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






2. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations






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






4. 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.






5. Group or team interview of a job candidate






6. Serve as objectives or targets in an affirmative action plan when the percentage of protected-class workers is less than is reasonably expected given availability






7. 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






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






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






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






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






12. 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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13. 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






14. 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






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






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






17. 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






18. Specifies that an employee is not required to evaluate each component of the selection process individually if the end result of the process is predictive of future job performance






19. 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






20. 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






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






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






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






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






25. 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






26. 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)






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






28. 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






29. 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






30. 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.






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






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






33. 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






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






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






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






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






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






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






40. 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






41. 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.






42. 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






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






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






45. 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.






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






47. 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)






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






49. 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






50. 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...'