Test your basic knowledge |

Human Resources Management: Staffing

Subject : business-skills
Instructions:
  • Answer 50 questions in 15 minutes.
  • If you are not ready to take this test, you can study here.
  • Match each statement with the correct term.
  • Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.
1. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter






2. Uses info provided by a group - group members take turns presenting forecast assumptions and the forecast is revised until a composite emerges that incorporates many of their assumptions






3. When rules applied to all employees have a different and more inhibiting effect on a protected class than on the majority; occurs when the selection rate for a protected class is less than 80% of the rate for the class w/ highest selection rate; aka






4. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people






5. People who are covered under a particular federal or state discrimination law; groups protected by EEO designations include but are not limited to women - African-Americans - Hispanics - Native Americans - Asian-Americans - people age 40 or olde






6. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works in the candidates favor






7. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII






8. Spells out the qualifications necessary for an incumbent to be able to perform the job






9. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not






10. Using statistics to determine whether relationships exist btw 2 variables






11. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations






12. A blend of marketing communications - and performance technology intended to get an organization's name out to a mass audience fast; a basis for recruiting employees






13. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs






14. Require federal contractors and subcontractors with contracts in excess of $10 - 000 during any 12-month period to comply with Title VII and to take positive - results-oriented steps to eliminate employment barriers to women and minorities.






15. Analysis that determines if adverse impact exists; the employer examines the labor marker in the firm's recruiting area - determines the percentage of workers in a protected class that are present - and then applies the 4/5 rule to this number






16. When the interviewer asks each applicant questions that are from the same knowledge - skill or ability area; the questions however are not necessarily the same






17. Projections made by managers; can happen from the top down or the bottom up






18. Affirmative action plan term referring to the difference between the availability of members of a protected class and an organization's job group make-up






19. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.






20. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors






21. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.






22. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond






23. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination






24. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience






25. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit






26. Group or team interview of a job candidate






27. An agreement between an employer and an employee that explains the employment relationship






28. Representations of real situations in abstract from - often referred to as 'what if' scenarios; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.






29. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier






30. Latin term for 'on first view' or 'at first appearance'; in an EEO case - when a plaintiff presents evidence of a prima facie case - the employer must articulate a legitimate - nondiscriminatory reason for its decision






31. Court ruling that persons with contagious disesases could be covered by the Rehabilitiation Act of 1973; protection of the act prevents employers from discriminating against ailing persons






32. A projection of future demand based on a past relationship - involves a single variable






33. An agreement between an employer and an employee that explains the employment relationship; aka employment contract






34. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not






35. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case






36. Genereally describes a situation in which an organization shares joint responsibility and liability for their alternative workers w/ the alternative staffing supplier; aka joint employment






37. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors






38. Court ruling that same-gender harassment is actionable under Title VII






39. Requires that a government entity must have a person' signed release before giving info about that individual to someone else






40. The result of an employer punishing an employee for engaging in activities protected by the law (e.g. filing a discrimination charge - opposng unlawful employer practices)






41. A type of flexible staffing option; employees who report to work only when needed






42. As defined by the EEOC - guidelines holding the employer responsibly for the actions of its employees - stating that..'unwelcome sexual advances - requests for sexual favors and other verbal or physical conduct of a sexual nature...'






43. A physical or mental impairment that substantially limits one or more major life activities such as caring for oneself - performing manual tasks - seeing - hearing - etc.






44. Part of an affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilities - wage rates and opportunities for advancement.






45. Modifying or adjusting a job application process - a work environment - or the circumstances under which a job is usually performed to enable a qualfied individual with a disability to be considered for the job and perform its essential functions






46. Type of flexible staffing option; when a company needing help identifies specific eople and refers them to a staffing firm - which employs them and assigns them to work at the company






47. Internal recruiting method that allows current employees the chance to respond to announcements of positions.






48. Prohibits discrimination based on physical or mental disabilities






49. Extent to which a selection device measures the theoretical construct or triat






50. A statistical method that can be used to project future demand; is similar to simple linear regression - except that several variables are utilized to project future demand