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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. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII
School-to-work programs
Bottom-Line Concept
Taxman v. Board of Education of Piscataway
Garnishment
2. 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
School Board of Nassau v. Arline
Outplacement firms
Stress Interview
Involuntary Termination
3. Requires federal agencies to take affirmative action in support of women's business enterprises
Joint Employment
Sexual Harassment
Employment branding
Executive Order 12138
4. Measures intended to ensure a drug-free workplace
Managerial Estimates
Substance Abuse Tests
Disability
Criterion-related validity
5. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships
Organizational profile
Skill tracking systems
Managerial Estimates
Hostile Environment Harassment
6. 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
Employment Contract
Civil Rights Act of 1991
Protected class
Placement goals
7. A projection of future demand based on a past relationship - involves a single variable
School Board of Nassau v. Arline
Negative emphasis
Nominal group technique
Simple Linear Regression
8. 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
Title VII of Civil Rights Act of 1964
Halo Effect
Offer letter
United Airlines vs. Sutton
9. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules
Personality tests
Organizational profile
Job Orientation
Honesty/Integrity Tests
10. 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
Reasonable accommodation
Compliance evaluation
Cultural noise
Predictive validity
11. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol
Fair Credit Reporting Act
Behavioral Interview
Involuntary Termination
Honesty/Integrity Tests
12. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards
Protected class
Construct validity
Disparate treatment
Structured Interview
13. 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)
Disability
Legett v. First National Bank of Oregon
Sexual Harassment
Honesty/Integrity Tests
14. Requires that a government entity must have a person' signed release before giving info about that individual to someone else
School-to-work programs
Disparate treatment
Privacy act
Title VII of Civil Rights Act of 1964
15. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions
Utilization analysis
Independent contractors
Glass-Ceiling
Criterion-related validity
16. 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
Delphi technique
United Steelworkers v Weber
United Airlines vs. Sutton
Sexual Harassment
17. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer
Offer letter
Executive Search Firms
Executive Orders 11246 - 11375 - 11478
Flexible Staffing
18. 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
Congressional Accountability Act
Independent contractors
Job Bidding
19. 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
Regents of the University of California v. Bakke
Disability
Nondirective interview
Sexual Harassment
20. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress
Congressional Accountability Act
Selection
Independent contractors
Selection Interview
21. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case
Harris v. Forklift Systems - Inc
Vietnam Era Veterans Readjustment Assistance Act
State (public) employment agencies
Workforce Analysis
22. 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.
Disparate treatment
United Airlines vs. Sutton
Disability
Job Group Analysis
23. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Substance Abuse Tests
Essential Function
Contrast effect
Executive Search Firms
24. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Managerial Estimates
On-call workers
Independent contractors
Vietnam Era Veterans Readjustment Assistance Act
25. Describes the process of managng the way people leave an organization
Bona Fide Occupational Qualification
Simple Linear Regression
Organizational exit
School-to-work programs
26. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.
City of Richmond v. J.A. Croson Company
Job Applicant
Cultural noise
Job Competencies
27. 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
Congressional Accountability Act
Johnson v. Santa Clara County Transportation Agency
Fair Credit Reporting Act
Personality tests
28. 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
Closed questions
Utilization
Contrast effect
Tetaliatory discharge
29. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.
Contract Technical Workers
Criterion-related validity
Managerial Estimates
Closed questions
30. 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
Contrast effect
Predictive validity
Exit Interview
Employment branding
31. 1971 case that recognized adverse impact discrimination
Exit Interview
Griggs v. Duke Power
Glass-Ceiling
Horn Effect
32. 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
Privacy act
Compliance evaluation
School Board of Nassau v. Arline
Targeted Interview
33. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
Multiple linear regression
Skill tracking systems
Construct validity
Job Specifications
34. Spells out the qualifications necessary for an incumbent to be able to perform the job
Cognitive ability tests
Competency Mode
Reasonable accommodation
Job Specifications
35. 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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36. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)
Involuntary Termination
Simple Linear Regression
Prescreening interview
Worker Adjustment and Retraining Notification Act (WARN)
37. Using statistics to determine whether relationships exist btw 2 variables
Reliability
Trend and ration analysis
Organizational unit
United Steelworkers v Weber
38. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Skill Banks
Nominal group technique
Sexual Harassment
Outplacement
39. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual
Cultural noise
Multiple linear regression
Job Description
Executive Search Firms
40. The process of hiring the most suitable candidate for a vacant position
Nominal group technique
Competency Mode
Selection
School Board of Nassau v. Arline
41. Group or team interview of a job candidate
Harris v. Forklift Systems - Inc
Executive Order 12138
Panel interview
Legett v. First National Bank of Oregon
42. Summarizes the most important features of a job - including a description of the work that details the required tasks - knowledge - skills - abilities - responsibilities - and reporting structure
Job Description
Oncale v. Sundowner Offshore Service - Inc
Stress Interview
Uniform Guidelines on Employee Selection Procedures
43. 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
Job Orientation
Halo Effect
Regents of the University of California v. Bakke
Bottom-Line Concept
44. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign
Constructive Discharge
Consumer Credit Protection Act
Open questions
Outplacement
45. When rules applied to all employees have a different and more inhibiting effect on a protected class than on the majority; occurs when the selection rate for a protected class is less than 80% of the rate for the class w/ highest selection rate; aka
Selection Interview
Concurrent Validity
Disparatre impact
On-call workers
46. 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.
Disparate treatment
Behavioral Interview
Johnson v. Santa Clara County Transportation Agency
Content Validity
47. 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
Polygraph tes
Turnover
Job Analysis
Substance Abuse Tests
48. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment
Vietnam Era Veterans Readjustment Assistance Act
Meritor Savings Bank v. Vinson
Realistic job preview
Reliability
49. Court ruling that endorsed using gender as a factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system
Disparatre impact
Workforce Analysis
Organizational unit
Johnson v. Santa Clara County Transportation Agency
50. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.
Managerial Estimates
Job Competencies
Legett v. First National Bank of Oregon
St. Mary's Honor Center vs. Hicks