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






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






3. 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






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






5. 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






6. 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






7. 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






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






9. 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






10. 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.






11. 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






12. 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






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






14. 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






15. 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.






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






17. 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; aka targeted interview






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






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






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






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






22. 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






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






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






25. 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






26. 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






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






28. 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.






29. 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






30. 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)






31. 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






32. 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






33. 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






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






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






36. Primary job duties that a qualified individual must be able to perform - either with or without accommodation; a function may be considered essential because it is required in a job or because it is highly specialized






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






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






39. 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






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






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






42. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works against the candidate






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






44. Prohibits discrimination based on physical or mental disabilities






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






46. 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)






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






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






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






50. 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