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. People who are covered under a particular federal or state discrimination law; groups protected by EEO designations include but are not limited to women - African-Americans - Hispanics - Native Americans - Asian-Americans - people age 40 or olde






2. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview






3. 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






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






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






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






7. 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






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






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






10. A measure or predictor with a high degree of consistency






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






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






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






14. 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






15. 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






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






17. 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






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






19. Court ruling that endorsed using gender as a factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system






20. A blend of marketing communications - and performance technology intended to get an organization's name out to a mass audience fast; a basis for recruiting employees






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






22. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions






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






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






25. 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






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






27. 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






28. 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






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






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






31. 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.






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






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






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






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






36. 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






37. 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






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






39. Tests that assess skills the candidate has already learned






40. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol






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






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






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






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






45. 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






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






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






48. 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






49. Case in which Supreme Court ruled that a person may not have a disability if the individual's condition is controlled or corrected by medication or mitigating measures






50. Measures intended to ensure a drug-free workplace