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Test your basic knowledge |
Human Resources Management: Staffing
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Study First
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. 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.
Turnover
Stereotyping
Job Group Analysis
Selection
2. 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
Employment branding
Vicarious liability
Simulations
Hostile Environment Harassment
3. 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
Vicarious liability
Offer letter
City of Richmond v. J.A. Croson Company
Employee polygraph protection act
4. 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
Validity
United Steelworkers v Weber
Uniform Guidelines on Employee Selection Procedures
Job Group Analysis
5. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual
Nondirective interview
Substance Abuse Tests
Delphi technique
Cultural noise
6. 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
Meritor Savings Bank v. Vinson
Flexible Staffing
Behavioral Interview
Job Applicant
7. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions
Employment offe
Pregnancy Discrimination Act
Immigration Reform and Control Act (IRCA)
McKennon v. Nashville Banner Publishing Co.
8. Requires federal agencies to take affirmative action in support of women's business enterprises
Cognitive ability tests
Organizational exit
Organizational profile
Executive Order 12138
9. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining
Simulations
Targeted Interview
First-Impression Error
Outplacement firms
10. 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.
Competency Mode
Quota
Employment offe
Simulations
11. 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.
Content Validity
Contrast effect
Employment branding
Predictive validity
12. 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
Executive Search Firms
McDonnell Douglas Corp vs. Green
Stress Interview
Polygraph tes
13. A projection of future demand based on a past relationship - involves a single variable
Construct validity
Simple Linear Regression
Pregnancy Discrimination Act
Availability analysis
14. 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
Placement goals
Turnover
Honesty/Integrity Tests
Predictive validity
15. Describes the process of managng the way people leave an organization
Organizational exit
Lie Detector Test
Selection
St. Mary's Honor Center vs. Hicks
16. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Quid pro quo harassment
Multiple linear regression
Executive Search Firms
Tetaliatory discharge
17. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Competency Mode
Griggs v. Duke Power
Nominal group technique
Structured Interview
18. 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
Bottom-Line Concept
Employment branding
Disparate treatment
Structured Interview
19. 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
Panel interview
Nondirective interview
Cognitive ability tests
Trend and ration analysis
20. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself
Job Applicant
Criterion-related validity
Consumer Credit Protection Act
Managerial Estimates
21. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization
Cultural noise
Involuntary Termination
Employment Contract
Selection Interview
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
Patterned interview
McDonnell Douglas Corp vs. Green
Targeted Interview
Taxman v. Board of Education of Piscataway
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
Delphi technique
Joint Employment
Negative emphasis
Exit Interview
24. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience
Simulations
Offer letter
Privacy act
Resumes
25. Extent to which a selection device measures the theoretical construct or triat
Construct validity
School Board of Nassau v. Arline
Faragher v. City of Boca Raton
Open questions
26. Using statistics to determine whether relationships exist btw 2 variables
Ellerth v. Burlinton Northern Industries
Trend and ration analysis
Availability analysis
Content Validity
27. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.
Targeted Interview
Placement goals
State (public) employment agencies
McDonnell Douglas Corp vs. Green
28. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
Resumes
Martin vs. Wilks
Compliance evaluation
Patterned interview
29. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer
Panel interview
Legett v. First National Bank of Oregon
Offer letter
Closed questions
30. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce
Selection Interview
Content Validity
Ellerth v. Burlinton Northern Industries
Turnover
31. 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
Harris v. Forklift Systems - Inc
Reasonable accommodation
Selection
Contract Technical Workers
32. 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
Taxman v. Board of Education of Piscataway
Realistic job preview
Utilization
Tetaliatory discharge
33. 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
Employee polygraph protection act
Prima facie
Employment agreement
Patterned interview
34. Court ruling that same-gender harassment is actionable under Title VII
Oncale v. Sundowner Offshore Service - Inc
Vietnam Era Veterans Readjustment Assistance Act
Personality tests
Legett v. First National Bank of Oregon
35. 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
Negative emphasis
Employment branding
Essential Function
Validity
36. 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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37. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise
Halo Effect
Regents of the University of California v. Bakke
Tetaliatory discharge
Bona Fide Occupational Qualification
38. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information
Negative emphasis
Outsourcing
Employee polygraph protection act
Taxman v. Board of Education of Piscataway
39. A type of flexible staffing option; employees who report to work only when needed
Faragher v. City of Boca Raton
Vicarious liability
Organizational profile
On-call workers
40. Analysis that determines if adverse impact exists; the employer examines the labor marker in the firm's recruiting area - determines the percentage of workers in a protected class that are present - and then applies the 4/5 rule to this number
Delphi technique
Availability analysis
Closed questions
Job Bidding
41. 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
Nominal group technique
Prescreening interview
Bottom-Line Concept
Meritor Savings Bank v. Vinson
42. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships
McKennon v. Nashville Banner Publishing Co.
Uniform Guidelines on Employee Selection Procedures
Harris v. Forklift Systems - Inc
Organizational profile
43. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination
Delphi technique
Managerial Estimates
Skill tracking systems
Uniform Guidelines on Employee Selection Procedures
44. 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
Uniform Guidelines on Employee Selection Procedures
Job Description
Halo Effect
Targeted Interview
45. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions
Job Competencies
Utilization analysis
Personality tests
City of Richmond v. J.A. Croson Company
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
Taxman v. Board of Education of Piscataway
Offer letter
Utilization analysis
Martin vs. Wilks
47. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)
Job Applicant
Congressional Accountability Act
Employee polygraph protection act
Involuntary Termination
48. Internal recruiting method that allows employees to indicate an interest in a position before it become available.
Organizational profile
Stereotyping
Job Bidding
Judgmental Forecasts
49. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress
Criterion-related validity
Civil Rights Act of 1991
Congressional Accountability Act
School Board of Nassau v. Arline
50. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Realistic job preview
Employment agreement
Halo Effect
Job Group Analysis