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Test your basic knowledge |
Human Resources Management: Staffing
Start Test
Study First
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. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining
Taxman v. Board of Education of Piscataway
Realistic job preview
Utilization
Outplacement firms
2. 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
Employee polygraph protection act
Contrast effect
Employment Contract
Underutilization
3. Using statistics to determine whether relationships exist btw 2 variables
Employment branding
Trend and ration analysis
Executive Orders 11246 - 11375 - 11478
Predictive validity
4. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique
Job Analysis
Judgmental Forecasts
Organizational unit
Vicarious liability
5. 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
Vicarious liability
Workforce Analysis
Johnson v. Santa Clara County Transportation Agency
School-to-work programs
6. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions
Pregnancy Discrimination Act
Outplacement firms
Organizational exit
Employee polygraph protection act
7. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress
Worker Adjustment and Retraining Notification Act (WARN)
Repetitive Interview
Payrolling
Congressional Accountability Act
8. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Executive Search Firms
Job Posting
Regents of the University of California v. Bakke
Structured Interview
9. 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.
Nominal group technique
Underutilization
Content Validity
Cultural noise
10. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur
Cultural noise
Uniform Guidelines on Employee Selection Procedures
Worker Adjustment and Retraining Notification Act (WARN)
Realistic job preview
11. Requires federal agencies to take affirmative action in support of women's business enterprises
Selection
Glass-Ceiling
Executive Order 12138
Content Validity
12. Court ruling that endorsed using gender as a factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system
Johnson v. Santa Clara County Transportation Agency
Privacy act
Disparate treatment
Panel interview
13. Describes the process of managng the way people leave an organization
Turnover
Directive interview
Horn Effect
Organizational exit
14. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules
Quid pro quo harassment
Job Orientation
School Board of Nassau v. Arline
State (public) employment agencies
15. Type of interview in which the interviewer poses specific questions to the candidate and keeps control
Master vendor arrangement
Closed questions
United Steelworkers v Weber
Directive interview
16. 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
Utilization analysis
Consumer Credit Protection Act
Quid pro quo harassment
Utilization
17. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII
Organizational exit
Offer letter
Taxman v. Board of Education of Piscataway
Simple Linear Regression
18. 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
Fair Credit Reporting Act
Stereotyping
Outplacement firms
Availability analysis
19. The process of hiring the most suitable candidate for a vacant position
Horn Effect
School Board of Nassau v. Arline
Consumer Credit Protection Act
Selection
20. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services
Bona Fide Occupational Qualification
Selection Interview
Independent contractors
City of Richmond v. J.A. Croson Company
21. 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
Content Validity
Compliance evaluation
Worker Adjustment and Retraining Notification Act (WARN)
Horn Effect
22. 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
Executive Order 12138
Organizational exit
School Board of Nassau v. Arline
Legett v. First National Bank of Oregon
23. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.
Faragher v. City of Boca Raton
Exit Interview
Substance Abuse Tests
Constructive Discharge
24. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Employment agreement
Regents of the University of California v. Bakke
Simulations
Privacy act
25. 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)
Constructive Discharge
Legett v. First National Bank of Oregon
Placement goals
Skill Banks
26. Internal recruiting method that allows employees to indicate an interest in a position before it become available.
First-Impression Error
Competency Mode
Construct validity
Job Bidding
27. 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
Payrolling
Horn Effect
Vicarious liability
Constructive Discharge
28. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case
Nondirective interview
Employee polygraph protection act
Uniform Guidelines on Employee Selection Procedures
Harris v. Forklift Systems - Inc
29. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol
Worker Adjustment and Retraining Notification Act (WARN)
School Board of Nassau v. Arline
Honesty/Integrity Tests
Bottom-Line Concept
30. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise
Civil Rights Act of 1991
Consumer Credit Protection Act
Bona Fide Occupational Qualification
Job Posting
31. 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
United Steelworkers v Weber
Job Analysis
Targeted Interview
Turnover
32. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization
Selection Interview
Construct validity
Privacy act
Contrast effect
33. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit
Organizational unit
Prima facie
Quota
Offer letter
34. 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)
Glass-Ceiling
Essential Function
Organizational unit
Tetaliatory discharge
35. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions
Simulations
Job Specifications
Halo Effect
Glass-Ceiling
36. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people.
Disparatre impact
Skill Banks
Griggs v. Duke Power
Managerial Estimates
37. OFCCP evaluation that requires an organization to provide details and documentation of its AAP
Underutilization
Compliance evaluation
Trend and ration analysis
Quota
38. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations
Predictive validity
Behavioral Interview
Exit Interview
Co-employment
39. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience
Resumes
Reasonable accommodation
Turnover
Halo Effect
40. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Griggs v. Duke Power
Personality tests
Vietnam Era Veterans Readjustment Assistance Act
Martin vs. Wilks
41. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond
Stereotyping
Job Posting
First-Impression Error
Judgmental Forecasts
42. Prohibits discrimination based on physical or mental disabilities
Skill tracking systems
Job Applicant
Rehabilitation act
United Airlines vs. Sutton
43. 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
Polygraph tes
Disparate treatment
Lie Detector Test
Selection Interview
44. 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
Glass-Ceiling
Oncale v. Sundowner Offshore Service - Inc
Stress Interview
Compliance evaluation
45. 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
Job Description
Horn Effect
Glass-Ceiling
Simulations
46. 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
United Airlines vs. Sutton
Harris v. Forklift Systems - Inc
Negative emphasis
Workforce Analysis
47. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships
Organizational profile
United Airlines vs. Sutton
Sexual Harassment
Skill Banks
48. Typically begin with what - where - why - when - or how
McDonnell Douglas Corp vs. Green
Contrast effect
Washington vs. Davis
Open questions
49. People who are covered under a particular federal or state discrimination law; groups protected by EEO designations include but are not limited to women - African-Americans - Hispanics - Native Americans - Asian-Americans - people age 40 or olde
Hostile Environment Harassment
Simple Linear Regression
Disparatre impact
Protected class
50. 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
Consumer Credit Protection Act
Prima facie
Organizational unit
Placement goals