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. 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






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






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






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






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






6. 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






7. 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






8. 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






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






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






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






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






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






14. 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






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






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






17. 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






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






19. 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






20. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations






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






22. 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






23. Internal recruiting method that allows current employees the chance to respond to announcements of positions.






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






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






26. 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






27. 1971 case that recognized adverse impact discrimination






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






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






31. 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






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






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






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






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






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






37. 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






38. Questions that can usually be answered with yes or no






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






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






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






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






43. 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.






44. 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






45. 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.






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






47. 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






48. 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






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






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