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






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






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






4. 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






5. 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

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6. 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






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






8. 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






9. 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






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






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






12. 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.






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. 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...'






15. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors






16. 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






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






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






19. 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






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






21. 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.






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






23. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol






24. 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






25. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining






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






27. 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






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






29. 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)






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






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






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






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






34. People who are covered under a particular federal or state discrimination law; groups protected by EEO designations include but are not limited to women - African-Americans - Hispanics - Native Americans - Asian-Americans - people age 40 or olde






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






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






37. 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






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






39. 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






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






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






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






43. 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






44. 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






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






46. 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






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






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






49. 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






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.