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. 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.






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






3. 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






4. 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)






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






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






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






8. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique






9. Measures intended to ensure a drug-free workplace






10. 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






11. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining






12. 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






13. Expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged intentional discrimination the right to a jury trial






14. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions






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






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






17. Court ruling that first held that sexual harassment violates Title VII of the Civil Rights Act of 1964 regardless of whether it is quid pro quo or hostile environment harassment






18. 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.






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






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






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






22. Court ruling in the private sector dealing with reverse discrimination charges; upheld that Title VII allows for voluntary - private - race-conscious programs aimed at eliminating racial imbalance in traditionally segregated job categories






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






24. 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






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






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






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






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






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






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






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






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






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






34. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.






35. 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






36. 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






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






38. 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)






39. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)






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






41. 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


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






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






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






45. 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.






46. Questions that can usually be answered with yes or no






47. Tests that assess skills the candidate has already learned






48. 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






49. 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






50. 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