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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. 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.






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






3. Prohibits discrimination based on physical or mental disabilities






4. 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.






5. 1989 court ruling that the rigid numerical quota system of Richmond - Va was unconstitutional bc hte city had not laid the proper groundwork and had not adquately identified or documented discrimination






6. 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






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






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






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






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






11. 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.






12. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur






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






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






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






16. 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






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






18. 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






19. 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






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






21. 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






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






23. 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






24. 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






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






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






27. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII






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






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






30. 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






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






32. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions






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






34. 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






35. 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






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






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






38. 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






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






40. 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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41. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules






42. 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)






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






44. 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






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






46. 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.






47. Group or team interview of a job candidate






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






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






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