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. 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.






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






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






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






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






6. Set of job competencies that together make up a profile for success for a particular job






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






8. Spells out the qualifications necessary for an incumbent to be able to perform the job






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






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






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






12. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.






13. 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






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






15. 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






16. 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






17. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual






18. 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






19. 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.






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






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






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






23. 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






24. Tests that assess skills the candidate has already learned






25. 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.






26. 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






27. Prohibits discrimination against certain veterans by the U.S. government and federal contractors






28. 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






29. Requires federal agencies to take affirmative action in support of women's business enterprises






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






31. 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.






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






33. 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






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






35. 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)






36. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions






37. 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






38. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.






39. Group or team interview of a job candidate






40. 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






41. 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






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






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






44. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process






45. 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...'






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






47. 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






48. 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






49. Court ruling that same-gender harassment is actionable under Title VII






50. 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