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. 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






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






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






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






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






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






7. 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






8. 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.






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






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






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






12. 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






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






14. An agreement between an employer and an employee that explains the employment relationship






15. 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






16. 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






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






18. 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.






19. 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






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






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






22. 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






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






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






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






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






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






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






29. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.






30. Court ruling that first held that sexual harassment violates Title VII of the Civil Rights Act of 1964 regardless of whether it is quid pro quo or hostile environment harassment






31. 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






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






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






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






35. 1971 case that recognized adverse impact discrimination






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






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






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






39. 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)






40. 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






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






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






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






44. Prohibits discrimination based on physical or mental disabilities






45. Court ruling that same-gender harassment is actionable under Title VII






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






47. 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






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






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






50. 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