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






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. 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






4. 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






5. Extent to which a selection device measures the theoretical construct or triat






6. 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






7. 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






8. 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






9. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit






10. Harassment that occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance - creates an intimidating - threatening or humiliating work environment - or perpetuates a situation






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. Measures intended to ensure a drug-free workplace






13. 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






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






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






16. 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






17. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination






18. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related






19. 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






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






21. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case






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






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






24. An agreement between an employer and an employee that explains the employment relationship; aka employment contract






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






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






27. 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.






28. Requires that a government entity must have a person' signed release before giving info about that individual to someone else






29. 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






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






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






33. Prohibits discrimination based on physical or mental disabilities






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






35. 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






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






37. 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...'






38. 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






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






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






41. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors






42. 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






43. 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.






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






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






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






47. 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






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






49. 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






50. 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