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Test your basic knowledge |
Human Resources Management: Staffing
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Subject
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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 heldthat a represenatative of the company invaded privacy by questioning a psychologist (to whom an employee has been referred by the employee assistance program)
Bottom-Line Concept
Legett v. First National Bank of Oregon
Concurrent Validity
Honesty/Integrity Tests
2. 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
Protected class
Utilization
Targeted Interview
Offer letter
3. Group or team interview of a job candidate
Panel interview
Organizational profile
Disparate treatment
Regents of the University of California v. Bakke
4. 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
Independent contractors
Content Validity
Patterned interview
United Airlines vs. Sutton
5. 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
Stress Interview
Stereotyping
Meritor Savings Bank v. Vinson
Sexual Harassment
6. 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
Stress Interview
Fair Credit Reporting Act
Job Group Analysis
Judgmental Forecasts
7. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining
Criterion-related validity
Outplacement firms
Halo Effect
Garnishment
8. 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
Hostile Environment Harassment
Contrast effect
Competency Mode
Job Competencies
9. 1989 court ruling that the rigid numerical quota system of Richmond - Va was unconstitutional bc hte city had not laid the proper groundwork and had not adquately identified or documented discrimination
City of Richmond v. J.A. Croson Company
Multiple linear regression
Concurrent Validity
Meritor Savings Bank v. Vinson
10. 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
McKennon v. Nashville Banner Publishing Co.
Lie Detector Test
Uniform Guidelines on Employee Selection Procedures
Utilization analysis
11. A systematic study of jobs to determine what activities and responsibilities they include - their relative importance and relationship with other jobs - and the conditions under which the work is performed.
Repetitive Interview
Horn Effect
Job Analysis
Cognitive ability tests
12. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual
Master vendor arrangement
Cultural noise
Multiple linear regression
Worker Adjustment and Retraining Notification Act (WARN)
13. 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
Prima facie
Multiple linear regression
Constructive Discharge
Directive interview
14. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
Disparatre impact
Consumer Credit Protection Act
Martin vs. Wilks
Employment branding
15. 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
Contrast effect
Predictive validity
Executive Orders 11246 - 11375 - 11478
United Airlines vs. Sutton
16. Spells out the qualifications necessary for an incumbent to be able to perform the job
Contrast effect
School-to-work programs
Bona Fide Occupational Qualification
Job Specifications
17. 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
Closed questions
Faragher v. City of Boca Raton
Cognitive ability tests
Patterned interview
18. 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
Glass-Ceiling
Co-employment
Bottom-Line Concept
Oncale v. Sundowner Offshore Service - Inc
19. 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
Compliance evaluation
Availability analysis
Co-employment
Executive Orders 11246 - 11375 - 11478
20. Requires federal agencies to take affirmative action in support of women's business enterprises
Competency Mode
Oncale v. Sundowner Offshore Service - Inc
Nominal group technique
Executive Order 12138
21. A type of flexible staffing option; employees who report to work only when needed
Protected class
Structured Interview
Skill tracking systems
On-call workers
22. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt
Offer letter
Utilization analysis
Disparatre impact
Garnishment
23. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not
Honesty/Integrity Tests
Reliability
Ellerth v. Burlinton Northern Industries
Employee polygraph protection act
24. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information
Title VII of Civil Rights Act of 1964
McKennon v. Nashville Banner Publishing Co.
Selection Interview
Negative emphasis
25. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions
Validity
Concurrent Validity
Vicarious liability
Glass-Ceiling
26. Projections made by managers; can happen from the top down or the bottom up
Tetaliatory discharge
Employment agreement
Nondirective interview
Managerial Estimates
27. Prohibits discrimination based on physical or mental disabilities
Nominal group technique
Rehabilitation act
Contract Technical Workers
Glass-Ceiling
28. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier
Joint Employment
Griggs v. Duke Power
Ellerth v. Burlinton Northern Industries
Underutilization
29. 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)
Repetitive Interview
Nondirective interview
Tetaliatory discharge
Directive interview
30. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce
Involuntary Termination
Cognitive ability tests
Congressional Accountability Act
Turnover
31. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment
Johnson v. Santa Clara County Transportation Agency
Turnover
Title VII of Civil Rights Act of 1964
Skill tracking systems
32. 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.
Criterion-related validity
Negative emphasis
Disability
Content Validity
33. Uses recruiting sources and workers who are not regular employees
Tetaliatory discharge
Cultural noise
Job Specifications
Flexible Staffing
34. Using statistics to determine whether relationships exist btw 2 variables
Flexible Staffing
Predictive validity
Polygraph tes
Trend and ration analysis
35. 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.
First-Impression Error
Personality tests
Vietnam Era Veterans Readjustment Assistance Act
Disability
36. 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
Employment offe
Workforce Analysis
Cultural noise
Protected class
37. 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
Panel interview
Horn Effect
Turnover
United Airlines vs. Sutton
38. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions
Griggs v. Duke Power
Delphi technique
Pregnancy Discrimination Act
Job Posting
39. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Behavioral Interview
Washington vs. Davis
Employment agreement
Panel interview
40. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards
Selection
Disparate treatment
Turnover
Exit Interview
41. 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
Harris v. Forklift Systems - Inc
Privacy act
School Board of Nassau v. Arline
Delphi technique
42. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol
Uniform Guidelines on Employee Selection Procedures
Repetitive Interview
City of Richmond v. J.A. Croson Company
Honesty/Integrity Tests
43. Requires that a government entity must have a person' signed release before giving info about that individual to someone else
Privacy act
Polygraph tes
Selection
Joint Employment
44. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Patterned interview
Nominal group technique
Selection Interview
Regents of the University of California v. Bakke
45. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not
Quid pro quo harassment
Faragher v. City of Boca Raton
Offer letter
Skill tracking systems
46. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience
Resumes
Job Applicant
Horn Effect
Utilization
47. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment
Targeted Interview
Prima facie
Realistic job preview
Executive Search Firms
48. 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.
Workforce Analysis
Flexible Staffing
Availability analysis
Job Group Analysis
49. The degree to which inferences made from an interview or a test are correct and accurate
Disparatre impact
Harris v. Forklift Systems - Inc
Validity
Involuntary Termination
50. OFCCP evaluation that requires an organization to provide details and documentation of its AAP
St. Mary's Honor Center vs. Hicks
Validity
Lie Detector Test
Compliance evaluation
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