or her work environment to see if the job is of interest to you. (p.216)

question

Entrepreneur

answer

One who starts, organizes, manages, and assumes responsibility for a business or other enterprise. (p.217)

question

Selection

answer

The process of choosing individuals who have relevant qualifications to fill existing or projected job openings. (p.224)

question

Reliability

answer

The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures. (p.226)

question

Validity

answer

The degree to which a test or section procedure measures a person's attributes. (p.226)

question

Video Resumes

answer

Short video clips that highlight applicants qualifications beyond what they can communicate on their resumes. (p.229)

question

Weighted Application Blank

answer

Scored application form - application that is designed to distinguish between successful and unsuccessful employees. (p.229)

question

Non-Directive Interviews

answer

An interview in which the applicant is allowed the maximum amount of freedom in determining the course of discussion, while the interviewer carefully refrains from influencing the applicants remarks. (p.232)

question

Structured interview

answer

an interview in which a set of standardized questions having an established set of answers is used (p.232)

question

Behavioral Description Interview

answer

An interview in which an applicant is asked questions about what he or she actually did in a given situation. (p.232)

question

Sequential Interview

answer

a format in which a candidate is interviewed by multiple people, one right after the other. (p.232)

question

Panel interview

answer

an interview in which a board of interviewers questions and observes a single candidate. (p.233)

question

Video Interviews

answer

Interviews conducted via video conferencing or over the web. (p.233)

question

Computer-administered (automated) interview

answer

interviews in which the questions are administered to applicants via computers. the interviews can be conducted at a firm's facilities, using kiosks, online or via phone. (p.234)

question

Negligent Hiring

answer

The failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others. (p.237)

question

Preemployment test

answer

An objective and standardized measure of a sample of behavior that is used to gauge a persons knowledge, skills, abilities, and other attributes relative to other individuals. A process by which individuals are evaluated as they participate in a series of situations that resemble what they might need to handle on the job. (p.239)

question

Assessment Center test

answer

a process by which managerial candidates are evaluated at an assessment center as they participate in a series of situations that resemble what the might need to handle on the job. (p.241)

question

Cognitive Ability Tests

answer

Measure mental capabilities such as general intelligence, verbal fluency, numerical ability, and reasoning ability.

question

Extroversion

answer

the degree to which someone is talkative, sociable, active, aggressive, and excitable. (p242)

question

Agreeableness

answer

the degree to which someone is trusting, amiable, generous, tolerant, honest, cooperative and flexible. (p.242)

question

Conscientiousness

answer

the degree to which someone is dependable and organized, and perseveres in tasked. (p.242)

question

Neuroticism

answer

The degree to which someone is secure, calm, independent, and autonomous. (p.243)

question

Criterion-Related Validity

answer

The extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior. (p.246)

question

Concurrent Validity

answer

The extent to which the test scores of current employees correlate with job performance.(p.246)

question

Predictive Validity

answer

The extent to which applicants' test scores match criterion data obtained from those applicants/ employees after they have been on the job for some indefinite period. (p.246)

question

Cross Validation

answer

Verifying the results obtained from a validation study by administering a test or battery test to a different sample (drawn from the same population). (p.246)

question

Content Validity

answer

The extent to which a selection tool measures a theoretical construct or trait. (p.247)

question

Construct Validity

answer

The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform a particular job. (p.247)

question

'Can Do' Factor

answer

include a candidates knowledge and skills, as well as the aptitude (the potential) for acquiring new knowledge and skills. (p.248)

question

'Will Do' Factor

answer

include the candidates motivation, interests, and other personality characteristics. (p.248)

question

Compensatory Model

answer

A selection decision model in which a high score in one area can make up for a low score in another area. (251)

question

Multiple Cutoff Model

answer

A selection decision model that required an applicant to achieve some minimum level of proficiency on all selection dimensions. (p.251)

question

Multiple Hurdle Model

answer

A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages. (p.251)

question

Selection Ratio

answer

The numbers of applicants compare with the number of people hired. (p.252)

HR Management – Chapters 1-6 – Flashcards

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