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. Tests that assess skills the candidate has already learned






2. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships






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






4. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not






5. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.






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






7. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization






8. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce






9. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information






10. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur






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






12. 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






13. 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






14. 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






15. 1971 case that recognized adverse impact discrimination






16. A type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time






17. 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.






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






19. Internal recruiting method that allows current employees the chance to respond to announcements of positions.






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






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






22. Requires that a government entity must have a person' signed release before giving info about that individual to someone else






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






24. 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






25. 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






26. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions






27. A type of flexible staffing option; employees who report to work only when needed






28. 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






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






30. 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.






31. Group or team interview of a job candidate






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






33. When the interviewer asks every applicant the same questions; aka structured interviews






34. 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






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






36. 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






37. 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






38. 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.






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






40. 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...'






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






42. 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






43. 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






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






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






46. The process of hiring the most suitable candidate for a vacant position






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






48. 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






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






50. Legal doctrine under which a party can be hald liable for the wrongful actions of another party; because of this doctrine - employers are legally responsble for the discriminatory acts of their employees