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. 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

Warning: Invalid argument supplied for foreach() in /var/www/html/basicversity.com/show_quiz.php on line 183


2. 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






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






4. 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






5. Uses recruiting sources and workers who are not regular employees






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






7. 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






8. 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






9. 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






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






11. 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






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






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






14. Spells out the qualifications necessary for an incumbent to be able to perform the job






15. 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






16. 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






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






18. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond






19. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions






20. Measures intended to ensure a drug-free workplace






21. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations






22. 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






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






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






25. 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






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






27. 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






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






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






30. 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






31. 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






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






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






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






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






36. 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.






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






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. 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






40. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process






41. Prohibits discrimination based on physical or mental disabilities






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






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






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






45. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.






46. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works in the candidates favor






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






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






50. 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







Sorry!:) No result found.

Can you answer 50 questions in 15 minutes?


Let me suggest you:

Browse all subjects

Browse all tests

Most popular tests



Major Subjects

Tests & Exams


AP
CLEP
DSST
GRE
SAT
GMAT

Browse all subjects

Browse all tests

Most popular tests