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. 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






2. 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






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






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






5. 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






6. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign






7. Court ruling that for a plaintiff-employee to win a lawsuit for discrimination under Title VII - a jury must find that the defendant-employers reason for an adverse employment decision was false and that the real reason for the decision was discrimi


8. 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






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






10. 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






11. 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






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






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






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






15. 1971 case that recognized adverse impact discrimination






16. Group or team interview of a job candidate






17. 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






18. 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






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






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






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






22. 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






23. Using statistics to determine whether relationships exist btw 2 variables






24. 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






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






26. 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






27. The degree to which inferences made from an interview or a test are correct and accurate






28. 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






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






30. 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






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






32. 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






33. 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






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






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






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






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






39. 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






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






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






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






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






44. 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...'






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






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






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






49. 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






50. 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.