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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. Court ruling that heldthat a represenatative of the company invaded privacy by questioning a psychologist (to whom an employee has been referred by the employee assistance program)






2. 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






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






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






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






6. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview






7. 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






8. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce






9. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information






10. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself






11. External recruiting method - programs allowing organizations to partner with their communities and schools to help develop the skilled workforce they will need for the future.






12. Prohibits discrimination against job applicatns on the basis of national origi or citizenship; establishes penalties for hiring illegal aliens and requries employers to establish each employee's identity and eligitbility to work within 3 days of hire






13. The degree to which an interview - test - or other selection device measures the knowledge - skills - abilities or other qualifications that are part of the job.






14. Prohibits discrimination against certain veterans by the U.S. government and federal contractors






15. Prohibits discrimination based on physical or mental disabilities






16. Internal recruiting method that allows employees to indicate an interest in a position before it become available.






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






18. A type of criterion-related validity; the degree to which the predictions made by a test are confirmed by the later behavior of test takers






19. Tests that assess skills the candidate has already learned






20. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.






21. A measure or predictor with a high degree of consistency






22. Describes the process of managng the way people leave an organization






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






24. Requires federal agencies to take affirmative action in support of women's business enterprises






25. 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






26. The degree to which inferences made from an interview or a test are correct and accurate






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






28. Court ruling that for a plaintiff-employee to win a lawsuit for discrimination under Title VII - a jury must find that the defendant-employers reason for an adverse employment decision was false and that the real reason for the decision was discrimi

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29. 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






30. 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






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






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






33. 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






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






35. 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






36. Specifies that an employee is not required to evaluate each component of the selection process individually if the end result of the process is predictive of future job performance






37. A systematic study of jobs to determine what activities and responsibilities they include - their relative importance and relationship with other jobs - and the conditions under which the work is performed.






38. 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






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






40. A type of flexible staffing option; an independent company with expertise in operating a specific function contracts with a company to assume full operational responsibility for the function






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






42. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination






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






44. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment






45. 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






46. When the interviewer asks open questions and provides general direction but allows the applicant to guide the process; a response to one question indicates the next question the interviewer will ask






47. Case in which the Supreme Court held that evidence of misconduct acquired after the decision to terminate cannot free an employer from liability - even if the misconduct would have justified terminating the employee






48. When the interviewer assumes an aggressive posture to see how the candidate responds to stressful situations; used extensively in law enforcement - air traffic control and similar high-stress industries






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






50. OFCCP evaluation that requires an organization to provide details and documentation of its AAP