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. 1971 case that recognized adverse impact discrimination






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






3. 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






4. 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






5. The degree to which inferences made from an interview or a test are correct and accurate






6. 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






7. 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






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






9. 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)






10. 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






11. 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






12. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation






13. 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






14. 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)






15. 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






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






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






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






19. 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.






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






21. 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






22. Questions that can usually be answered with yes or no






23. Measures intended to ensure a drug-free workplace






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






25. Case in which the Supreme Court held that evidence of misconduct acquired after the decision to terminate cannot free an employer from liability - even if the misconduct would have justified terminating the employee






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






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






28. Protects the privacy of background information and ensures that the information supplied is accurate; imposes legal obligations on employers who use credit and other 3rd-party background reports






29. Group or team interview of a job candidate






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






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






32. 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






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






34. 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






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






36. 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.






37. 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






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






39. 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






40. 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






41. 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






42. 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






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






44. 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






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






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






47. Prohibits discrimination based on physical or mental disabilities






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






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






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