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






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






3. 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






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






5. 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






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






7. Tests that assess skills the candidate has already learned






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






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






10. 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






11. 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.






12. 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






13. 1971 case that recognized adverse impact discrimination






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






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






16. The result of an employer punishing an employee for engaging in activities protected by the law (e.g. filing a discrimination charge - opposng unlawful employer practices)






17. 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






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






19. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case






20. 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






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






22. 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






23. 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






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






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






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






27. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol






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






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






30. 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






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






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






33. 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






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






35. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services






36. 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






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






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






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






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






41. 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






42. 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






43. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.






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






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






46. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier






47. 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






48. 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






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






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







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