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. 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






2. 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...'






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






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






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






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






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






8. 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






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






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






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






13. Affirmative action plan term referring to the difference between the availability of members of a protected class and an organization's job group make-up






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






15. People who are covered under a particular federal or state discrimination law; groups protected by EEO designations include but are not limited to women - African-Americans - Hispanics - Native Americans - Asian-Americans - people age 40 or olde






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






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






18. Set of job competencies that together make up a profile for success for a particular job






19. 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.






20. 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






21. 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






22. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs






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






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






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






26. 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






27. 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






28. Representations of real situations in abstract from - often referred to as 'what if' scenarios; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.






29. 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






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






31. 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.






32. Group or team interview of a job candidate






33. 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






34. 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






35. 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)






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






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






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






39. 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






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






41. 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






42. 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






43. 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






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






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. 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






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






48. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services






49. 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






50. 1971 case that recognized adverse impact discrimination