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






2. 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.






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






4. 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






5. 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






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






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






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






9. 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)






10. 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






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






12. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions






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






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






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






16. 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






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






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






19. 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






20. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process






21. 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






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






23. Set of job competencies that together make up a profile for success for a particular job






24. 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






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






26. 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






27. 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






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






29. 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






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






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






32. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works against the candidate






33. 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






34. 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


35. 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






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






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






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






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






40. 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






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






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






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






44. 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.






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






46. 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






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






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






49. Measures intended to ensure a drug-free workplace






50. 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