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. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination






2. Type of interview in which the interviewer poses specific questions to the candidate and keeps control






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






4. 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






5. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit






6. 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.






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






8. 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






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






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






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






12. 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






13. 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






14. A measure or predictor with a high degree of consistency






15. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond






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






17. Internal recruiting method that allows employees to indicate an interest in a position before it become available.






18. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.






19. 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






20. 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






21. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards






22. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual






23. 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






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






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






27. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation






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






29. 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






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






31. 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






32. Uses info provided by a group - group members take turns presenting forecast assumptions and the forecast is revised until a composite emerges that incorporates many of their assumptions






33. 1971 case that recognized adverse impact discrimination






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






35. 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






36. 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






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






38. 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






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






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






41. 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






42. Expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged intentional discrimination the right to a jury trial






43. Group or team interview of a job candidate






44. 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






45. 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.






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






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






48. Measures intended to ensure a drug-free workplace






49. 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.






50. 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