| Ability tests: Tests that assess learned skills. |
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| Active practice: The performance of job-related tasks and duties by trainees during training. |
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| Adverse selection: Situation in which only higher-risk employees select and use certain benefits. |
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| Affirmative action: A process in which employers identify problems areas, set goals, and take positive steps to guarantee equal employment opportunities for people in a protected class. |
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| Agency shop: A firm that requires employees who refuse to join the union to pay amounts equal to union dues and fees for the union’s representative services. |
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| Applicant pool: All persons who are actually evaluated for selection. |
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| Applicant population: A subset of the labor force population that is available for selection using a particular recruiting approach. |
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| Aptitude tests: Tests that measure general ability to learn or acquire a skill. |
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| Arbitration: Process that uses a neutral third party to make a decision. |
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| Assessment centre: A collection of instruments and exercises designed to diagnose a person’s development needs. |
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| Attentional advice: Providing trainees information about the process and strategies that can lead to training success. |
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| Attitude survey: A special type of survey that focuses on employees’ feelings and beliefs about their jobs and the organization. |
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| Autonomy: The extent of individual freedom and discretion in the work and its scheduling. |
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| Availability analysis: An analysis that identifies the number of protected-class members available to work in the appropriate labor markets in given jobs. |
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