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. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions






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






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






4. 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)






5. 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.






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






7. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions






8. 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






9. 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






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






11. 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






12. 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






13. 1989 court ruling that the rigid numerical quota system of Richmond - Va was unconstitutional bc hte city had not laid the proper groundwork and had not adquately identified or documented discrimination






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






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






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






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






18. 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.






19. 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






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






21. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol






22. 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






23. 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






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






25. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules






26. 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)






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






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






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






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






31. 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






32. Court ruling that persons with contagious disesases could be covered by the Rehabilitiation Act of 1973; protection of the act prevents employers from discriminating against ailing persons






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






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






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






36. 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






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






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






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






40. 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






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






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






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






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






45. 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






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






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






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. 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






50. 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