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






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






3. Type of interviewer bias - when strong candidates who interview after weak ones may appear even more qualified than they actually are because of the contrast






4. Type of flexible staffing option; when a company needing help identifies specific eople and refers them to a staffing firm - which employs them and assigns them to work at the company






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






6. 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






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






8. 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






9. 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






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






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






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






13. 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






14. Court ruling that same-gender harassment is actionable under Title VII






15. Group or team interview of a job candidate






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






17. A measure or predictor with a high degree of consistency






18. 1971 case that recognized adverse impact discrimination






19. Spells out the qualifications necessary for an incumbent to be able to perform the job






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






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






22. 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






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






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






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






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






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






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






29. Projections made by managers; can happen from the top down or the bottom up






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






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






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






33. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)






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






35. 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.






36. OFCCP evaluation that requires an organization to provide details and documentation of its AAP






37. 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






38. 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






39. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier






40. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment






41. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit






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






43. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII






44. 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.






45. 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.






46. 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






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






48. 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






49. 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






50. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related