The lateral movement between different jobs

The formal or informal relationships between people in an organization

Successful people who embody the values and character of the organization and its culture (ex. – founders of the company)

The measurable or visible indicators of a selection criterion

Perceived fairness in the distribution of outcomes

A change or reduction in job grade level when an employee has been advanced beyond their skills and capabilities

A unique capability that creates high value and differentiates an organization from its competition

Special events in which organization members celebrate stories, heroes and symbols (ex. communication meetings or award ceremony)

A characteristic that a person must have to do a job successfully

Employers have a legitimate right to ensure employees are performing their jobs in a secure environment

In this stage of career development, individuals remain productive in work and prepare for retirement or a career-change

This competitive corporate strategy focusing a particular buyer group, segment of the industry or a geographical market.

One or several duties that identify and describe the major purpose or reason for the job’s existence

Tests which assess of a range of reasoning skills.

Defined in legal terms for individuals as the freedom from unauthorized and unreasonable intrusion into their personal affairs

An employment assignment in which an employee of one country lives and works in another country for a fixed period of time

This competitive corporate strategy focuses on being the low-cost producer in the industry. Also called “Operational Excellence” strategy

In this method of job analysis, learning about the job occurs by observing the activities of the jobholders

An achievement test that measures a person’s level of understanding about a particular job.

Perceived fairness of the process used to make decision about employees

A chart showing the possible directions and career opportunities available in an organization; it presents the steps in a possible career and a plausible timetable for accomplishing them.

Organizational structure that utilize direct linkages of both departmentalization by division and function to gain the benefits of both

In this method of job analysis, circulate carefully prepared questionnaires are sent out individually and jobholders or managers are asked to fill them out.

The extent to which the technique measures the intended knowledge, skill, or ability. In the selection context, it is the extent to which scores on a test or interview correspond to actual job

Rights based on a specific contract between employer and employee which can be spelled out formally in written employment contracts or implied in employee handbooks and published policies