SPHR Study - SHRM Glossary Terms

An assessment instrument used to measure an individual’s abilities, mental or physical skills level (i.e. problem solving, manual dexterity, etc.).

A rating method where the rater assigns a specific value on a fixed scale to the behavior or performance of an individual instead of assigning ratings based on comparisons between other individuals.

A standardized testing instrument used to measure how much an individual has learned or what skills he or she has attained as a result of education, training or past experience.

A learner-driven, continuous learning process where learning revolves around the need to find solutions to real problems.

The process of learning new knowledge, skills and behaviors through taking specific actions or performing specific tasks.

The personal care activities which are essential to an individual’s everyday living, including eating, bathing, grooming, dressing, mobility and toileting.

Any act by an employer that results in an individual or group of individuals being deprived of equal employment opportunities.

A substantially different rate of selection in hiring, promotion or other employment decision that works to the disadvantage of a race, sex or ethnic group.

An employer’s selection practices or policies that result in discriminatory or unfavorable treatment toward an individual or individuals who are members of a protected group.

Used in litigation of employment discrimination disputes, after-acquired evidence is evidence that the employer discovers after it has already discharged an employee which proves that even if the discharge in question is found to be illegal, the employer would have dismissed the employee anyway in light of discovering the misconduct.

A rating method used in job evaluation and performance evaluation whereby the rater is asked to select the best and worst employees from a listing of all employees and then rank them accordingly.

A standardized testing instrument used during the selection process that is intended to measure and predict an individual’s abilities.

A tool used to solicit and assess employee opinions, feelings, perceptions and expectations regarding a variety of managerial and organizational issues.

A term used to describe voluntary and involuntary terminations, deaths and employee retirements that result in a reduction to the employer's physical workforce.

Award given by the President of the United States to businesses—manufacturing and service, small and large—and to education and health care organizations that apply and are judged to be outstanding in seven areas: leadership; strategic planning; customer and market focus; measurement, analysis and knowledge management; human resource focus; process management; and results.