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. 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.






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






3. 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.






4. 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






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






6. 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)






7. Tests that assess skills the candidate has already learned






8. Prohibits discrimination against job applicatns on the basis of national origi or citizenship; establishes penalties for hiring illegal aliens and requries employers to establish each employee's identity and eligitbility to work within 3 days of hire






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






10. 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






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






12. 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.






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






14. Prohibits discrimination based on physical or mental disabilities






15. 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






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






17. 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






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






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






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






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






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






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






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






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






26. 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






27. 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...'






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






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






30. 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






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






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






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






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






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






36. 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






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






38. 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.






39. 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






40. 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






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






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






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






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






45. Court ruling that same-gender harassment is actionable under Title VII






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






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






48. 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






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






50. 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