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. 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






2. 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.






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






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






5. 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.






6. 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






7. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process






8. Requires federal agencies to take affirmative action in support of women's business enterprises






9. 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...'






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






11. 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.






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






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






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






15. 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

Warning: Invalid argument supplied for foreach() in /var/www/html/basicversity.com/show_quiz.php on line 183


16. 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






17. A statistical method that can be used to project future demand; is similar to simple linear regression - except that several variables are utilized to project future demand






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






19. 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






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






21. 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






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






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






24. 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






25. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships






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. 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






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






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






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






31. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.






32. Requires that a government entity must have a person' signed release before giving info about that individual to someone else






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






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






35. 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






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






37. 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; aka targeted interview






38. 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






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






40. 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






41. 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.






42. 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.






43. Court ruling that persons with contagious disesases could be covered by the Rehabilitiation Act of 1973; protection of the act prevents employers from discriminating against ailing persons






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






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






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






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






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






49. 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






50. A measure or predictor with a high degree of consistency