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. Prohibits discrimination based on physical or mental disabilities






2. 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






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






4. 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






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






6. 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






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






8. Tests that assess skills the candidate has already learned






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






10. 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






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






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






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






14. 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.






15. 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






16. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment






17. 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






18. 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






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






20. 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






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






22. 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






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






24. 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






25. Court ruling that for a plaintiff-employee to win a lawsuit for discrimination under Title VII - a jury must find that the defendant-employers reason for an adverse employment decision was false and that the real reason for the decision was discrimi


26. Describes the process of managng the way people leave an organization






27. 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






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






29. 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






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






31. A statistical method that can be used to project future demand; is similar to simple linear regression - except that several variables are utilized to project future demand






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






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






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






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






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






37. 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






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






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






40. 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






41. 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.






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






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






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






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






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






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






48. Measures intended to ensure a drug-free workplace






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






50. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities