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






2. 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.






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






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






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






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






7. Group or team interview of a job candidate






8. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization






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






10. 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.






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






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






13. A statistical method that can be used to project future demand; is similar to simple linear regression - except that several variables are utilized to project future demand






14. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.






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






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






17. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview






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






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






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






21. 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






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






23. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur






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






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






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






27. 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






28. 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






29. Prohibits discrimination based on physical or mental disabilities






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






31. 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






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






33. 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






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






35. 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






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






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






38. 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






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






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. 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






42. 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






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






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






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






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






47. 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






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






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






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