Test your basic knowledge |

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






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






3. 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






4. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions






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






6. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information






7. Requires federal agencies to take affirmative action in support of women's business enterprises






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






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






10. 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






11. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not






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






13. 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






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






15. 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






16. 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.






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






18. 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






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






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






21. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions






22. 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






23. 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.






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






25. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.






26. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt






27. 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...'






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






29. 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; aka lie detector test






30. 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.






31. Type of interview in which the interviewer poses specific questions to the candidate and keeps control






32. 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.






33. 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






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






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






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






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






38. An agreement between an employer and an employee that explains the employment relationship






39. 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






40. 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






41. 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






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






43. 1971 case that recognized adverse impact discrimination






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






45. 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






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






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






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






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






50. 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