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. 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






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






3. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress






4. 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)






5. A projection of future demand based on a past relationship - involves a single variable






6. People who are covered under a particular federal or state discrimination law; groups protected by EEO designations include but are not limited to women - African-Americans - Hispanics - Native Americans - Asian-Americans - people age 40 or olde






7. 1971 case that recognized adverse impact discrimination






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






9. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not






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






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






12. 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






13. 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






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






15. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions






16. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign






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






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






19. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees






20. 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






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






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






23. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise






24. 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






25. 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






26. 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






27. 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






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






29. Prohibits discrimination against certain veterans by the U.S. government and federal contractors






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






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






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






33. Prohibits discrimination based on physical or mental disabilities






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






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






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






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






38. 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






39. 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






40. 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






41. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol






42. Uses recruiting sources and workers who are not regular employees






43. 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






44. 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






45. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process






46. Part of an affirmative action plan that provides data on the proportion of current employees in protected classes by job title - from highest to lowest paid - within a department or business group






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






48. 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






49. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works against the candidate






50. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt