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






2. A systematic counsling process by which a laid-off or terminated employee is counseled in the techniques of career self-appraisal and in securing a new job that is appropriate to his/her talents and needs






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






4. 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






5. Tests that assess skills the candidate has already learned






6. 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






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






8. 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






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






10. When the interviewer asks open questions and provides general direction but allows the applicant to guide the process; a response to one question indicates the next question the interviewer will ask






11. 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






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






13. 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.






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






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






16. 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






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






18. 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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19. 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)






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






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






22. 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.






23. 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






24. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique






25. Prohibits discrimination based on physical or mental disabilities






26. 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






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






28. Legal doctrine under which a party can be hald liable for the wrongful actions of another party; because of this doctrine - employers are legally responsble for the discriminatory acts of their employees






29. 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






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






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






32. 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






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






34. 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






35. Primary job duties that a qualified individual must be able to perform - either with or without accommodation; a function may be considered essential because it is required in a job or because it is highly specialized






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






37. 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.






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






39. 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






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






41. 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...'






42. 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.






43. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works in the candidates favor






44. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.






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






46. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination






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






48. 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






49. 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






50. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.