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. 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






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






3. 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.






4. 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...'






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






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






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






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






9. 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






10. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)






11. 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






12. 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.






13. An agreement between an employer and an employee that explains the employment relationship






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






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






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






17. A type of flexible staffing option; an independent company with expertise in operating a specific function contracts with a company to assume full operational responsibility for the function






18. 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






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






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






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






22. 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






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






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






25. Measures intended to ensure a drug-free workplace






26. 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






27. 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






28. 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






29. 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






30. 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






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






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






33. 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






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






35. 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






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






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






38. 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






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; aka targeted interview






40. Prohibits discrimination against certain veterans by the U.S. government and federal contractors






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






42. 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






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






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






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






46. Uses recruiting sources and workers who are not regular employees






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






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






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






50. The degree to which inferences made from an interview or a test are correct and accurate