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






2. 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






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






4. 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






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






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






7. 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






8. Prohibits discrimination against certain veterans by the U.S. government and federal contractors






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






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






11. 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






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






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






14. 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






15. 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






16. 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.






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






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






19. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond






20. 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






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






22. 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






23. Group or team interview of a job candidate






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






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






26. A projection of future demand based on a past relationship - involves a single variable






27. 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






28. 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






29. 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






30. 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.






31. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment






32. 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






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






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






35. 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






36. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer






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






38. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign






39. 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.






40. Using statistics to determine whether relationships exist btw 2 variables






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






42. When the interviewer asks every applicant the same questions;






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






44. Require federal contractors and subcontractors with contracts in excess of $10 - 000 during any 12-month period to comply with Title VII and to take positive - results-oriented steps to eliminate employment barriers to women and minorities.






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






46. 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






47. 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






48. 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






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






50. 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