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






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






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






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






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






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






7. 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






8. 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






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






10. 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.






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






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






13. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit






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






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






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






17. Type of interview in which the interviewer poses specific questions to the candidate and keeps control






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






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






20. 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.






21. Court ruling that for a plaintiff-employee to win a lawsuit for discrimination under Title VII - a jury must find that the defendant-employers reason for an adverse employment decision was false and that the real reason for the decision was discrimi

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22. 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...'






23. 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






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






25. 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






26. 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






27. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)






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






29. 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






30. 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






31. Prohibits discrimination based on physical or mental disabilities






32. 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






33. 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






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






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






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






37. 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






38. Group or team interview of a job candidate






39. 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






40. 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






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






42. 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






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






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






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






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






47. 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






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






49. 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






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