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. 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






2. 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






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






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






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. 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






7. 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






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






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






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






11. 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






12. 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






13. 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






14. 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.






15. 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






16. 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)






17. 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






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






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






20. 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






21. 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.






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






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






24. 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






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






26. 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






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






28. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual






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






30. 1989 court ruling that the rigid numerical quota system of Richmond - Va was unconstitutional bc hte city had not laid the proper groundwork and had not adquately identified or documented discrimination






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






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






33. 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.






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






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






36. 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.






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






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






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






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






41. 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






42. 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.






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






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






45. Tests that assess skills the candidate has already learned






46. 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






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






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






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






50. 1971 case that recognized adverse impact discrimination