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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. 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. 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






3. 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






4. 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






5. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual






6. 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






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






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






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






10. 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.






11. The degree to which an interview - test - or other selection device measures the knowledge - skills - abilities or other qualifications that are part of the job.






12. 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






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






14. 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






15. Describes the process of managng the way people leave an organization






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






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






18. 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






19. 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






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






21. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization






22. 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






23. 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






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






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






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






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






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






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






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






31. 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






32. Affirmative action plan term referring to the difference between the availability of members of a protected class and an organization's job group make-up






33. 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






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






35. 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






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






38. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information






39. A type of flexible staffing option; employees who report to work only when needed






40. 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






41. 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






42. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships






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






44. 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






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






46. Part of an affirmative action plan that compared the percentages of miinorities and women in each job group with the rates of availability for each job group






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






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






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






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