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. 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






2. 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.






3. 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)






4. 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






5. 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.






6. 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






7. Spells out the qualifications necessary for an incumbent to be able to perform the job






8. 1971 case that recognized adverse impact discrimination






9. 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






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






11. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.






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






13. 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






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






15. Tests that assess skills the candidate has already learned






16. 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.






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






18. 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






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






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






21. 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






22. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience






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






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






25. 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






26. 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






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






28. 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...'






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






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






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






32. Prohibits discrimination based on physical or mental disabilities






33. 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






34. 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






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






36. 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






37. 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






38. 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






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






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






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






42. Affirmative action plan term referring to the difference between the availability of members of a protected class and an organization's job group make-up






43. The degree to which an interview - test - or other selection device measures the knowledge - skills - abilities or other qualifications that are part of the job.






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






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






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






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






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






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






50. 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