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. 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






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






3. Summarizes the most important features of a job - including a description of the work that details the required tasks - knowledge - skills - abilities - responsibilities - and reporting structure






4. 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






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






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






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






8. Projections made by managers; can happen from the top down or the bottom up






9. Extent to which a selection device measures the theoretical construct or triat






10. 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.






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






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






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






14. 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.






15. 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...'






16. 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






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






18. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors






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






20. The degree to which inferences made from an interview or a test are correct and accurate






21. 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.






22. 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)






23. Specifies that an employee is not required to evaluate each component of the selection process individually if the end result of the process is predictive of future job performance






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






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






26. Harassment that occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance - creates an intimidating - threatening or humiliating work environment - or perpetuates a situation






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






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






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






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






31. Type of interview in which the interviewer poses specific questions to the candidate and keeps control






32. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)






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






34. 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






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






36. 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






37. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining






38. A systematic counsling process by which a laid-off or terminated employee is counseled in the techniques of career self-appraisal and in securing a new job that is appropriate to his/her talents and needs






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






40. 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






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






42. Court ruling that for a plaintiff-employee to win a lawsuit for discrimination under Title VII - a jury must find that the defendant-employers reason for an adverse employment decision was false and that the real reason for the decision was discrimi


43. An agreement between an employer and an employee that explains the employment relationship; aka employment contract






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






45. Tests that assess skills the candidate has already learned






46. 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






47. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions






48. 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






49. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities






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