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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. Uses recruiting sources and workers who are not regular employees






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






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. 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






5. 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






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






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






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






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






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






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






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






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






14. 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)






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






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






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






18. 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






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






20. 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






21. 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






22. 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






23. 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






24. Court ruling that persons with contagious disesases could be covered by the Rehabilitiation Act of 1973; protection of the act prevents employers from discriminating against ailing persons






25. 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






26. 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






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






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






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






30. 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






31. 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






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






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






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






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






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






37. Representations of real situations in abstract from - often referred to as 'what if' scenarios; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.






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






39. 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






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






41. 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






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






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






44. 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






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. 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






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






48. 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






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






50. The process of hiring the most suitable candidate for a vacant position