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. 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






2. 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






3. An agreement between an employer and an employee that explains the employment relationship; aka employment contract






4. 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)






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






6. 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.






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






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






9. Typically begin with what - where - why - when - or how






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






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






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






13. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.






14. 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






15. 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






16. Prohibits discrimination against job applicatns on the basis of national origi or citizenship; establishes penalties for hiring illegal aliens and requries employers to establish each employee's identity and eligitbility to work within 3 days of hire






17. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations






18. 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






19. Measures intended to ensure a drug-free workplace






20. 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






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






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






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






24. 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






25. 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






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






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






28. 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






29. 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






30. 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.






31. 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






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






33. Set of job competencies that together make up a profile for success for a particular job






34. Questions that can usually be answered with yes or no






35. 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






36. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards






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






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






39. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions






40. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation






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






42. 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






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






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






45. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case






46. 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)






47. 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






48. Extent to which a selection device measures the theoretical construct or triat






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






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