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 heldthat a represenatative of the company invaded privacy by questioning a psychologist (to whom an employee has been referred by the employee assistance program)






2. Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands or forfeiting an economic benefit such as a pay increase - promotion - or continued employment






3. 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






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






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






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






7. 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.






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






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






10. 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.






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






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






13. Extent to which a selection device measures the theoretical construct or triat






14. 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.






15. 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






16. 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






17. 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






18. Type of interview in which the interviewer poses specific questions to the candidate and keeps control






19. 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






20. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions






21. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs






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






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






24. 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






25. 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






26. 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






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






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






30. 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






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






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






33. 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






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






35. 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






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






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






38. Group or team interview of a job candidate






39. 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






40. 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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41. 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






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






43. 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






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






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






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






47. 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






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






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






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