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 lists all job titles that comprise each job group having similar content and responsibilities - wage rates and opportunities for advancement.






2. 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






3. 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






4. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining






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






6. Representations of real situations in abstract from - often referred to as 'what if' scenarios; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.






7. 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






8. 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






9. 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






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






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






12. 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






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






14. 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






15. 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






16. 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






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






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






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






20. Court ruling that heldthat a represenatative of the company invaded privacy by questioning a psychologist (to whom an employee has been referred by the employee assistance program)






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






22. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards






23. Requires federal agencies to take affirmative action in support of women's business enterprises






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






25. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination






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






27. 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






28. 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.






29. 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






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






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






32. Tests that assess skills the candidate has already learned






33. 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






34. Legal doctrine under which a party can be hald liable for the wrongful actions of another party; because of this doctrine - employers are legally responsble for the discriminatory acts of their employees






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






36. 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






37. 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.






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






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






40. 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...'






41. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions






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






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






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






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






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






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






48. Prohibits discrimination based on physical or mental disabilities






49. 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






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