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






2. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier






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






4. 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






5. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign






6. 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






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






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






9. 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

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






11. 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






12. 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






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






14. Tests that assess skills the candidate has already learned






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






16. 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.






17. 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






18. 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






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






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






21. 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






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






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






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






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






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






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






28. 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.






29. A systematic counsling process by which a laid-off or terminated employee is counseled in the techniques of career self-appraisal and in securing a new job that is appropriate to his/her talents and needs






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






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






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






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






34. Type of flexible staffing option; when a company needing help identifies specific eople and refers them to a staffing firm - which employs them and assigns them to work at the company






35. 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






36. External recruiting method - programs allowing organizations to partner with their communities and schools to help develop the skilled workforce they will need for the future.






37. When the interviewer asks every applicant the same questions; aka structured interviews






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






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






40. 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






41. Part of an affirmative action plan that provides data on the proportion of current employees in protected classes by job title - from highest to lowest paid - within a department or business group






42. Court ruling that heldthat a represenatative of the company invaded privacy by questioning a psychologist (to whom an employee has been referred by the employee assistance program)






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






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






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






46. 1971 case that recognized adverse impact discrimination






47. 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






48. 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






49. 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.






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