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Test your basic knowledge |
Human Resources Management: Staffing
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Study First
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. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related
Washington vs. Davis
Vicarious liability
Employment offe
Stereotyping
2. 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
Job Description
Constructive Discharge
Job Specifications
School Board of Nassau v. Arline
3. OFCCP evaluation that requires an organization to provide details and documentation of its AAP
Compliance evaluation
Halo Effect
Legett v. First National Bank of Oregon
Cognitive ability tests
4. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
Bona Fide Occupational Qualification
Co-employment
Martin vs. Wilks
Meritor Savings Bank v. Vinson
5. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people.
Employment branding
Skill Banks
Simple Linear Regression
St. Mary's Honor Center vs. Hicks
6. 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
Civil Rights Act of 1991
Validity
Behavioral Interview
Content Validity
7. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services
Glass-Ceiling
Independent contractors
Polygraph tes
McDonnell Douglas Corp vs. Green
8. Internal recruiting method that allows current employees the chance to respond to announcements of positions.
Patterned interview
Job Posting
Horn Effect
Polygraph tes
9. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual
Skill tracking systems
Prima facie
Job Group Analysis
Cultural noise
10. 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
City of Richmond v. J.A. Croson Company
Offer letter
Fair Credit Reporting Act
Reliability
11. A type of flexible staffing option; employees who report to work only when needed
On-call workers
Polygraph tes
Realistic job preview
United Steelworkers v Weber
12. 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)
Legett v. First National Bank of Oregon
Glass-Ceiling
Multiple linear regression
Utilization
13. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules
Civil Rights Act of 1991
Compliance evaluation
Job Orientation
Selection
14. Using statistics to determine whether relationships exist btw 2 variables
Trend and ration analysis
Nominal group technique
Griggs v. Duke Power
Criterion-related validity
15. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur
Worker Adjustment and Retraining Notification Act (WARN)
Patterned interview
Polygraph tes
Criterion-related validity
16. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Selection Interview
Master vendor arrangement
Cognitive ability tests
Regents of the University of California v. Bakke
17. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards
Executive Orders 11246 - 11375 - 11478
Disparate treatment
Placement goals
Outplacement
18. A measure or predictor with a high degree of consistency
Job Group Analysis
Immigration Reform and Control Act (IRCA)
Reasonable accommodation
Reliability
19. 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
Outsourcing
Job Specifications
Employment Contract
Immigration Reform and Control Act (IRCA)
20. 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.
Content Validity
Master vendor arrangement
Hostile Environment Harassment
First-Impression Error
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
Realistic job preview
Joint Employment
Bottom-Line Concept
Job Applicant
22. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not
Delphi technique
Faragher v. City of Boca Raton
Selection
Targeted Interview
23. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt
Concurrent Validity
Garnishment
Resumes
Harris v. Forklift Systems - Inc
24. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter
Executive Orders 11246 - 11375 - 11478
First-Impression Error
Taxman v. Board of Education of Piscataway
Employment offe
25. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII
Organizational exit
Taxman v. Board of Education of Piscataway
Disparatre impact
Panel interview
26. 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
Job Group Analysis
Workforce Analysis
Utilization
Regents of the University of California v. Bakke
27. 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
Martin vs. Wilks
Worker Adjustment and Retraining Notification Act (WARN)
Horn Effect
Disparatre impact
28. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond
Stereotyping
Joint Employment
Skill Banks
Job Group Analysis
29. Require federal contractors and subcontractors with contracts in excess of $10 - 000 during any 12-month period to comply with Title VII and to take positive - results-oriented steps to eliminate employment barriers to women and minorities.
Fair Credit Reporting Act
Uniform Guidelines on Employee Selection Procedures
Executive Orders 11246 - 11375 - 11478
Offer letter
30. 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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31. An agreement between an employer and an employee that explains the employment relationship
Realistic job preview
Employment Contract
Flexible Staffing
Employee polygraph protection act
32. The degree to which inferences made from an interview or a test are correct and accurate
Validity
Criterion-related validity
School Board of Nassau v. Arline
Job Posting
33. 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...'
Utilization analysis
Pregnancy Discrimination Act
Sexual Harassment
Reasonable accommodation
34. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise
Bona Fide Occupational Qualification
Utilization
Job Competencies
Competency Mode
35. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions
Workforce Analysis
Job Bidding
Skill Banks
Employee polygraph protection act
36. Internal recruiting method that allows employees to indicate an interest in a position before it become available.
Meritor Savings Bank v. Vinson
Job Posting
Skill tracking systems
Job Bidding
37. 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
Disparatre impact
Availability analysis
Outplacement firms
McKennon v. Nashville Banner Publishing Co.
38. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation
McDonnell Douglas Corp vs. Green
Availability analysis
Managerial Estimates
Privacy act
39. Describes the process of managng the way people leave an organization
Civil Rights Act of 1991
Utilization analysis
Organizational exit
St. Mary's Honor Center vs. Hicks
40. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees
Nominal group technique
Worker Adjustment and Retraining Notification Act (WARN)
Master vendor arrangement
Open questions
41. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination
Judgmental Forecasts
Skill tracking systems
Sexual Harassment
Uniform Guidelines on Employee Selection Procedures
42. 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.
Employment branding
Multiple linear regression
Delphi technique
Disability
43. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining
Quid pro quo harassment
Outplacement firms
Judgmental Forecasts
Utilization analysis
44. 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
Prima facie
Protected class
Contract Technical Workers
Exit Interview
45. 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
Job Bidding
Behavioral Interview
Independent contractors
Reasonable accommodation
46. Tests that assess skills the candidate has already learned
Halo Effect
Availability analysis
Cognitive ability tests
Title VII of Civil Rights Act of 1964
47. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience
Resumes
Stereotyping
Criterion-related validity
Disability
48. Prohibits discrimination based on physical or mental disabilities
Rehabilitation act
Job Competencies
Multiple linear regression
Protected class
49. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations
On-call workers
Behavioral Interview
Employment branding
Workforce Analysis
50. 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
Reasonable accommodation
Patterned interview
Immigration Reform and Control Act (IRCA)
Nondirective interview