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. 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






2. 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






3. 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






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






5. 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.






6. 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






7. 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






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






9. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual






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






11. 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






12. 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






13. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case






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






15. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.






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






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






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






19. 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)






20. 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






21. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.






22. 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.






23. 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






24. 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






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






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






27. 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






28. 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.






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






30. Prohibits discrimination based on physical or mental disabilities






31. Describes the process of managng the way people leave an organization






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






33. Tests that assess skills the candidate has already learned






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






35. 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...'






36. 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






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






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






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






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






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






42. 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






43. 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.






44. Typically begin with what - where - why - when - or how






45. 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






46. 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






47. 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






48. Group or team interview of a job candidate






49. 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






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