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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 ultimately established the 'reasonable persons' standard in a sexual harassment case






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






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






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






5. 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.






6. Prohibits discrimination based on physical or mental disabilities






7. 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






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






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






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






11. 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






12. 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






13. 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






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






15. A measure or predictor with a high degree of consistency






16. 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)






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






18. Tests that assess skills the candidate has already learned






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






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






22. 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






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






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






25. 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...'






26. Typically begin with what - where - why - when - or how






27. 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






28. 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






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






30. 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






31. 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






32. 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






33. 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






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






35. 1971 case that recognized adverse impact discrimination






36. 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






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






38. 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






39. 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






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






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






42. 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






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






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






45. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond






46. Uses info provided by a group - group members take turns presenting forecast assumptions and the forecast is revised until a composite emerges that incorporates many of their assumptions






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






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






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






50. 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






Can you answer 50 questions in 15 minutes?



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