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






2. 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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3. 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






4. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees






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






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






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






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






9. 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






10. 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.






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






12. 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






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






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






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






16. 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






17. 1971 case that recognized adverse impact discrimination






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






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






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






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






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






23. 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






24. 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






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






26. Group or team interview of a job candidate






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






28. Court ruling that same-gender harassment is actionable under Title VII






29. 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






30. Tests that assess skills the candidate has already learned






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






32. 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






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






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






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






36. 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.






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






38. 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






39. 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






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






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






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






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






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. 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






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






47. 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






48. 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






49. Projections made by managers; can happen from the top down or the bottom up






50. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt







Sorry!:) No result found.

Can you answer 50 questions in 15 minutes?


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