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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. 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)






2. 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






3. Group or team interview of a job candidate






4. 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






5. 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






6. 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






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






8. 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






9. 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






10. 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






11. 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.






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






13. 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






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






15. 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






16. Spells out the qualifications necessary for an incumbent to be able to perform the job






17. 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






18. 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






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






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






22. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt






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






24. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information






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






26. Projections made by managers; can happen from the top down or the bottom up






27. Prohibits discrimination based on physical or mental disabilities






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






29. 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)






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






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






32. 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.






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






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






35. 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.






36. 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






37. 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






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






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






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






41. 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






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






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






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






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






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






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






48. 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.






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






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







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