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






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






3. 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.






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






5. 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






6. Tests that assess skills the candidate has already learned






7. Court ruling that same-gender harassment is actionable under Title VII






8. Prohibits discrimination based on physical or mental disabilities






9. Extent to which a selection device measures the theoretical construct or triat






10. Harassment that occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance - creates an intimidating - threatening or humiliating work environment - or perpetuates a situation






11. 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






12. 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; aka lie detector test






13. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment






14. Requires that a government entity must have a person' signed release before giving info about that individual to someone else






15. 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






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






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






18. 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






19. 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






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






21. A type of flexible staffing option; employees who report to work only when needed






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






23. 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






24. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)






25. 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






26. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter






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






28. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer






29. 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...'






30. Group or team interview of a job candidate






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






32. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities






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






34. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual






35. 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






36. A type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time






37. 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






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






39. 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






40. 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






41. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions






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






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






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






45. 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






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






47. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier






48. 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






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






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