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. Prohibits discrimination based on physical or mental disabilities






2. 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.






3. A type of flexible staffing option; an independent company with expertise in operating a specific function contracts with a company to assume full operational responsibility for the function






4. 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






5. 1971 case that recognized adverse impact discrimination






6. 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






7. 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






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






9. 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.






10. Measures intended to ensure a drug-free workplace






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






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






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






14. 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






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






16. 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






17. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment






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






19. 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






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






21. 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






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






23. 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






24. 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)






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






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






27. Court ruling that first held that sexual harassment violates Title VII of the Civil Rights Act of 1964 regardless of whether it is quid pro quo or hostile environment harassment






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






29. Uses recruiting sources and workers who are not regular employees






30. 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






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






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






33. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related






34. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation






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






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






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






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






39. 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.






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






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






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






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






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






45. External recruiting method - programs allowing organizations to partner with their communities and schools to help develop the skilled workforce they will need for the future.






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






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






49. 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






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