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; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.






2. 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






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






4. 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






5. 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






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






7. Prohibits discrimination based on physical or mental disabilities






8. 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






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






10. 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






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






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






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






14. Modifying or adjusting a job application process - a work environment - or the circumstances under which a job is usually performed to enable a qualfied individual with a disability to be considered for the job and perform its essential functions






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






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






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






18. 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






19. 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






20. 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






21. 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






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






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






24. 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






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






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






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






28. 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






29. Measures intended to ensure a drug-free workplace






30. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs






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






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






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






34. 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






35. 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






36. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions






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. Questions that can usually be answered with yes or no






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






40. 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






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






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






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






44. 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






45. Part of an affirmative action plan that compared the percentages of miinorities and women in each job group with the rates of availability for each job group






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






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






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






49. 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






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