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. 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






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






3. 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






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






5. 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






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






7. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.






8. 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






9. 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






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






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






12. 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






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






14. 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.






15. 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






16. 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.






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






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






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






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






21. 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






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






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






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






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






26. 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






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






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






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






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






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






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






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






34. 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.






35. 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






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






37. 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






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






39. A systematic counsling process by which a laid-off or terminated employee is counseled in the techniques of career self-appraisal and in securing a new job that is appropriate to his/her talents and needs






40. 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






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






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






43. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress






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






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






46. 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






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






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






49. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment






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