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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. 1971 case that recognized adverse impact discrimination
Griggs v. Duke Power
Selection Interview
Utilization analysis
Employee polygraph protection act
2. Group or team interview of a job candidate
Panel interview
Stereotyping
Selection
Job Specifications
3. 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
Joint Employment
Availability analysis
Job Group Analysis
Validity
4. 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
Outsourcing
Employment branding
Privacy act
5. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination
Job Posting
Job Description
Uniform Guidelines on Employee Selection Procedures
Horn Effect
6. 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
Fair Credit Reporting Act
Job Description
Stress Interview
Substance Abuse Tests
7. Requires federal agencies to take affirmative action in support of women's business enterprises
Disparate treatment
Honesty/Integrity Tests
Directive interview
Executive Order 12138
8. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview
Contrast effect
Quid pro quo harassment
Workforce Analysis
First-Impression Error
9. 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
Regents of the University of California v. Bakke
Essential Function
Outsourcing
Faragher v. City of Boca Raton
10. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience
Resumes
Disparate treatment
Quota
City of Richmond v. J.A. Croson Company
11. Uses recruiting sources and workers who are not regular employees
Bottom-Line Concept
Flexible Staffing
Washington vs. Davis
Congressional Accountability Act
12. 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
Selection Interview
City of Richmond v. J.A. Croson Company
Offer letter
Targeted Interview
13. 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
Content Validity
Reliability
Utilization
Prima facie
14. Court ruling that endorsed using gender as a factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system
Resumes
Johnson v. Santa Clara County Transportation Agency
Legett v. First National Bank of Oregon
Vietnam Era Veterans Readjustment Assistance Act
15. A measure or predictor with a high degree of consistency
Resumes
Co-employment
Reliability
Structured Interview
16. Describes the process of managng the way people leave an organization
Organizational exit
Quota
Martin vs. Wilks
Bona Fide Occupational Qualification
17. 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.
Contract Technical Workers
Job Group Analysis
Prescreening interview
Congressional Accountability Act
18. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt
School-to-work programs
Bottom-Line Concept
Outplacement firms
Garnishment
19. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign
Title VII of Civil Rights Act of 1964
Job Group Analysis
Bona Fide Occupational Qualification
Constructive Discharge
20. OFCCP evaluation that requires an organization to provide details and documentation of its AAP
Compliance evaluation
Organizational profile
Job Description
Utilization analysis
21. 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
Prescreening interview
Repetitive Interview
Content Validity
Predictive validity
22. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond
Employee polygraph protection act
Legett v. First National Bank of Oregon
Organizational unit
Stereotyping
23. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment
Garnishment
Negative emphasis
Realistic job preview
Payrolling
24. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not
Faragher v. City of Boca Raton
Quid pro quo harassment
Multiple linear regression
Exit Interview
25. 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
Job Posting
Polygraph tes
McKennon v. Nashville Banner Publishing Co.
Outplacement firms
26. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce
Constructive Discharge
Turnover
United Steelworkers v Weber
Contract Technical Workers
27. 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)
Disability
Regents of the University of California v. Bakke
Tetaliatory discharge
Offer letter
28. 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
Reliability
Workforce Analysis
Protected class
Martin vs. Wilks
29. 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
Availability analysis
Employment branding
Reasonable accommodation
Judgmental Forecasts
30. 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
Worker Adjustment and Retraining Notification Act (WARN)
Legett v. First National Bank of Oregon
Lie Detector Test
Placement goals
31. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)
Lie Detector Test
Involuntary Termination
School Board of Nassau v. Arline
Washington vs. Davis
32. An agreement between an employer and an employee that explains the employment relationship
Employment Contract
Behavioral Interview
Executive Search Firms
Worker Adjustment and Retraining Notification Act (WARN)
33. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit
Organizational unit
Disparatre impact
Taxman v. Board of Education of Piscataway
Washington vs. Davis
34. Projections made by managers; can happen from the top down or the bottom up
Disability
Ellerth v. Burlinton Northern Industries
Managerial Estimates
Job Orientation
35. 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
Garnishment
Vicarious liability
Organizational exit
36. 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
Co-employment
Delphi technique
Hostile Environment Harassment
Halo Effect
37. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees
Closed questions
Skill Banks
Job Analysis
Master vendor arrangement
38. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services
Bona Fide Occupational Qualification
Independent contractors
Tetaliatory discharge
Prescreening interview
39. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs
Quota
Prescreening interview
Executive Orders 11246 - 11375 - 11478
Johnson v. Santa Clara County Transportation Agency
40. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.
Underutilization
Executive Orders 11246 - 11375 - 11478
Rehabilitation act
Job Competencies
41. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Quid pro quo harassment
Griggs v. Duke Power
Nominal group technique
Outsourcing
42. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Reliability
Legett v. First National Bank of Oregon
Garnishment
Regents of the University of California v. Bakke
43. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information
Competency Mode
Uniform Guidelines on Employee Selection Procedures
Negative emphasis
Patterned interview
44. 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.
Utilization analysis
Simulations
Employment branding
45. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions
Uniform Guidelines on Employee Selection Procedures
Job Posting
Horn Effect
Personality tests
46. Extent to which a selection device measures the theoretical construct or triat
On-call workers
Worker Adjustment and Retraining Notification Act (WARN)
Construct validity
Structured Interview
47. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Sexual Harassment
Job Orientation
Employment agreement
Quota
48. 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.
Organizational unit
Uniform Guidelines on Employee Selection Procedures
Job Analysis
Trend and ration analysis
49. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related
Flexible Staffing
Simple Linear Regression
Washington vs. Davis
Contract Technical Workers
50. Questions that can usually be answered with yes or no
Oncale v. Sundowner Offshore Service - Inc
Outsourcing
Closed questions
Behavioral Interview