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Test your basic knowledge |
Human Resources Management: Staffing
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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. Group or team interview of a job candidate
Validity
Quota
Cognitive ability tests
Panel interview
2. The process of hiring the most suitable candidate for a vacant position
Selection
Garnishment
Skill tracking systems
Judgmental Forecasts
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
Contrast effect
Co-employment
Congressional Accountability Act
Payrolling
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
Hostile Environment Harassment
Patterned interview
Johnson v. Santa Clara County Transportation Agency
Contrast effect
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)
Tetaliatory discharge
Behavioral Interview
Simulations
Bona Fide Occupational Qualification
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.
Judgmental Forecasts
Turnover
Job Analysis
Constructive Discharge
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
Horn Effect
Prima facie
Harris v. Forklift Systems - Inc
Availability analysis
8. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions
Essential Function
Glass-Ceiling
Employment branding
Compliance evaluation
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
Payrolling
Negative emphasis
Concurrent Validity
Meritor Savings Bank v. Vinson
10. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization
Organizational exit
Criterion-related validity
Job Bidding
Selection Interview
11. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique
Competency Mode
Judgmental Forecasts
Employment agreement
Targeted Interview
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.
Utilization
School-to-work programs
Immigration Reform and Control Act (IRCA)
Offer letter
13. A type of flexible staffing option; employees who report to work only when needed
Panel interview
On-call workers
Structured Interview
Outsourcing
14. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress
Cultural noise
Congressional Accountability Act
Cognitive ability tests
Hostile Environment Harassment
15. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
Skill tracking systems
Taxman v. Board of Education of Piscataway
Stereotyping
Job Competencies
16. Measures intended to ensure a drug-free workplace
Uniform Guidelines on Employee Selection Procedures
Oncale v. Sundowner Offshore Service - Inc
Substance Abuse Tests
Job Orientation
17. Requires federal agencies to take affirmative action in support of women's business enterprises
Job Posting
Resumes
Executive Order 12138
Job Competencies
18. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.
Job Competencies
Joint Employment
Uniform Guidelines on Employee Selection Procedures
Exit Interview
19. OFCCP evaluation that requires an organization to provide details and documentation of its AAP
Compliance evaluation
Prima facie
Patterned interview
Targeted Interview
20. Describes the process of managng the way people leave an organization
Realistic job preview
Master vendor arrangement
On-call workers
Organizational exit
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
Open questions
Co-employment
Congressional Accountability Act
Hostile Environment Harassment
22. Internal recruiting method that allows current employees the chance to respond to announcements of positions.
Placement goals
Job Posting
Immigration Reform and Control Act (IRCA)
Disparate treatment
23. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment
Realistic job preview
Faragher v. City of Boca Raton
Immigration Reform and Control Act (IRCA)
Polygraph tes
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
Legett v. First National Bank of Oregon
Executive Orders 11246 - 11375 - 11478
Bottom-Line Concept
Nominal group technique
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.
Offer letter
Taxman v. Board of Education of Piscataway
Executive Orders 11246 - 11375 - 11478
Meritor Savings Bank v. Vinson
26. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination
Open questions
Quid pro quo harassment
Sexual Harassment
Uniform Guidelines on Employee Selection Procedures
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
Realistic job preview
Workforce Analysis
Cognitive ability tests
Content Validity
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
Halo Effect
Stress Interview
Tetaliatory discharge
Underutilization
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
Vicarious liability
Job Description
Involuntary Termination
Multiple linear regression
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
Outplacement
Title VII of Civil Rights Act of 1964
Realistic job preview
Employment offe
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
School Board of Nassau v. Arline
Bona Fide Occupational Qualification
Disparatre impact
Negative emphasis
32. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions
Employee polygraph protection act
McKennon v. Nashville Banner Publishing Co.
Pregnancy Discrimination Act
Delphi technique
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
Rehabilitation act
Utilization analysis
Job Posting
Co-employment
34. Set of job competencies that together make up a profile for success for a particular job
Targeted Interview
Validity
Competency Mode
Bottom-Line Concept
35. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not
Validity
Co-employment
Ellerth v. Burlinton Northern Industries
Hostile Environment Harassment
36. When the interviewer asks every applicant the same questions; aka structured interviews
Stereotyping
Repetitive Interview
Worker Adjustment and Retraining Notification Act (WARN)
Executive Orders 11246 - 11375 - 11478
37. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce
Job Competencies
Faragher v. City of Boca Raton
Ellerth v. Burlinton Northern Industries
Turnover
38. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.
State (public) employment agencies
Consumer Credit Protection Act
Protected class
Judgmental Forecasts
39. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards
Disparate treatment
Griggs v. Duke Power
Patterned interview
Placement goals
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
Closed questions
Panel interview
Prescreening interview
Availability analysis
41. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case
Harris v. Forklift Systems - Inc
State (public) employment agencies
Executive Order 12138
Congressional Accountability Act
42. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions
Employment agreement
Personality tests
Vicarious liability
Behavioral Interview
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
State (public) employment agencies
Bottom-Line Concept
Immigration Reform and Control Act (IRCA)
Delphi technique
44. The degree to which inferences made from an interview or a test are correct and accurate
Contract Technical Workers
Validity
McDonnell Douglas Corp vs. Green
Honesty/Integrity Tests
45. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules
Job Orientation
Personality tests
Behavioral Interview
Taxman v. Board of Education of Piscataway
46. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol
Honesty/Integrity Tests
Rehabilitation act
Job Applicant
Concurrent Validity
47. A projection of future demand based on a past relationship - involves a single variable
Simple Linear Regression
Negative emphasis
Compliance evaluation
Employee polygraph protection act
48. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions
Job Orientation
Delphi technique
Employee polygraph protection act
Placement goals
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
Trend and ration analysis
McDonnell Douglas Corp vs. Green
Vietnam Era Veterans Readjustment Assistance Act
Payrolling
50. Questions that can usually be answered with yes or no
Closed questions
Job Posting
Essential Function
Job Competencies