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. 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






2. 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.






3. Group or team interview of a job candidate






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






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






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






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






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. 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...'






10. Requires that a government entity must have a person' signed release before giving info about that individual to someone else






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






12. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards






13. 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






14. 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






15. 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






16. 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






17. An agreement between an employer and an employee that explains the employment relationship






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






19. 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






20. 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






21. 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






22. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not






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






24. 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






25. 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






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






27. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself






28. Uses recruiting sources and workers who are not regular employees






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






30. 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.






31. 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






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






33. OFCCP evaluation that requires an organization to provide details and documentation of its AAP






34. 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






35. 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.






36. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond






37. 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






38. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions






39. 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






40. 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)






41. 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






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






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






44. 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






45. Modifying or adjusting a job application process - a work environment - or the circumstances under which a job is usually performed to enable a qualfied individual with a disability to be considered for the job and perform its essential functions






46. 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






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






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






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






50. 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