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






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






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






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






5. 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.






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






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






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






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






10. 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






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






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






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






14. The degree to which an interview - test - or other selection device measures the knowledge - skills - abilities or other qualifications that are part of the job.






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






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






17. 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






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






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






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






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






22. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not






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






24. 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






25. 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






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






27. 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






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






29. Measures intended to ensure a drug-free workplace






30. 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






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






32. 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.






33. 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






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






35. 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






36. 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






37. When the interviewer asks every applicant the same questions; aka structured interviews






38. 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






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






40. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards






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






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. 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






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






45. 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






46. 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.






47. 1971 case that recognized adverse impact discrimination






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






49. 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...'






50. An agreement between an employer and an employee that explains the employment relationship