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






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






3. 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






4. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships






5. Typically begin with what - where - why - when - or how






6. 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)






7. 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






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






9. 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






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






11. 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






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






13. 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






14. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign






15. 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






16. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment






17. 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






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






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






20. 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






21. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation






22. 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






23. 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)






24. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.






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






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






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






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






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






30. 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






31. 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...'






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






33. Type of interview in which the interviewer poses specific questions to the candidate and keeps control






34. 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






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






36. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise






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






38. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter






39. 1971 case that recognized adverse impact discrimination






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






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






42. Part of an affirmative action plan that compared the percentages of miinorities and women in each job group with the rates of availability for each job group






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






44. 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






45. Type of interviewer bias - when strong candidates who interview after weak ones may appear even more qualified than they actually are because of the contrast






46. Measures intended to ensure a drug-free workplace






47. 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; aka lie detector test






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






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






50. Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands or forfeiting an economic benefit such as a pay increase - promotion - or continued employment







Sorry!:) No result found.

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