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 distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not






2. 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






3. 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






4. 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






5. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.






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






7. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services






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






9. 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






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






11. 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.






12. 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






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






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






15. 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






16. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not






17. 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.






18. Measures intended to ensure a drug-free workplace






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






20. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships






21. Part of an affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilities - wage rates and opportunities for advancement.






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






23. 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






24. 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






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






26. 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






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






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






29. 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






30. 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)






31. 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.






32. 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






33. 1971 case that recognized adverse impact discrimination






34. 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






35. Expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged intentional discrimination the right to a jury trial






36. 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






37. 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






38. Tests that assess skills the candidate has already learned






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






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






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






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






43. Group or team interview of a job candidate






44. 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






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






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






47. 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...'






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






49. Typically begin with what - where - why - when - or how






50. 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