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. Uses recruiting sources and workers who are not regular employees






2. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual






3. 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






4. Prohibits discrimination based on physical or mental disabilities






5. When the interviewer asks every applicant the same questions;






6. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities






7. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions






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






9. Serve as objectives or targets in an affirmative action plan when the percentage of protected-class workers is less than is reasonably expected given availability






10. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards






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






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






13. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules






14. 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






15. Harassment that occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance - creates an intimidating - threatening or humiliating work environment - or perpetuates a situation






16. Protects the privacy of background information and ensures that the information supplied is accurate; imposes legal obligations on employers who use credit and other 3rd-party background reports






17. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt






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






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






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






21. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol






22. When the interviewer asks every applicant the same questions; aka structured interviews






23. Measures a person's respiration - blood pressure and perspiration while they are asked a series of questions - the outcome is a diagnostic opinion about honesty






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






25. Court ruling that endorsed using gender as a factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system






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






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






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






29. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions






30. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress






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






32. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees






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






34. 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






35. Set of job competencies that together make up a profile for success for a particular job






36. A systematic counsling process by which a laid-off or terminated employee is counseled in the techniques of career self-appraisal and in securing a new job that is appropriate to his/her talents and needs






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






38. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services






39. 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.






40. 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






41. Tests that assess skills the candidate has already learned






42. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization






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






44. Case in which Supreme Court ruled that a person may not have a disability if the individual's condition is controlled or corrected by medication or mitigating measures






45. Part of an affirmative action plan that provides data on the proportion of current employees in protected classes by job title - from highest to lowest paid - within a department or business group






46. 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






47. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process






48. A type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time






49. Summarizes the most important features of a job - including a description of the work that details the required tasks - knowledge - skills - abilities - responsibilities - and reporting structure






50. 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)