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. 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






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






3. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.






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






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






6. 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






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






8. 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






9. 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






10. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information






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






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






13. 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.






14. 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






15. 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.






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






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






18. 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.






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






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






21. Prohibits discrimination based on physical or mental disabilities






22. Projections made by managers; can happen from the top down or the bottom up






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






24. Uses info provided by a group - group members take turns presenting forecast assumptions and the forecast is revised until a composite emerges that incorporates many of their assumptions






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






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






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






28. 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






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






31. 1971 case that recognized adverse impact discrimination






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






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






34. 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.






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






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






37. 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.






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






39. A type of flexible staffing option; an independent company with expertise in operating a specific function contracts with a company to assume full operational responsibility for the function






40. Court ruling that same-gender harassment is actionable under Title VII






41. 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






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






43. 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)






44. 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






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






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






47. Group or team interview of a job candidate






48. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.






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






50. 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...'