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. 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






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






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






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






5. Projections made by managers; can happen from the top down or the bottom up






6. 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






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






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






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






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






12. 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






13. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.






14. 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.






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






16. 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






17. 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






18. 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






19. 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






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






21. 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






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






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






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






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






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






27. 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.






28. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign






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






30. 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






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






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






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






34. 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






35. 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






36. 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.






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






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






39. 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






40. 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






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






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






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






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






45. When the interviewer assumes an aggressive posture to see how the candidate responds to stressful situations; used extensively in law enforcement - air traffic control and similar high-stress industries






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






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






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






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






50. 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.