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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. 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.






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






3. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions






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






5. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview






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






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






8. Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands or forfeiting an economic benefit such as a pay increase - promotion - or continued employment






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






10. 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.






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






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






13. 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






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






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






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






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






18. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors






19. 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






20. 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






21. 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






22. 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






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






24. 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






25. 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






26. 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






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






28. 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






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






30. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign






31. 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.






32. 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






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






34. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.






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






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






37. 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.






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






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






40. 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






41. A type of criterion-related validity; the degree to which the predictions made by a test are confirmed by the later behavior of test takers






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






43. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not






44. Group or team interview of a job candidate






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






46. 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






47. 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






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






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






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







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