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






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






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






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






5. 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






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






7. 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






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






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






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






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






12. Latin term for 'on first view' or 'at first appearance'; in an EEO case - when a plaintiff presents evidence of a prima facie case - the employer must articulate a legitimate - nondiscriminatory reason for its decision






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






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






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






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






17. Modifying or adjusting a job application process - a work environment - or the circumstances under which a job is usually performed to enable a qualfied individual with a disability to be considered for the job and perform its essential functions






18. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people






19. Type of interviewer bias - when strong candidates who interview after weak ones may appear even more qualified than they actually are because of the contrast






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






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






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






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






24. 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)






25. 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.






26. 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






27. Prohibits discrimination based on physical or mental disabilities






28. 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.






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






30. 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






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






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






33. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related






34. 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






35. 1971 case that recognized adverse impact discrimination






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






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






38. 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






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






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






41. 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






42. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors






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






44. 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






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






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






47. 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






48. 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...'






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






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