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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. 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.






2. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol






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






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






5. 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






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






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






8. 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






9. 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






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






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






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






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






15. 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)






16. Require federal contractors and subcontractors with contracts in excess of $10 - 000 during any 12-month period to comply with Title VII and to take positive - results-oriented steps to eliminate employment barriers to women and minorities.






17. Prohibits discrimination based on physical or mental disabilities






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






20. Requires that a government entity must have a person' signed release before giving info about that individual to someone else






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






22. 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






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






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






25. 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






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






27. 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






28. 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






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






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






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






32. 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






33. 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






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






35. 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






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






37. 1971 case that recognized adverse impact discrimination






38. 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






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






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






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






42. 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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43. 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






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






45. 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)






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






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. 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.






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






50. Latin term for 'on first view' or 'at first appearance'; in an EEO case - when a plaintiff presents evidence of a prima facie case - the employer must articulate a legitimate - nondiscriminatory reason for its decision