SUBJECTS
|
BROWSE
|
CAREER CENTER
|
POPULAR
|
JOIN
|
LOGIN
Business Skills
|
Soft Skills
|
Basic Literacy
|
Certifications
About
|
Help
|
Privacy
|
Terms
|
Email
Search
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. 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)
Ellerth v. Burlinton Northern Industries
Legett v. First National Bank of Oregon
Executive Orders 11246 - 11375 - 11478
City of Richmond v. J.A. Croson Company
2. 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
Regents of the University of California v. Bakke
Employment branding
Flexible Staffing
Prima facie
3. When the interviewer asks every applicant the same questions;
Predictive validity
Availability analysis
Personality tests
Structured Interview
4. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules
Managerial Estimates
Vicarious liability
Job Orientation
Executive Search Firms
5. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Cognitive ability tests
Nominal group technique
Panel interview
Compliance evaluation
6. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview
Meritor Savings Bank v. Vinson
City of Richmond v. J.A. Croson Company
First-Impression Error
McKennon v. Nashville Banner Publishing Co.
7. 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
Personality tests
Master vendor arrangement
Reasonable accommodation
Judgmental Forecasts
8. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce
Harris v. Forklift Systems - Inc
Turnover
Judgmental Forecasts
Nominal group technique
9. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information
Negative emphasis
Offer letter
On-call workers
Rehabilitation act
10. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself
Organizational profile
Title VII of Civil Rights Act of 1964
Criterion-related validity
Concurrent Validity
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.
Simple Linear Regression
School-to-work programs
Compliance evaluation
Oncale v. Sundowner Offshore Service - Inc
12. 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
Behavioral Interview
Quid pro quo harassment
Immigration Reform and Control Act (IRCA)
Uniform Guidelines on Employee Selection Procedures
13. 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.
Realistic job preview
Content Validity
United Steelworkers v Weber
Contrast effect
14. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Vietnam Era Veterans Readjustment Assistance Act
Bottom-Line Concept
Employee polygraph protection act
Simulations
15. Prohibits discrimination based on physical or mental disabilities
Organizational exit
Vietnam Era Veterans Readjustment Assistance Act
Underutilization
Rehabilitation act
16. Internal recruiting method that allows employees to indicate an interest in a position before it become available.
Bona Fide Occupational Qualification
Job Bidding
Substance Abuse Tests
Open questions
17. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization
Selection Interview
Workforce Analysis
Privacy act
Stress Interview
18. 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
Utilization
Employment Contract
Executive Search Firms
Predictive validity
19. Tests that assess skills the candidate has already learned
Halo Effect
Patterned interview
Skill tracking systems
Cognitive ability tests
20. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.
Offer letter
Worker Adjustment and Retraining Notification Act (WARN)
Exit Interview
Employment offe
21. A measure or predictor with a high degree of consistency
Vietnam Era Veterans Readjustment Assistance Act
Congressional Accountability Act
Reliability
Compliance evaluation
22. Describes the process of managng the way people leave an organization
Organizational exit
Employee polygraph protection act
Placement goals
Immigration Reform and Control Act (IRCA)
23. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors
Vietnam Era Veterans Readjustment Assistance Act
Content Validity
Consumer Credit Protection Act
Garnishment
24. Requires federal agencies to take affirmative action in support of women's business enterprises
Executive Order 12138
Immigration Reform and Control Act (IRCA)
Job Competencies
Rehabilitation act
25. 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
Multiple linear regression
Bona Fide Occupational Qualification
Civil Rights Act of 1991
Simple Linear Regression
26. The degree to which inferences made from an interview or a test are correct and accurate
Validity
Protected class
Outplacement firms
Stress Interview
27. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Meritor Savings Bank v. Vinson
Executive Search Firms
Multiple linear regression
Structured Interview
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
Warning
: Invalid argument supplied for foreach() in
/var/www/html/basicversity.com/show_quiz.php
on line
183
29. 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
Job Group Analysis
Outplacement
School Board of Nassau v. Arline
Judgmental Forecasts
30. 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
United Airlines vs. Sutton
Contract Technical Workers
Bottom-Line Concept
Availability analysis
31. Court ruling that same-gender harassment is actionable under Title VII
Oncale v. Sundowner Offshore Service - Inc
Nominal group technique
Congressional Accountability Act
Job Posting
32. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier
Personality tests
Exit Interview
Joint Employment
Job Bidding
33. 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
Predictive validity
Workforce Analysis
Utilization
Organizational exit
34. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors
Managerial Estimates
Utilization
Worker Adjustment and Retraining Notification Act (WARN)
Prescreening interview
35. 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
Payrolling
Taxman v. Board of Education of Piscataway
Quota
Trend and ration analysis
36. 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
Quota
Executive Order 12138
Utilization
Bottom-Line Concept
37. 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.
Panel interview
Job Analysis
Disability
Contract Technical Workers
38. 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
Negative emphasis
City of Richmond v. J.A. Croson Company
Concurrent Validity
Protected class
39. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs
Quota
Outsourcing
Sexual Harassment
Involuntary Termination
40. 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
Outsourcing
Lie Detector Test
McDonnell Douglas Corp vs. Green
Job Bidding
41. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not
Hostile Environment Harassment
Reliability
Ellerth v. Burlinton Northern Industries
United Airlines vs. Sutton
42. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination
Trend and ration analysis
Ellerth v. Burlinton Northern Industries
Outsourcing
Uniform Guidelines on Employee Selection Procedures
43. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.
Job Applicant
Martin vs. Wilks
Availability analysis
Offer letter
44. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment
Title VII of Civil Rights Act of 1964
Taxman v. Board of Education of Piscataway
Employment Contract
Involuntary Termination
45. 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
Contrast effect
Hostile Environment Harassment
Tetaliatory discharge
Prima facie
46. 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
Stereotyping
Reasonable accommodation
Nondirective interview
Prima facie
47. 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
McKennon v. Nashville Banner Publishing Co.
Skill Banks
Selection Interview
Ellerth v. Burlinton Northern Industries
48. 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
Disparate treatment
Disability
Bona Fide Occupational Qualification
Stress Interview
49. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Cultural noise
Realistic job preview
Employment agreement
Involuntary Termination
50. OFCCP evaluation that requires an organization to provide details and documentation of its AAP
Disability
Outsourcing
Compliance evaluation
Multiple linear regression