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. 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






2. 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






3. 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






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






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






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






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






9. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process






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






11. 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






12. 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.






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






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






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






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






17. 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






18. 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






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






20. 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






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






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






23. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment






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






25. 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)






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






27. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions






28. 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






29. Group or team interview of a job candidate






30. 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






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






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. 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






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






35. 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






36. 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






37. 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






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






39. Prohibits discrimination based on physical or mental disabilities






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






41. 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






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






43. Measures intended to ensure a drug-free workplace






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






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. 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






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






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






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






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