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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. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions
Lie Detector Test
Resumes
Glass-Ceiling
Personality tests
2. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit
Outplacement
Essential Function
Organizational unit
Outsourcing
3. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond
Structured Interview
Legett v. First National Bank of Oregon
Title VII of Civil Rights Act of 1964
Stereotyping
4. 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
Executive Order 12138
Glass-Ceiling
Washington vs. Davis
5. 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.
Organizational exit
Worker Adjustment and Retraining Notification Act (WARN)
Job Analysis
Selection Interview
6. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.
Exit Interview
Employment offe
Behavioral Interview
Vietnam Era Veterans Readjustment Assistance Act
7. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions
Immigration Reform and Control Act (IRCA)
Content Validity
Pregnancy Discrimination Act
Construct validity
8. 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
Resumes
Bottom-Line Concept
Garnishment
Flexible Staffing
9. 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
Cultural noise
Employment offe
Regents of the University of California v. Bakke
Outplacement
10. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
On-call workers
Job Group Analysis
Title VII of Civil Rights Act of 1964
Skill tracking systems
11. Case in which the Supreme Court held that evidence of misconduct acquired after the decision to terminate cannot free an employer from liability - even if the misconduct would have justified terminating the employee
Meritor Savings Bank v. Vinson
State (public) employment agencies
Delphi technique
McKennon v. Nashville Banner Publishing Co.
12. Harassment that occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance - creates an intimidating - threatening or humiliating work environment - or perpetuates a situation
Placement goals
Hostile Environment Harassment
Behavioral Interview
Job Analysis
13. 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
Meritor Savings Bank v. Vinson
Organizational exit
Fair Credit Reporting Act
City of Richmond v. J.A. Croson Company
14. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself
Organizational unit
Horn Effect
Criterion-related validity
Compliance evaluation
15. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions
Glass-Ceiling
Turnover
Privacy act
Nominal group technique
16. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt
Bona Fide Occupational Qualification
Joint Employment
Rehabilitation act
Garnishment
17. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)
Underutilization
State (public) employment agencies
Rehabilitation act
Involuntary Termination
18. 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.
Lie Detector Test
Joint Employment
Privacy act
Disability
19. 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
Job Posting
Employment Contract
School Board of Nassau v. Arline
Halo Effect
20. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual
Job Applicant
Vietnam Era Veterans Readjustment Assistance Act
Selection
Cultural noise
21. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol
Predictive validity
Fair Credit Reporting Act
Regents of the University of California v. Bakke
Honesty/Integrity Tests
22. 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
Sexual Harassment
Delphi technique
Job Applicant
Personality tests
23. 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
Disparatre impact
Johnson v. Santa Clara County Transportation Agency
Honesty/Integrity Tests
School-to-work programs
24. Uses recruiting sources and workers who are not regular employees
Flexible Staffing
State (public) employment agencies
Predictive validity
Disparate treatment
25. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules
Job Orientation
Uniform Guidelines on Employee Selection Procedures
Employment branding
Underutilization
26. 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)
Legett v. First National Bank of Oregon
Martin vs. Wilks
Taxman v. Board of Education of Piscataway
Skill tracking systems
27. Court ruling that same-gender harassment is actionable under Title VII
Bona Fide Occupational Qualification
Organizational exit
Multiple linear regression
Oncale v. Sundowner Offshore Service - Inc
28. Requires federal agencies to take affirmative action in support of women's business enterprises
Ellerth v. Burlinton Northern Industries
Executive Order 12138
Simple Linear Regression
Honesty/Integrity Tests
29. Internal recruiting method that allows employees to indicate an interest in a position before it become available.
Executive Orders 11246 - 11375 - 11478
Repetitive Interview
Bottom-Line Concept
Job Bidding
30. Extent to which a selection device measures the theoretical construct or triat
Privacy act
Turnover
Managerial Estimates
Construct validity
31. 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
Job Bidding
Compliance evaluation
Nondirective interview
Involuntary Termination
32. 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
School Board of Nassau v. Arline
Bona Fide Occupational Qualification
Ellerth v. Burlinton Northern Industries
Quid pro quo harassment
33. Questions that can usually be answered with yes or no
Organizational unit
Managerial Estimates
Closed questions
Tetaliatory discharge
34. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Targeted Interview
Underutilization
Employment agreement
Constructive Discharge
35. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.
United Steelworkers v Weber
Outplacement firms
Job Competencies
Offer letter
36. 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; aka lie detector test
Polygraph tes
McDonnell Douglas Corp vs. Green
Employee polygraph protection act
Bona Fide Occupational Qualification
37. Typically begin with what - where - why - when - or how
Co-employment
Employment branding
Open questions
Offer letter
38. The degree to which inferences made from an interview or a test are correct and accurate
Availability analysis
Pregnancy Discrimination Act
Disparate treatment
Validity
39. A type of flexible staffing option; employees who report to work only when needed
On-call workers
Availability analysis
Concurrent Validity
City of Richmond v. J.A. Croson Company
40. 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
Washington vs. Davis
Meritor Savings Bank v. Vinson
Disparate treatment
41. A measure or predictor with a high degree of consistency
Disability
Job Description
Reliability
Sexual Harassment
42. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Nominal group technique
Selection
Involuntary Termination
Employee polygraph protection act
43. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter
Employment offe
Johnson v. Santa Clara County Transportation Agency
Consumer Credit Protection Act
Structured Interview
44. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.
Job Applicant
Reasonable accommodation
Vietnam Era Veterans Readjustment Assistance Act
Job Description
45. 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
First-Impression Error
Job Group Analysis
Co-employment
Ellerth v. Burlinton Northern Industries
46. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier
School Board of Nassau v. Arline
Stress Interview
Joint Employment
Employment Contract
47. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.
Job Competencies
Halo Effect
Contract Technical Workers
Availability analysis
48. 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
Quid pro quo harassment
Contract Technical Workers
Honesty/Integrity Tests
Organizational exit
49. 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
Quota
McDonnell Douglas Corp vs. Green
Flexible Staffing
Job Description
50. Serve as objectives or targets in an affirmative action plan when the percentage of protected-class workers is less than is reasonably expected given availability
Pregnancy Discrimination Act
Placement goals
Behavioral Interview
Prescreening interview