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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. 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






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






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






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






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






6. Measures intended to ensure a drug-free workplace






7. 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






8. Projections made by managers; can happen from the top down or the bottom up






9. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign






10. 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)






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






12. Group or team interview of a job candidate






13. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions






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






15. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.






16. 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






17. 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






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






19. OFCCP evaluation that requires an organization to provide details and documentation of its AAP






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






21. 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






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






23. 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)






24. 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.






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






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






27. 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






28. 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






29. 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.






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






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






32. 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






33. 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






34. 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






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






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






37. 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






38. Tests that assess skills the candidate has already learned






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






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






41. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique






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






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






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






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. Using statistics to determine whether relationships exist btw 2 variables






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






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






49. When the interviewer asks every applicant the same questions;






50. 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