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






2. 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






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






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






5. 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






6. 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






7. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur






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






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






10. 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






11. 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






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






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






14. 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






15. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier






16. Tests that assess skills the candidate has already learned






17. 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






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






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






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






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






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






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






24. Measures intended to ensure a drug-free workplace






25. 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






26. 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






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






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






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






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






31. 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






32. 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






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






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






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






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






37. The degree to which an interview - test - or other selection device measures the knowledge - skills - abilities or other qualifications that are part of the job.






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






39. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment






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






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






42. 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






43. Prohibits discrimination based on physical or mental disabilities






44. 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






45. 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






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






47. 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...'






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






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






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







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