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Test your basic knowledge |
Human Resources Management: Staffing
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Study First
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. 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
Availability analysis
Judgmental Forecasts
Payrolling
Quota
2. 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.
Exit Interview
Job Analysis
Worker Adjustment and Retraining Notification Act (WARN)
Consumer Credit Protection Act
3. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors
Outplacement firms
Fair Credit Reporting Act
Consumer Credit Protection Act
Vietnam Era Veterans Readjustment Assistance Act
4. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not
On-call workers
Ellerth v. Burlinton Northern Industries
Behavioral Interview
Job Posting
5. 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.
Content Validity
Quota
Repetitive Interview
Workforce Analysis
6. 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
Polygraph tes
Johnson v. Santa Clara County Transportation Agency
Job Orientation
United Airlines vs. Sutton
7. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Cognitive ability tests
Privacy act
Regents of the University of California v. Bakke
Meritor Savings Bank v. Vinson
8. Requires federal agencies to take affirmative action in support of women's business enterprises
Realistic job preview
Master vendor arrangement
Executive Order 12138
Honesty/Integrity Tests
9. 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...'
United Airlines vs. Sutton
Sexual Harassment
Hostile Environment Harassment
United Steelworkers v Weber
10. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions
Outsourcing
Quota
Pregnancy Discrimination Act
Privacy act
11. 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.
School-to-work programs
Multiple linear regression
Behavioral Interview
Patterned interview
12. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond
Resumes
Quota
Construct validity
Stereotyping
13. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case
Outsourcing
Title VII of Civil Rights Act of 1964
Harris v. Forklift Systems - Inc
Targeted Interview
14. The degree to which inferences made from an interview or a test are correct and accurate
Immigration Reform and Control Act (IRCA)
Executive Orders 11246 - 11375 - 11478
Validity
Bottom-Line Concept
15. 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
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16. 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
Reasonable accommodation
Underutilization
Targeted Interview
School-to-work programs
17. 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
Polygraph tes
City of Richmond v. J.A. Croson Company
Multiple linear regression
Job Orientation
18. Set of job competencies that together make up a profile for success for a particular job
Competency Mode
Job Competencies
Trend and ration analysis
Contract Technical Workers
19. Legal doctrine under which a party can be hald liable for the wrongful actions of another party; because of this doctrine - employers are legally responsble for the discriminatory acts of their employees
Vicarious liability
Privacy act
First-Impression Error
Delphi technique
20. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
Outplacement firms
Skill tracking systems
Validity
Constructive Discharge
21. 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
Essential Function
Employment Contract
Employment branding
United Airlines vs. Sutton
22. Questions that can usually be answered with yes or no
Title VII of Civil Rights Act of 1964
McKennon v. Nashville Banner Publishing Co.
Delphi technique
Closed questions
23. Spells out the qualifications necessary for an incumbent to be able to perform the job
Faragher v. City of Boca Raton
Content Validity
Underutilization
Job Specifications
24. 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
Job Group Analysis
Johnson v. Santa Clara County Transportation Agency
Honesty/Integrity Tests
Civil Rights Act of 1991
25. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships
Worker Adjustment and Retraining Notification Act (WARN)
Resumes
Job Group Analysis
Organizational profile
26. 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)
Tetaliatory discharge
Job Specifications
Organizational profile
Directive interview
27. 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
Privacy act
Placement goals
Nondirective interview
Quota
28. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Flexible Staffing
Employment offe
Predictive validity
Vietnam Era Veterans Readjustment Assistance Act
29. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related
Panel interview
Washington vs. Davis
Offer letter
Executive Search Firms
30. Internal recruiting method that allows current employees the chance to respond to announcements of positions.
Predictive validity
Job Posting
City of Richmond v. J.A. Croson Company
Vicarious liability
31. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.
Organizational exit
Exit Interview
Concurrent Validity
Resumes
32. Requires that a government entity must have a person' signed release before giving info about that individual to someone else
Privacy act
Immigration Reform and Control Act (IRCA)
State (public) employment agencies
Personality tests
33. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions
Garnishment
Stress Interview
Rehabilitation act
Glass-Ceiling
34. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign
Constructive Discharge
Content Validity
Predictive validity
Oncale v. Sundowner Offshore Service - Inc
35. 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
Closed questions
Garnishment
Simulations
United Steelworkers v Weber
36. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress
Essential Function
Horn Effect
Closed questions
Congressional Accountability Act
37. 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
Patterned interview
Outplacement
Glass-Ceiling
Nondirective interview
38. 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
Bottom-Line Concept
Behavioral Interview
Flexible Staffing
Structured Interview
39. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not
Faragher v. City of Boca Raton
Panel interview
Judgmental Forecasts
Constructive Discharge
40. 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
Organizational unit
Realistic job preview
Concurrent Validity
Meritor Savings Bank v. Vinson
41. Part of an affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilities - wage rates and opportunities for advancement.
Utilization analysis
Job Competencies
Job Group Analysis
Job Specifications
42. 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.
Judgmental Forecasts
Disability
Employment branding
Taxman v. Board of Education of Piscataway
43. 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
Nondirective interview
City of Richmond v. J.A. Croson Company
School Board of Nassau v. Arline
Repetitive Interview
44. Typically begin with what - where - why - when - or how
Glass-Ceiling
Exit Interview
Open questions
Cognitive ability tests
45. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)
Payrolling
Involuntary Termination
Closed questions
Panel interview
46. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview
Protected class
Validity
First-Impression Error
Structured Interview
47. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors
Prescreening interview
Compliance evaluation
Privacy act
Outplacement
48. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur
Polygraph tes
Realistic job preview
Quota
Worker Adjustment and Retraining Notification Act (WARN)
49. 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
Master vendor arrangement
Reasonable accommodation
Cognitive ability tests
Meritor Savings Bank v. Vinson
50. A measure or predictor with a high degree of consistency
Cultural noise
Disparate treatment
Rehabilitation act
Reliability