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






2. 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






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






4. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique






5. 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






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






7. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress






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






9. 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.






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






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






12. 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






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






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






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






16. 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






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






18. Protects the privacy of background information and ensures that the information supplied is accurate; imposes legal obligations on employers who use credit and other 3rd-party background reports






19. The process of hiring the most suitable candidate for a vacant position






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






21. 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






22. 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






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






24. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process






25. 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)






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






27. Type of flexible staffing option; when a company needing help identifies specific eople and refers them to a staffing firm - which employs them and assigns them to work at the company






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






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






30. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise






31. 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






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






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






34. 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)






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






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






37. OFCCP evaluation that requires an organization to provide details and documentation of its AAP






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






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






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






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






42. Prohibits discrimination based on physical or mental disabilities






43. 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






44. When the interviewer assumes an aggressive posture to see how the candidate responds to stressful situations; used extensively in law enforcement - air traffic control and similar high-stress industries






45. 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






46. 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






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






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






49. 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






50. 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