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






2. 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






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






4. 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.






5. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself






6. 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)






7. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works against the candidate






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






9. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress






10. 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






11. 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






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






13. 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






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






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






16. 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...'






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






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






19. 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






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






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






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






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






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






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






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






27. 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






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






29. 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






30. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related






31. 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






32. Measures intended to ensure a drug-free workplace






33. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination






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






35. 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






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






37. 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






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






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






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






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






42. 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






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






44. 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






45. 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






46. 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






47. 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.






48. 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






49. Uses recruiting sources and workers who are not regular employees






50. 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