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Test your basic knowledge |
Human Resources Management: Staffing
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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 interviewer bias - when strong candidates who interview after weak ones may appear even more qualified than they actually are because of the contrast
Contrast effect
Rehabilitation act
Delphi technique
Skill Banks
2. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation
McDonnell Douglas Corp vs. Green
Negative emphasis
Targeted Interview
Employee polygraph protection act
3. Requires federal agencies to take affirmative action in support of women's business enterprises
Executive Order 12138
State (public) employment agencies
Reasonable accommodation
St. Mary's Honor Center vs. Hicks
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
Sexual Harassment
Job Orientation
Protected class
5. Requires that a government entity must have a person' signed release before giving info about that individual to someone else
Cultural noise
School-to-work programs
Privacy act
Consumer Credit Protection Act
6. Typically begin with what - where - why - when - or how
Open questions
Resumes
Job Analysis
On-call workers
7. 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)
Criterion-related validity
Tetaliatory discharge
Prima facie
Disability
8. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol
Open questions
Honesty/Integrity Tests
Quid pro quo harassment
Disparate treatment
9. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique
Stress Interview
Judgmental Forecasts
Offer letter
Reasonable accommodation
10. A projection of future demand based on a past relationship - involves a single variable
Managerial Estimates
Uniform Guidelines on Employee Selection Procedures
Executive Search Firms
Simple Linear Regression
11. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.
Outplacement firms
Involuntary Termination
Exit Interview
Utilization analysis
12. 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
Availability analysis
Job Competencies
School Board of Nassau v. Arline
13. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people.
Simulations
Skill Banks
Employment branding
Washington vs. Davis
14. 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
Honesty/Integrity Tests
Contract Technical Workers
Targeted Interview
Utilization analysis
15. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships
Nominal group technique
Substance Abuse Tests
Executive Orders 11246 - 11375 - 11478
Organizational profile
16. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Simulations
Executive Search Firms
Griggs v. Duke Power
State (public) employment agencies
17. 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
Simulations
Targeted Interview
Employment branding
Rehabilitation act
18. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur
Congressional Accountability Act
Worker Adjustment and Retraining Notification Act (WARN)
Prescreening interview
Joint Employment
19. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.
Realistic job preview
Taxman v. Board of Education of Piscataway
Utilization
Job Competencies
20. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII
Protected class
Taxman v. Board of Education of Piscataway
Flexible Staffing
Placement goals
21. 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
Essential Function
Stress Interview
Constructive Discharge
Contrast effect
22. Measures intended to ensure a drug-free workplace
Oncale v. Sundowner Offshore Service - Inc
Substance Abuse Tests
Ellerth v. Burlinton Northern Industries
Worker Adjustment and Retraining Notification Act (WARN)
23. 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
Civil Rights Act of 1991
Job Analysis
Reasonable accommodation
Content Validity
24. 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
Underutilization
Utilization analysis
Targeted Interview
Essential Function
25. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter
Stereotyping
Employment offe
Cognitive ability tests
Bottom-Line Concept
26. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)
Predictive validity
McKennon v. Nashville Banner Publishing Co.
Involuntary Termination
Content Validity
27. 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
Validity
On-call workers
Employment Contract
28. 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
Delphi technique
State (public) employment agencies
St. Mary's Honor Center vs. Hicks
Trend and ration analysis
29. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Disparate treatment
Regents of the University of California v. Bakke
Disability
Employment offe
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)
Legett v. First National Bank of Oregon
Prescreening interview
Closed questions
Outsourcing
31. 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
Executive Search Firms
Disparatre impact
Validity
Worker Adjustment and Retraining Notification Act (WARN)
32. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
Martin vs. Wilks
Employment offe
Job Group Analysis
Vicarious liability
33. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case
Managerial Estimates
Trend and ration analysis
Harris v. Forklift Systems - Inc
Stereotyping
34. 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.
Employment offe
Job Analysis
Tetaliatory discharge
Organizational unit
35. 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
Sexual Harassment
Placement goals
Worker Adjustment and Retraining Notification Act (WARN)
Job Bidding
36. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities
Structured Interview
Placement goals
Prima facie
Underutilization
37. 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
Reliability
Quid pro quo harassment
Utilization analysis
Employee polygraph protection act
38. Internal recruiting method that allows employees to indicate an interest in a position before it become available.
Selection Interview
Pregnancy Discrimination Act
Job Bidding
Placement goals
39. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.
Contract Technical Workers
State (public) employment agencies
Closed questions
Patterned interview
40. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview
Uniform Guidelines on Employee Selection Procedures
Underutilization
First-Impression Error
Constructive Discharge
41. 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
Bottom-Line Concept
McKennon v. Nashville Banner Publishing Co.
On-call workers
Availability analysis
42. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
Skill tracking systems
Delphi technique
Behavioral Interview
Immigration Reform and Control Act (IRCA)
43. 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
Trend and ration analysis
Contrast effect
Immigration Reform and Control Act (IRCA)
Managerial Estimates
44. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Executive Order 12138
Organizational unit
Glass-Ceiling
Vietnam Era Veterans Readjustment Assistance Act
45. OFCCP evaluation that requires an organization to provide details and documentation of its AAP
Outsourcing
Outplacement
Employment Contract
Compliance evaluation
46. 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
Workforce Analysis
Co-employment
Repetitive Interview
Offer letter
47. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related
Utilization
Placement goals
Privacy act
Washington vs. Davis
48. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit
Uniform Guidelines on Employee Selection Procedures
Disparatre impact
Organizational unit
Immigration Reform and Control Act (IRCA)
49. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions
Ellerth v. Burlinton Northern Industries
Organizational exit
Pregnancy Discrimination Act
Fair Credit Reporting Act
50. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond
Realistic job preview
Selection
Stereotyping
United Steelworkers v Weber