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






2. 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






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






4. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination






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






6. 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






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






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






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






10. 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






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






12. 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)






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






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






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






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






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






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






19. 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






20. 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.






21. 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






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






23. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt






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






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






26. 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






27. 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






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






29. 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.






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






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






33. 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...'






34. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise






35. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions






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






37. 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






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






39. Describes the process of managng the way people leave an organization






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






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






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






44. 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






45. 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






46. Tests that assess skills the candidate has already learned






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






48. Prohibits discrimination based on physical or mental disabilities






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






50. 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