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; involves rejecting a candidate on the basis of a small amount of negative information






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






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






4. 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






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






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






7. 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






8. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions






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






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






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






12. 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






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






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






15. 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






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






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






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






19. 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






20. 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






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






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






23. 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






24. 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






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






26. 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






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






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






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






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






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






32. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not






33. 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)






34. 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.






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






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






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






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






39. Court ruling that persons with contagious disesases could be covered by the Rehabilitiation Act of 1973; protection of the act prevents employers from discriminating against ailing persons






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






41. 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.






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. 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






44. 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.






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






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






47. 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.






48. 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






49. Expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged intentional discrimination the right to a jury trial






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