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Human Resources Management: Staffing
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Subject
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business-skills
Instructions:
Answer 50 questions in 15 minutes.
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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. Projections made by managers; can happen from the top down or the bottom up
Managerial Estimates
Disparatre impact
Skill tracking systems
Job Applicant
2. 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
Protected class
Immigration Reform and Control Act (IRCA)
Turnover
Employee polygraph protection act
3. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Employment agreement
Compliance evaluation
Outplacement firms
Job Bidding
4. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Cognitive ability tests
Executive Orders 11246 - 11375 - 11478
Ellerth v. Burlinton Northern Industries
Regents of the University of California v. Bakke
5. Court ruling that first held that sexual harassment violates Title VII of the Civil Rights Act of 1964 regardless of whether it is quid pro quo or hostile environment harassment
Job Specifications
Repetitive Interview
Meritor Savings Bank v. Vinson
Legett v. First National Bank of Oregon
6. 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
Bottom-Line Concept
First-Impression Error
Fair Credit Reporting Act
Co-employment
7. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur
Involuntary Termination
Worker Adjustment and Retraining Notification Act (WARN)
Tetaliatory discharge
Essential Function
8. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining
Outplacement firms
Job Competencies
Organizational unit
Vietnam Era Veterans Readjustment Assistance Act
9. Using statistics to determine whether relationships exist btw 2 variables
Bottom-Line Concept
Offer letter
Trend and ration analysis
Directive interview
10. 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
Utilization analysis
Workforce Analysis
Disparate treatment
Martin vs. Wilks
11. 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
Skill tracking systems
Job Competencies
United Steelworkers v Weber
Negative emphasis
12. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations
McDonnell Douglas Corp vs. Green
Behavioral Interview
Ellerth v. Burlinton Northern Industries
Protected class
13. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not
Faragher v. City of Boca Raton
Exit Interview
Delphi technique
Employee polygraph protection act
14. 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
Executive Orders 11246 - 11375 - 11478
Hostile Environment Harassment
Job Posting
Garnishment
15. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier
Employment agreement
Joint Employment
Involuntary Termination
Competency Mode
16. Tests that assess skills the candidate has already learned
Cognitive ability tests
Bottom-Line Concept
Personality tests
Executive Orders 11246 - 11375 - 11478
17. 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
First-Impression Error
Flexible Staffing
Personality tests
Predictive validity
18. Set of job competencies that together make up a profile for success for a particular job
Competency Mode
Constructive Discharge
Structured Interview
Vicarious liability
19. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise
Negative emphasis
Immigration Reform and Control Act (IRCA)
Johnson v. Santa Clara County Transportation Agency
Bona Fide Occupational Qualification
20. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services
Job Competencies
Outplacement
Independent contractors
Nondirective interview
21. Internal recruiting method that allows employees to indicate an interest in a position before it become available.
Glass-Ceiling
Job Bidding
Job Orientation
Quota
22. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer
Pregnancy Discrimination Act
Stress Interview
Employee polygraph protection act
Offer letter
23. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.
Managerial Estimates
Job Applicant
Job Specifications
Job Bidding
24. Measures intended to ensure a drug-free workplace
Substance Abuse Tests
Consumer Credit Protection Act
Flexible Staffing
Organizational unit
25. 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
Essential Function
Prima facie
Fair Credit Reporting Act
Independent contractors
26. When the interviewer assumes an aggressive posture to see how the candidate responds to stressful situations; used extensively in law enforcement - air traffic control and similar high-stress industries
Stress Interview
Immigration Reform and Control Act (IRCA)
Selection
Uniform Guidelines on Employee Selection Procedures
27. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors
Trend and ration analysis
Consumer Credit Protection Act
Organizational profile
Criterion-related validity
28. OFCCP evaluation that requires an organization to provide details and documentation of its AAP
Joint Employment
Exit Interview
Compliance evaluation
Concurrent Validity
29. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit
Consumer Credit Protection Act
Validity
Independent contractors
Organizational unit
30. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards
Disparate treatment
Title VII of Civil Rights Act of 1964
Repetitive Interview
Outsourcing
31. 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
Contrast effect
Vicarious liability
Offer letter
Employment Contract
32. 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
Immigration Reform and Control Act (IRCA)
Horn Effect
Trend and ration analysis
City of Richmond v. J.A. Croson Company
33. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual
Nominal group technique
Patterned interview
Rehabilitation act
Cultural noise
34. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities
Underutilization
Sexual Harassment
On-call workers
Construct validity
35. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.
Judgmental Forecasts
Exit Interview
State (public) employment agencies
Job Competencies
36. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment
Availability analysis
Title VII of Civil Rights Act of 1964
United Airlines vs. Sutton
Simulations
37. 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.
Employment branding
Joint Employment
Content Validity
Compliance evaluation
38. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview
Cultural noise
First-Impression Error
Open questions
Rehabilitation act
39. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment
Realistic job preview
Uniform Guidelines on Employee Selection Procedures
Validity
Griggs v. Duke Power
40. Type of interview in which the interviewer poses specific questions to the candidate and keeps control
Directive interview
Quota
Executive Order 12138
Placement goals
41. Uses recruiting sources and workers who are not regular employees
Flexible Staffing
Turnover
Content Validity
Delphi technique
42. 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
Polygraph tes
Prescreening interview
Vicarious liability
Employment offe
43. Prohibits discrimination based on physical or mental disabilities
Rehabilitation act
Title VII of Civil Rights Act of 1964
Judgmental Forecasts
Utilization
44. 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
Placement goals
Turnover
Multiple linear regression
Construct validity
45. 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
Halo Effect
Protected class
Involuntary Termination
United Airlines vs. Sutton
46. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Vietnam Era Veterans Readjustment Assistance Act
Turnover
Job Bidding
Exit Interview
47. 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...'
Substance Abuse Tests
Employee polygraph protection act
Sexual Harassment
Employment branding
48. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions
Closed questions
Nominal group technique
Co-employment
Pregnancy Discrimination Act
49. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce
Washington vs. Davis
Polygraph tes
Trend and ration analysis
Turnover
50. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation
Contrast effect
McDonnell Douglas Corp vs. Green
Job Group Analysis
Selection
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