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. Group or team interview of a job candidate






2. The process of hiring the most suitable candidate for a vacant position






3. 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






4. 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






5. 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)






6. 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.






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






9. 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






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






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






12. 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.






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






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






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






16. Measures intended to ensure a drug-free workplace






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






18. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.






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






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






21. Genereally describes a situation in which an organization shares joint responsibility and liability for their alternative workers w/ the alternative staffing supplier; aka joint employment






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






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






24. 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






25. 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.






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






27. 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






28. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works in the candidates favor






29. 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






30. A systematic counsling process by which a laid-off or terminated employee is counseled in the techniques of career self-appraisal and in securing a new job that is appropriate to his/her talents and needs






31. When rules applied to all employees have a different and more inhibiting effect on a protected class than on the majority; occurs when the selection rate for a protected class is less than 80% of the rate for the class w/ highest selection rate; aka






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






33. Part of an affirmative action plan that compared the percentages of miinorities and women in each job group with the rates of availability for each job group






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






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






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






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






38. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.






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






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






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






42. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions






43. 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






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






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






46. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol






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






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






49. 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






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