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Human Resources Management: Staffing

Subject : business-skills
Instructions:
  • Answer 50 questions in 15 minutes.
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  • 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. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related






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






3. 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






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






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






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






7. 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






8. 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






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






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






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






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






13. 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






14. Extent to which a selection device measures the theoretical construct or triat






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






16. 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






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






18. 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






19. 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






20. 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






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






22. 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






23. 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






24. 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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25. 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






26. 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






27. 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






28. 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)






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






30. When the interviewer asks each applicant questions that are from the same knowledge - skill - or ability area; the questions - however - are not necessarily the same; aka targeted interview






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






32. 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






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






34. 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.






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






36. Describes the process of managng the way people leave an organization






37. 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...'






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






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






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






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






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






44. 1971 case that recognized adverse impact discrimination






45. External recruiting method - programs allowing organizations to partner with their communities and schools to help develop the skilled workforce they will need for the future.






46. 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






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






48. 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






49. 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






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







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