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Human Resources Management: Staffing
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Subject
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business-skills
Instructions:
Answer 50 questions in 15 minutes.
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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. 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
Stereotyping
Hostile Environment Harassment
Payrolling
Multiple linear regression
2. Tests that assess skills the candidate has already learned
Pregnancy Discrimination Act
Predictive validity
Cultural noise
Cognitive ability tests
3. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case
Protected class
Quota
Harris v. Forklift Systems - Inc
Content Validity
4. 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
United Steelworkers v Weber
Employment agreement
Availability analysis
Hostile Environment Harassment
5. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors
Independent contractors
Contract Technical Workers
Prescreening interview
Construct validity
6. Set of job competencies that together make up a profile for success for a particular job
Competency Mode
Johnson v. Santa Clara County Transportation Agency
Cognitive ability tests
School-to-work programs
7. 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
Contrast effect
Turnover
Underutilization
Griggs v. Duke Power
8. 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
Job Orientation
Negative emphasis
Independent contractors
Civil Rights Act of 1991
9. 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
First-Impression Error
Bottom-Line Concept
Quid pro quo harassment
Delphi technique
10. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign
Targeted Interview
Constructive Discharge
United Airlines vs. Sutton
Validity
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.
Selection Interview
Job Analysis
Delphi technique
Criterion-related validity
12. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations
Behavioral Interview
Title VII of Civil Rights Act of 1964
Contract Technical Workers
Griggs v. Duke Power
13. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not
Employment Contract
Judgmental Forecasts
Ellerth v. Burlinton Northern Industries
Negative emphasis
14. 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
State (public) employment agencies
Nondirective interview
Directive interview
Griggs v. Duke Power
15. 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
Outsourcing
Outplacement
Substance Abuse Tests
Pregnancy Discrimination Act
16. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules
On-call workers
Job Orientation
McKennon v. Nashville Banner Publishing Co.
Essential Function
17. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Open questions
Nondirective interview
Harris v. Forklift Systems - Inc
Executive Search Firms
18. Type of flexible staffing option; when a company needing help identifies specific eople and refers them to a staffing firm - which employs them and assigns them to work at the company
On-call workers
Skill tracking systems
Payrolling
Job Posting
19. Using statistics to determine whether relationships exist btw 2 variables
On-call workers
Payrolling
Job Description
Trend and ration analysis
20. 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
Lie Detector Test
Simulations
Polygraph tes
Bottom-Line Concept
21. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.
Immigration Reform and Control Act (IRCA)
Competency Mode
Simple Linear Regression
Job Applicant
22. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique
Outplacement firms
Privacy act
Judgmental Forecasts
Executive Search Firms
23. 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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24. 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
Congressional Accountability Act
Availability analysis
Content Validity
Civil Rights Act of 1991
25. Type of interview in which the interviewer poses specific questions to the candidate and keeps control
Griggs v. Duke Power
Patterned interview
Directive interview
Quid pro quo harassment
26. Questions that can usually be answered with yes or no
Closed questions
Contract Technical Workers
Job Competencies
Job Orientation
27. 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
Immigration Reform and Control Act (IRCA)
Johnson v. Santa Clara County Transportation Agency
Job Analysis
Competency Mode
28. When the interviewer asks every applicant the same questions; aka structured interviews
Job Description
Worker Adjustment and Retraining Notification Act (WARN)
Repetitive Interview
On-call workers
29. 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.
School-to-work programs
Payrolling
Lie Detector Test
First-Impression Error
30. 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
Compliance evaluation
Job Orientation
McKennon v. Nashville Banner Publishing Co.
Workforce Analysis
31. 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
Job Description
Disparatre impact
School Board of Nassau v. Arline
Utilization
32. When the interviewer asks every applicant the same questions;
Employment branding
First-Impression Error
Skill tracking systems
Structured Interview
33. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs
Selection Interview
Trend and ration analysis
McDonnell Douglas Corp vs. Green
Quota
34. 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
Content Validity
Reasonable accommodation
Worker Adjustment and Retraining Notification Act (WARN)
Repetitive Interview
35. A measure or predictor with a high degree of consistency
Stereotyping
Job Bidding
Hostile Environment Harassment
Reliability
36. A type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time
Civil Rights Act of 1991
Construct validity
Oncale v. Sundowner Offshore Service - Inc
Concurrent Validity
37. 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
Outsourcing
Protected class
Managerial Estimates
Vicarious liability
38. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond
Competency Mode
School-to-work programs
Stereotyping
Criterion-related validity
39. 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
Validity
Open questions
Placement goals
Prima facie
40. 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.
Disability
Patterned interview
Managerial Estimates
Offer letter
41. Requires that a government entity must have a person' signed release before giving info about that individual to someone else
Realistic job preview
Privacy act
Open questions
Trend and ration analysis
42. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself
Utilization analysis
Prima facie
Reasonable accommodation
Criterion-related validity
43. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities
Underutilization
Johnson v. Santa Clara County Transportation Agency
Vicarious liability
McKennon v. Nashville Banner Publishing Co.
44. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation
Vietnam Era Veterans Readjustment Assistance Act
McDonnell Douglas Corp vs. Green
Skill Banks
Job Posting
45. A type of flexible staffing option; employees who report to work only when needed
Workforce Analysis
Employee polygraph protection act
On-call workers
Personality tests
46. 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
Co-employment
Independent contractors
Availability analysis
Targeted Interview
47. 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
Workforce Analysis
Essential Function
Contrast effect
School Board of Nassau v. Arline
48. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related
Washington vs. Davis
Reasonable accommodation
Quota
Trend and ration analysis
49. 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
Nominal group technique
Employment branding
Vicarious liability
Validity
50. 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
McKennon v. Nashville Banner Publishing Co.
Reliability
Civil Rights Act of 1991
Nominal group technique
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