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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 distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not
Hostile Environment Harassment
Ellerth v. Burlinton Northern Industries
Job Applicant
Negative emphasis
2. 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
Executive Search Firms
Taxman v. Board of Education of Piscataway
Multiple linear regression
McDonnell Douglas Corp vs. Green
3. 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
Polygraph tes
Nondirective interview
McDonnell Douglas Corp vs. Green
Constructive Discharge
4. 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
Outsourcing
Employment branding
Horn Effect
Concurrent Validity
5. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.
Immigration Reform and Control Act (IRCA)
Contract Technical Workers
Ellerth v. Burlinton Northern Industries
Job Specifications
6. Extent to which a selection device measures the theoretical construct or triat
Organizational profile
Exit Interview
Construct validity
Concurrent Validity
7. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services
Nominal group technique
Organizational exit
Flexible Staffing
Independent contractors
8. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment
St. Mary's Honor Center vs. Hicks
Disparate treatment
Realistic job preview
Flexible Staffing
9. 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
Job Applicant
Ellerth v. Burlinton Northern Industries
Utilization analysis
Co-employment
10. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Joint Employment
Executive Search Firms
Cultural noise
Prescreening interview
11. 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.
Prima facie
Criterion-related validity
School-to-work programs
Taxman v. Board of Education of Piscataway
12. 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
Executive Search Firms
Disparatre impact
Contrast effect
Quota
13. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations
Job Analysis
Behavioral Interview
Personality tests
Garnishment
14. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol
Honesty/Integrity Tests
Job Bidding
Job Specifications
On-call workers
15. 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
Congressional Accountability Act
Workforce Analysis
Patterned interview
Disparatre impact
16. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not
Faragher v. City of Boca Raton
Rehabilitation act
First-Impression Error
Contract Technical Workers
17. 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.
Content Validity
Skill Banks
Joint Employment
Consumer Credit Protection Act
18. Measures intended to ensure a drug-free workplace
Employee polygraph protection act
Substance Abuse Tests
Employment branding
Nondirective interview
19. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions
Employee polygraph protection act
Nominal group technique
Tetaliatory discharge
Personality tests
20. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships
Realistic job preview
Skill Banks
Organizational profile
Job Applicant
21. 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.
Job Group Analysis
Horn Effect
Placement goals
Structured Interview
22. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Job Analysis
Joint Employment
Stress Interview
Employment agreement
23. A blend of marketing communications - and performance technology intended to get an organization's name out to a mass audience fast; a basis for recruiting employees
Employment branding
Reliability
Employment offe
Executive Orders 11246 - 11375 - 11478
24. Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands or forfeiting an economic benefit such as a pay increase - promotion - or continued employment
Quid pro quo harassment
Selection
Cognitive ability tests
Open questions
25. A projection of future demand based on a past relationship - involves a single variable
Master vendor arrangement
Simple Linear Regression
Job Group Analysis
Nondirective interview
26. 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
Privacy act
Selection
Co-employment
Structured Interview
27. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce
Criterion-related validity
Turnover
Essential Function
Halo Effect
28. Internal recruiting method that allows employees to indicate an interest in a position before it become available.
Polygraph tes
Personality tests
United Steelworkers v Weber
Job Bidding
29. Analysis that determines if adverse impact exists; the employer examines the labor marker in the firm's recruiting area - determines the percentage of workers in a protected class that are present - and then applies the 4/5 rule to this number
Availability analysis
Job Description
Constructive Discharge
Halo Effect
30. 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)
Substance Abuse Tests
Legett v. First National Bank of Oregon
Constructive Discharge
Master vendor arrangement
31. 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.
Reliability
Washington vs. Davis
Job Analysis
Content Validity
32. 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
Prima facie
Quota
Immigration Reform and Control Act (IRCA)
Panel interview
33. 1971 case that recognized adverse impact discrimination
Personality tests
Martin vs. Wilks
Griggs v. Duke Power
Johnson v. Santa Clara County Transportation Agency
34. 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
Realistic job preview
Johnson v. Santa Clara County Transportation Agency
Protected class
Underutilization
35. 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
School Board of Nassau v. Arline
Constructive Discharge
Civil Rights Act of 1991
Judgmental Forecasts
36. 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
Constructive Discharge
Compliance evaluation
Fair Credit Reporting Act
Uniform Guidelines on Employee Selection Procedures
37. 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
Employment offe
Halo Effect
Regents of the University of California v. Bakke
Vicarious liability
38. Tests that assess skills the candidate has already learned
Uniform Guidelines on Employee Selection Procedures
Cognitive ability tests
Hostile Environment Harassment
Halo Effect
39. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
Civil Rights Act of 1991
Validity
Involuntary Termination
Martin vs. Wilks
40. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise
Bona Fide Occupational Qualification
Content Validity
Garnishment
Stress Interview
41. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions
Faragher v. City of Boca Raton
Glass-Ceiling
Contrast effect
School Board of Nassau v. Arline
42. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees
Organizational exit
Master vendor arrangement
Contract Technical Workers
Washington vs. Davis
43. Group or team interview of a job candidate
Panel interview
Offer letter
Utilization analysis
Directive interview
44. 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
Faragher v. City of Boca Raton
State (public) employment agencies
Protected class
Predictive validity
45. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors
Prescreening interview
Disparate treatment
Selection
Cognitive ability tests
46. A type of flexible staffing option; employees who report to work only when needed
Construct validity
Constructive Discharge
Delphi technique
On-call workers
47. 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...'
Sexual Harassment
Realistic job preview
Faragher v. City of Boca Raton
Legett v. First National Bank of Oregon
48. The process of hiring the most suitable candidate for a vacant position
Pregnancy Discrimination Act
Prescreening interview
Contract Technical Workers
Selection
49. Typically begin with what - where - why - when - or how
Simple Linear Regression
Compliance evaluation
Repetitive Interview
Open questions
50. 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
Nominal group technique
Halo Effect
Criterion-related validity
Garnishment