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. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships






2. Expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged intentional discrimination the right to a jury trial






3. 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






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






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






6. 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.






7. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur






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






9. 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






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






11. 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






12. Latin term for 'on first view' or 'at first appearance'; in an EEO case - when a plaintiff presents evidence of a prima facie case - the employer must articulate a legitimate - nondiscriminatory reason for its decision






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






14. 1971 case that recognized adverse impact discrimination






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






16. Prohibits discrimination based on physical or mental disabilities






17. 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






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






19. 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






20. 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






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






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






23. 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.






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






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






26. 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






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






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






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






30. 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.






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






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






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






34. 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






35. 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)






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






37. 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






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






39. 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






40. 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






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






42. Affirmative action plan term referring to the difference between the availability of members of a protected class and an organization's job group make-up






43. 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






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






45. 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






46. 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






47. 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






48. Tests that assess skills the candidate has already learned






49. 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...'






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