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Test your basic knowledge |
Human Resources Management: Staffing
Start Test
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. 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
Immigration Reform and Control Act (IRCA)
Job Bidding
Substance Abuse Tests
School Board of Nassau v. Arline
2. The degree to which inferences made from an interview or a test are correct and accurate
Validity
Stereotyping
Delphi technique
Ellerth v. Burlinton Northern Industries
3. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment
Targeted Interview
Title VII of Civil Rights Act of 1964
Contrast effect
United Steelworkers v Weber
4. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Placement goals
Hostile Environment Harassment
Executive Search Firms
Bona Fide Occupational Qualification
5. 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.
Disability
St. Mary's Honor Center vs. Hicks
Simulations
Selection Interview
6. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining
Outplacement firms
Bona Fide Occupational Qualification
Congressional Accountability Act
Outplacement
7. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself
Faragher v. City of Boca Raton
Vicarious liability
Criterion-related validity
Lie Detector Test
8. 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
Prescreening interview
Faragher v. City of Boca Raton
McKennon v. Nashville Banner Publishing Co.
Protected class
9. 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
Essential Function
Closed questions
Validity
City of Richmond v. J.A. Croson Company
10. Internal recruiting method that allows current employees the chance to respond to announcements of positions.
Washington vs. Davis
Job Posting
Bottom-Line Concept
Outplacement
11. Protects the privacy of background information and ensures that the information supplied is accurate; imposes legal obligations on employers who use credit and other 3rd-party background reports
Fair Credit Reporting Act
Job Group Analysis
Job Competencies
Concurrent Validity
12. 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
Utilization analysis
Payrolling
Cultural noise
Personality tests
13. Type of interview in which the interviewer poses specific questions to the candidate and keeps control
Quid pro quo harassment
Directive interview
Availability analysis
Repetitive Interview
14. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules
Job Orientation
Job Bidding
Competency Mode
Placement goals
15. 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
Martin vs. Wilks
Nominal group technique
Halo Effect
16. Set of job competencies that together make up a profile for success for a particular job
Congressional Accountability Act
Availability analysis
Competency Mode
Exit Interview
17. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors
Outplacement firms
Prescreening interview
Horn Effect
Bottom-Line Concept
18. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur
Quota
Worker Adjustment and Retraining Notification Act (WARN)
Faragher v. City of Boca Raton
Validity
19. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt
Master vendor arrangement
Underutilization
Garnishment
McDonnell Douglas Corp vs. Green
20. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Vietnam Era Veterans Readjustment Assistance Act
Selection
Fair Credit Reporting Act
Oncale v. Sundowner Offshore Service - Inc
21. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier
Skill tracking systems
Criterion-related validity
Substance Abuse Tests
Joint Employment
22. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.
Workforce Analysis
Contract Technical Workers
Outplacement firms
Horn Effect
23. 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
Resumes
Harris v. Forklift Systems - Inc
Stress Interview
Meritor Savings Bank v. Vinson
24. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign
On-call workers
Realistic job preview
Constructive Discharge
Employment agreement
25. 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
Panel interview
Protected class
Halo Effect
Utilization
26. Describes the process of managng the way people leave an organization
Employment offe
Faragher v. City of Boca Raton
Organizational exit
Negative emphasis
27. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions
Pregnancy Discrimination Act
Simple Linear Regression
Washington vs. Davis
Vietnam Era Veterans Readjustment Assistance Act
28. 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
29. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.
State (public) employment agencies
Patterned interview
Validity
St. Mary's Honor Center vs. Hicks
30. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
Selection
Vicarious liability
Skill tracking systems
Sexual Harassment
31. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related
Protected class
Job Specifications
Reasonable accommodation
Washington vs. Davis
32. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services
Independent contractors
Job Description
First-Impression Error
Lie Detector Test
33. Group or team interview of a job candidate
Panel interview
Fair Credit Reporting Act
Organizational exit
Employment offe
34. 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.
Job Analysis
Oncale v. Sundowner Offshore Service - Inc
Bona Fide Occupational Qualification
Disparate treatment
35. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs
Martin vs. Wilks
Reasonable accommodation
Structured Interview
Quota
36. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities
Underutilization
Joint Employment
Realistic job preview
Workforce Analysis
37. When the interviewer asks every applicant the same questions; aka structured interviews
Martin vs. Wilks
Vietnam Era Veterans Readjustment Assistance Act
Flexible Staffing
Repetitive Interview
38. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit
Employment agreement
Rehabilitation act
Organizational unit
United Steelworkers v Weber
39. 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
Job Competencies
Joint Employment
St. Mary's Honor Center vs. Hicks
Hostile Environment Harassment
40. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII
Utilization
Simulations
Taxman v. Board of Education of Piscataway
On-call workers
41. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions
Personality tests
Involuntary Termination
Negative emphasis
Organizational profile
42. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment
School Board of Nassau v. Arline
Job Posting
Horn Effect
Realistic job preview
43. 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
Stereotyping
Job Group Analysis
Cultural noise
Availability analysis
44. 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
Oncale v. Sundowner Offshore Service - Inc
Executive Search Firms
Managerial Estimates
Quid pro quo harassment
45. Part of an affirmative action plan that compared the percentages of miinorities and women in each job group with the rates of availability for each job group
Negative emphasis
Quid pro quo harassment
Utilization analysis
Joint Employment
46. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.
Job Competencies
Halo Effect
Involuntary Termination
Delphi technique
47. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer
Offer letter
Involuntary Termination
Negative emphasis
Essential Function
48. 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
Employment branding
Contrast effect
Constructive Discharge
Vicarious liability
49. Questions that can usually be answered with yes or no
Cultural noise
Closed questions
Rehabilitation act
Bona Fide Occupational Qualification
50. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not
Reasonable accommodation
Directive interview
Faragher v. City of Boca Raton
Resumes