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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. 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






2. Tests that assess skills the candidate has already learned






3. 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.






4. 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






5. 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.






6. 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






7. 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...'






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






9. 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.






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






11. 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






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






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






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






15. Protects the privacy of background information and ensures that the information supplied is accurate; imposes legal obligations on employers who use credit and other 3rd-party background reports






16. 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






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






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






19. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress






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






21. 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






22. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce






23. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise






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






25. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.






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






27. 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






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






29. 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






30. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.






31. 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






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






33. 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






34. 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






35. A type of flexible staffing option; employees who report to work only when needed






36. 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






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






38. 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)






39. When the interviewer asks every applicant the same questions;






40. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships






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






42. 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






43. 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






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






45. A type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time






46. 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






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






48. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs






49. 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)






50. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees