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






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






3. 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






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






5. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining






6. 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






7. 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.






8. When the interviewer asks every applicant the same questions;






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






10. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations






11. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services






12. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview






13. 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






14. 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






15. 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.






16. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself






17. Tests that assess skills the candidate has already learned






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






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






20. 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






21. 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






22. Typically begin with what - where - why - when - or how






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






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






25. 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)






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






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






28. 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






29. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience






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






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






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






33. 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






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






35. 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






36. Spells out the qualifications necessary for an incumbent to be able to perform the job






37. 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






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






39. OFCCP evaluation that requires an organization to provide details and documentation of its AAP






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






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






42. 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






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






44. 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






45. 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






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






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






48. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique






49. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.






50. 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.







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