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






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






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






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






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






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






7. Summarizes the most important features of a job - including a description of the work that details the required tasks - knowledge - skills - abilities - responsibilities - and reporting structure






8. 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






9. 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






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. 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






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






13. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself






14. 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






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






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






17. Prohibits discrimination based on physical or mental disabilities






18. Genereally describes a situation in which an organization shares joint responsibility and liability for their alternative workers w/ the alternative staffing supplier; aka joint employment






19. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related






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






21. 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






22. 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






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






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






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






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






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






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






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






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






31. 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






32. 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.






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






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






35. 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...'






36. 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






37. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works in the candidates favor






38. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions






39. 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






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






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






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






43. 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






44. 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






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






46. 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






47. When the interviewer asks open questions and provides general direction but allows the applicant to guide the process; a response to one question indicates the next question the interviewer will ask






48. 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






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






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







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