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. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules






2. Questions that can usually be answered with yes or no






3. 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






4. Prohibits discrimination based on physical or mental disabilities






5. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case






6. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment






7. 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






8. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.






9. 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






10. 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






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






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






13. A measure or predictor with a high degree of consistency






14. 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






15. 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






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






17. 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






18. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors






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






20. When the interviewer asks every applicant the same questions; aka structured interviews






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






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






23. 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






24. 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






25. 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






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






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






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






29. 1971 case that recognized adverse impact discrimination






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






31. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions






32. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people






33. 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






34. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination






35. 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






36. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview






37. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique






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






39. When the interviewer asks every applicant the same questions;






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






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






42. Using statistics to determine whether relationships exist btw 2 variables






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






44. 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






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






46. 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






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. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress






49. Representations of real situations in abstract from - often referred to as 'what if' scenarios; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.






50. 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