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






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






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






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






5. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond






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






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






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






9. 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






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






11. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors






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






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






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






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






16. 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...'






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






18. Protects the privacy of background information and ensures that the information supplied is accurate; imposes legal obligations on employers who use credit and other 3rd-party background reports






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






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






21. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions






22. Measures intended to ensure a drug-free workplace






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






24. 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






25. 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






26. 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






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






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






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






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






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






32. 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






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






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






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






36. 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.






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






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






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






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






41. 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






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






43. 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






44. 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






45. 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)






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






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






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






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






50. 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