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






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






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






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






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






6. 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)






7. 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






8. Legal doctrine under which a party can be hald liable for the wrongful actions of another party; because of this doctrine - employers are legally responsble for the discriminatory acts of their employees






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






10. 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






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






12. 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






13. 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






14. 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






15. 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)






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






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






18. 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






19. 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...'






20. 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






21. Tests that assess skills the candidate has already learned






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






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






24. 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






25. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience






26. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works against the candidate






27. Group or team interview of a job candidate






28. Internal recruiting method that allows employees to indicate an interest in a position before it become available.






29. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining






30. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships






31. Prohibits discrimination based on physical or mental disabilities






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






33. 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






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






35. Measures intended to ensure a drug-free workplace






36. Internal recruiting method that allows current employees the chance to respond to announcements of positions.






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






38. Primary job duties that a qualified individual must be able to perform - either with or without accommodation; a function may be considered essential because it is required in a job or because it is highly specialized






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






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






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






42. 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






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






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






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






46. 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






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






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






49. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information






50. 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