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Test your basic knowledge |
Human Resources Management: Staffing
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Subject
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business-skills
Instructions:
Answer 50 questions in 15 minutes.
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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. Court ruling that for a plaintiff-employee to win a lawsuit for discrimination under Title VII - a jury must find that the defendant-employers reason for an adverse employment decision was false and that the real reason for the decision was discrimi
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2. 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
Construct validity
Availability analysis
Cultural noise
Privacy act
3. Court ruling that same-gender harassment is actionable under Title VII
Utilization analysis
Concurrent Validity
Oncale v. Sundowner Offshore Service - Inc
Job Group Analysis
4. 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
Oncale v. Sundowner Offshore Service - Inc
Harris v. Forklift Systems - Inc
Placement goals
Civil Rights Act of 1991
5. Uses recruiting sources and workers who are not regular employees
Flexible Staffing
Johnson v. Santa Clara County Transportation Agency
Reasonable accommodation
Multiple linear regression
6. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people.
Employment branding
Skill Banks
State (public) employment agencies
Cultural noise
7. 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
Placement goals
Utilization
Prima facie
Harris v. Forklift Systems - Inc
8. 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
Trend and ration analysis
Rehabilitation act
Validity
Workforce Analysis
9. 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
Involuntary Termination
Placement goals
Concurrent Validity
Harris v. Forklift Systems - Inc
10. A measure or predictor with a high degree of consistency
Offer letter
Exit Interview
Outplacement
Reliability
11. 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
On-call workers
Stress Interview
Contrast effect
Title VII of Civil Rights Act of 1964
12. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Employment branding
Regents of the University of California v. Bakke
Closed questions
Vietnam Era Veterans Readjustment Assistance Act
13. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique
Substance Abuse Tests
State (public) employment agencies
Judgmental Forecasts
Closed questions
14. Spells out the qualifications necessary for an incumbent to be able to perform the job
Concurrent Validity
Repetitive Interview
Job Specifications
Martin vs. Wilks
15. Modifying or adjusting a job application process - a work environment - or the circumstances under which a job is usually performed to enable a qualfied individual with a disability to be considered for the job and perform its essential functions
Directive interview
Employment offe
Reasonable accommodation
Contrast effect
16. 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
Outplacement
Disparatre impact
State (public) employment agencies
Exit Interview
17. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships
Organizational profile
Selection
United Airlines vs. Sutton
Predictive validity
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
Job Analysis
On-call workers
Stereotyping
Job Group Analysis
19. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions
Bona Fide Occupational Qualification
Disparatre impact
Turnover
Employee polygraph protection act
20. Measures intended to ensure a drug-free workplace
Outsourcing
Cognitive ability tests
Griggs v. Duke Power
Substance Abuse Tests
21. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations
Meritor Savings Bank v. Vinson
State (public) employment agencies
Behavioral Interview
Outplacement firms
22. 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
Meritor Savings Bank v. Vinson
Johnson v. Santa Clara County Transportation Agency
Substance Abuse Tests
United Airlines vs. Sutton
23. Questions that can usually be answered with yes or no
Closed questions
Trend and ration analysis
St. Mary's Honor Center vs. Hicks
Cultural noise
24. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign
Co-employment
Constructive Discharge
Essential Function
Simulations
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
Executive Order 12138
Halo Effect
United Steelworkers v Weber
Outplacement
26. Internal recruiting method that allows current employees the chance to respond to announcements of positions.
First-Impression Error
Job Posting
Behavioral Interview
School-to-work programs
27. 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
Resumes
School Board of Nassau v. Arline
Congressional Accountability Act
Underutilization
28. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment
Title VII of Civil Rights Act of 1964
Consumer Credit Protection Act
Underutilization
Taxman v. Board of Education of Piscataway
29. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself
Quid pro quo harassment
Concurrent Validity
Criterion-related validity
Delphi technique
30. 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
Co-employment
Honesty/Integrity Tests
Substance Abuse Tests
Skill Banks
31. Prohibits discrimination against job applicatns on the basis of national origi or citizenship; establishes penalties for hiring illegal aliens and requries employers to establish each employee's identity and eligitbility to work within 3 days of hire
Job Posting
Construct validity
Immigration Reform and Control Act (IRCA)
Fair Credit Reporting Act
32. Using statistics to determine whether relationships exist btw 2 variables
Trend and ration analysis
Placement goals
Regents of the University of California v. Bakke
Disability
33. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol
Structured Interview
Meritor Savings Bank v. Vinson
Repetitive Interview
Honesty/Integrity Tests
34. Typically begin with what - where - why - when - or how
Selection
Glass-Ceiling
Open questions
Civil Rights Act of 1991
35. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not
Ellerth v. Burlinton Northern Industries
Reliability
Consumer Credit Protection Act
Substance Abuse Tests
36. 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.
Judgmental Forecasts
Multiple linear regression
Disability
United Airlines vs. Sutton
37. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation
Vietnam Era Veterans Readjustment Assistance Act
Delphi technique
McDonnell Douglas Corp vs. Green
Consumer Credit Protection Act
38. 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)
Prescreening interview
St. Mary's Honor Center vs. Hicks
Outplacement
Legett v. First National Bank of Oregon
39. 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
Outplacement
Predictive validity
Sexual Harassment
Martin vs. Wilks
40. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
City of Richmond v. J.A. Croson Company
Hostile Environment Harassment
Targeted Interview
Regents of the University of California v. Bakke
41. Prohibits discrimination based on physical or mental disabilities
School-to-work programs
Stereotyping
Rehabilitation act
Halo Effect
42. A type of flexible staffing option; employees who report to work only when needed
Employment Contract
Martin vs. Wilks
Trend and ration analysis
On-call workers
43. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)
Nominal group technique
Executive Search Firms
Involuntary Termination
Organizational exit
44. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards
Cognitive ability tests
Contract Technical Workers
Disparate treatment
Polygraph tes
45. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.
Sexual Harassment
Lie Detector Test
Selection Interview
Job Competencies
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
Halo Effect
Content Validity
State (public) employment agencies
Joint Employment
47. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier
Joint Employment
Uniform Guidelines on Employee Selection Procedures
Cultural noise
Contract Technical Workers
48. 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
Multiple linear regression
Employment agreement
Turnover
State (public) employment agencies
49. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs
Compliance evaluation
Polygraph tes
Prima facie
Quota
50. Primary job duties that a qualified individual must be able to perform - either with or without accommodation; a function may be considered essential because it is required in a job or because it is highly specialized
Content Validity
Job Analysis
St. Mary's Honor Center vs. Hicks
Essential Function
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