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






2. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur






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






4. Court ruling that persons with contagious disesases could be covered by the Rehabilitiation Act of 1973; protection of the act prevents employers from discriminating against ailing persons






5. 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






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






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






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






9. Genereally describes a situation in which an organization shares joint responsibility and liability for their alternative workers w/ the alternative staffing supplier; aka joint employment






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






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






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






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






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






16. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII






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






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






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






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






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






22. Type of interview in which the interviewer poses specific questions to the candidate and keeps control






23. 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






24. 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






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






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






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






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






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






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






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






32. 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)






33. 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






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






35. 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...'






36. 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






37. 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






38. 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






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






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






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






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






45. 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






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






47. 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.






48. 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.






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






50. 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