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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 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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2. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise
Organizational unit
Bona Fide Occupational Qualification
Competency Mode
Selection
3. 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
Compliance evaluation
Resumes
Targeted Interview
Quid pro quo harassment
4. 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
Rehabilitation act
Constructive Discharge
Job Bidding
5. 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
Directive interview
State (public) employment agencies
Bottom-Line Concept
Criterion-related validity
6. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs
Quota
Criterion-related validity
Underutilization
Civil Rights Act of 1991
7. An agreement between an employer and an employee that explains the employment relationship
Independent contractors
Competency Mode
Employment Contract
Repetitive Interview
8. The degree to which inferences made from an interview or a test are correct and accurate
Martin vs. Wilks
Job Posting
Reliability
Validity
9. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII
Job Posting
Taxman v. Board of Education of Piscataway
Nondirective interview
Immigration Reform and Control Act (IRCA)
10. 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
Structured Interview
Targeted Interview
Utilization
Immigration Reform and Control Act (IRCA)
11. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.
Selection Interview
Concurrent Validity
Exit Interview
Job Description
12. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment
Employment branding
Job Description
Title VII of Civil Rights Act of 1964
Glass-Ceiling
13. 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.
Washington vs. Davis
Reasonable accommodation
Simple Linear Regression
Job Analysis
14. 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
Regents of the University of California v. Bakke
Employment offe
On-call workers
McKennon v. Nashville Banner Publishing Co.
15. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case
Nondirective interview
Harris v. Forklift Systems - Inc
Open questions
Job Bidding
16. 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; aka targeted interview
Organizational exit
Protected class
Patterned interview
Privacy act
17. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Rehabilitation act
Judgmental Forecasts
Prescreening interview
Employment agreement
18. When the interviewer asks every applicant the same questions; aka structured interviews
Repetitive Interview
Behavioral Interview
Ellerth v. Burlinton Northern Industries
Glass-Ceiling
19. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress
Nondirective interview
Turnover
Cultural noise
Congressional Accountability Act
20. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Executive Search Firms
Organizational profile
Job Analysis
Prima facie
21. A type of flexible staffing option; employees who report to work only when needed
Employment agreement
Title VII of Civil Rights Act of 1964
On-call workers
Job Analysis
22. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience
Resumes
Prima facie
Martin vs. Wilks
Immigration Reform and Control Act (IRCA)
23. Requires federal agencies to take affirmative action in support of women's business enterprises
Delphi technique
Employment agreement
Executive Order 12138
Involuntary Termination
24. 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
Concurrent Validity
Johnson v. Santa Clara County Transportation Agency
United Steelworkers v Weber
Hostile Environment Harassment
25. A measure or predictor with a high degree of consistency
Reliability
Compliance evaluation
St. Mary's Honor Center vs. Hicks
Worker Adjustment and Retraining Notification Act (WARN)
26. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Regents of the University of California v. Bakke
Co-employment
Worker Adjustment and Retraining Notification Act (WARN)
McKennon v. Nashville Banner Publishing Co.
27. 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
Prescreening interview
Simple Linear Regression
Title VII of Civil Rights Act of 1964
Contrast effect
28. 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)
Utilization
Tetaliatory discharge
Johnson v. Santa Clara County Transportation Agency
Utilization analysis
29. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules
Job Orientation
Concurrent Validity
Vietnam Era Veterans Readjustment Assistance Act
Skill tracking systems
30. 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.
Underutilization
Content Validity
Bona Fide Occupational Qualification
Nominal group technique
31. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit
Organizational unit
First-Impression Error
Validity
Contrast effect
32. As defined by the EEOC - guidelines holding the employer responsibly for the actions of its employees - stating that..'unwelcome sexual advances - requests for sexual favors and other verbal or physical conduct of a sexual nature...'
Job Orientation
Co-employment
Multiple linear regression
Sexual Harassment
33. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions
Quid pro quo harassment
Vietnam Era Veterans Readjustment Assistance Act
Pregnancy Discrimination Act
Prescreening interview
34. Require federal contractors and subcontractors with contracts in excess of $10 - 000 during any 12-month period to comply with Title VII and to take positive - results-oriented steps to eliminate employment barriers to women and minorities.
Construct validity
Workforce Analysis
Bona Fide Occupational Qualification
Executive Orders 11246 - 11375 - 11478
35. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond
Faragher v. City of Boca Raton
Disability
Stereotyping
Harris v. Forklift Systems - Inc
36. 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.
School-to-work programs
Vietnam Era Veterans Readjustment Assistance Act
Job Posting
Job Group Analysis
37. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Vietnam Era Veterans Readjustment Assistance Act
Uniform Guidelines on Employee Selection Procedures
Outplacement firms
Horn Effect
38. 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
Reasonable accommodation
Repetitive Interview
McDonnell Douglas Corp vs. Green
39. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Worker Adjustment and Retraining Notification Act (WARN)
State (public) employment agencies
Cultural noise
Nominal group technique
40. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation
Fair Credit Reporting Act
Pregnancy Discrimination Act
Rehabilitation act
McDonnell Douglas Corp vs. Green
41. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining
Employee polygraph protection act
Outplacement firms
Congressional Accountability Act
Job Specifications
42. Extent to which a selection device measures the theoretical construct or triat
Independent contractors
Construct validity
Organizational profile
McKennon v. Nashville Banner Publishing Co.
43. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself
Employment offe
Managerial Estimates
Criterion-related validity
Flexible Staffing
44. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people.
Skill Banks
Executive Orders 11246 - 11375 - 11478
Quota
Job Analysis
45. Uses recruiting sources and workers who are not regular employees
Halo Effect
Executive Order 12138
Master vendor arrangement
Flexible Staffing
46. 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.
Simulations
Essential Function
Underutilization
Co-employment
47. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations
McDonnell Douglas Corp vs. Green
United Airlines vs. Sutton
Behavioral Interview
Co-employment
48. 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
McDonnell Douglas Corp vs. Green
Targeted Interview
Underutilization
Essential Function
49. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards
Cultural noise
Disparate treatment
Multiple linear regression
Fair Credit Reporting Act
50. 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)
Lie Detector Test
First-Impression Error
Horn Effect
Legett v. First National Bank of Oregon