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. 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






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






3. 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






4. 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






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






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






7. 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.






8. 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






9. A systematic study of jobs to determine what activities and responsibilities they include - their relative importance and relationship with other jobs - and the conditions under which the work is performed.






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






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






12. Prohibits discrimination based on physical or mental disabilities






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






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






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






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






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






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






19. 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






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






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






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






23. 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






24. 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






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






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






27. A type of flexible staffing option; employees who report to work only when needed






28. 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)






29. Extent to which a selection device measures the theoretical construct or triat






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






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






32. 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






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






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






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






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






37. 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






38. 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






39. 1971 case that recognized adverse impact discrimination






40. 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






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






42. 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






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






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






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






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






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






48. 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






49. 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






50. 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