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Test your basic knowledge |
Human Resources Management: Staffing
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Study First
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. Uses recruiting sources and workers who are not regular employees
Underutilization
Flexible Staffing
Substance Abuse Tests
Nondirective interview
2. A projection of future demand based on a past relationship - involves a single variable
Glass-Ceiling
Substance Abuse Tests
Simple Linear Regression
Quota
3. When the interviewer assumes an aggressive posture to see how the candidate responds to stressful situations; used extensively in law enforcement - air traffic control and similar high-stress industries
Taxman v. Board of Education of Piscataway
Stress Interview
Criterion-related validity
Oncale v. Sundowner Offshore Service - Inc
4. 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
Johnson v. Santa Clara County Transportation Agency
Competency Mode
St. Mary's Honor Center vs. Hicks
Hostile Environment Harassment
5. 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
Protected class
Substance Abuse Tests
United Steelworkers v Weber
Employment Contract
6. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Executive Search Firms
Contract Technical Workers
Outplacement firms
Substance Abuse Tests
7. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Delphi technique
Nominal group technique
Nondirective interview
Outplacement
8. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining
Outplacement firms
Placement goals
Selection Interview
Co-employment
9. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.
Job Specifications
Selection
Exit Interview
Vicarious liability
10. Projections made by managers; can happen from the top down or the bottom up
Concurrent Validity
State (public) employment agencies
Outplacement
Managerial Estimates
11. Set of job competencies that together make up a profile for success for a particular job
Title VII of Civil Rights Act of 1964
Bottom-Line Concept
Griggs v. Duke Power
Competency Mode
12. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services
United Airlines vs. Sutton
Vicarious liability
Panel interview
Independent contractors
13. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt
Realistic job preview
Garnishment
Prescreening interview
Organizational unit
14. 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)
Substance Abuse Tests
Executive Orders 11246 - 11375 - 11478
Job Bidding
Tetaliatory discharge
15. Using statistics to determine whether relationships exist btw 2 variables
Simple Linear Regression
Organizational unit
Trend and ration analysis
Compliance evaluation
16. Internal recruiting method that allows employees to indicate an interest in a position before it become available.
Simulations
Job Bidding
Realistic job preview
Managerial Estimates
17. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce
Payrolling
Rehabilitation act
Vicarious liability
Turnover
18. 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
Bottom-Line Concept
Job Posting
Realistic job preview
Outplacement
19. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.
Judgmental Forecasts
State (public) employment agencies
Job Applicant
Cognitive ability tests
20. 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
Quid pro quo harassment
On-call workers
Exit Interview
Job Bidding
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
Job Competencies
Horn Effect
Employment branding
Taxman v. Board of Education of Piscataway
22. 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
School Board of Nassau v. Arline
Executive Order 12138
Privacy act
Placement goals
23. Affirmative action plan term referring to the difference between the availability of members of a protected class and an organization's job group make-up
Realistic job preview
Executive Orders 11246 - 11375 - 11478
Utilization
Cognitive ability tests
24. 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
School Board of Nassau v. Arline
Washington vs. Davis
Offer letter
United Airlines vs. Sutton
25. 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
Protected class
Concurrent Validity
Outsourcing
Congressional Accountability Act
26. 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
Skill Banks
Pregnancy Discrimination Act
Independent contractors
Concurrent Validity
27. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience
Placement goals
Offer letter
Resumes
Regents of the University of California v. Bakke
28. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees
Employment Contract
Privacy act
Griggs v. Duke Power
Master vendor arrangement
29. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs
Quota
Selection Interview
Executive Search Firms
Oncale v. Sundowner Offshore Service - Inc
30. 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
Substance Abuse Tests
Privacy act
Job Analysis
Targeted Interview
31. 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
Concurrent Validity
United Airlines vs. Sutton
Disparatre impact
Prescreening interview
32. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer
Contrast effect
Master vendor arrangement
Griggs v. Duke Power
Offer letter
33. Court ruling that same-gender harassment is actionable under Title VII
Glass-Ceiling
Organizational profile
McDonnell Douglas Corp vs. Green
Oncale v. Sundowner Offshore Service - Inc
34. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Targeted Interview
Cultural noise
Worker Adjustment and Retraining Notification Act (WARN)
Vietnam Era Veterans Readjustment Assistance Act
35. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.
Contract Technical Workers
Competency Mode
Uniform Guidelines on Employee Selection Procedures
Payrolling
36. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.
Title VII of Civil Rights Act of 1964
Job Applicant
Workforce Analysis
Contrast effect
37. 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.
Managerial Estimates
Selection Interview
Simulations
Negative emphasis
38. An agreement between an employer and an employee that explains the employment relationship
Employment agreement
Employment Contract
Job Competencies
Lie Detector Test
39. 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
Outsourcing
Targeted Interview
Judgmental Forecasts
Construct validity
40. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
Repetitive Interview
Consumer Credit Protection Act
Skill tracking systems
Halo Effect
41. 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
Contrast effect
Honesty/Integrity Tests
Job Posting
Quota
42. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships
Job Orientation
Executive Order 12138
Organizational profile
Resumes
43. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter
Employment offe
Cognitive ability tests
Consumer Credit Protection Act
Closed questions
44. 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
Predictive validity
Immigration Reform and Control Act (IRCA)
Simple Linear Regression
Contrast effect
45. The degree to which an interview - test - or other selection device measures the knowledge - skills - abilities or other qualifications that are part of the job.
Job Bidding
Job Orientation
Content Validity
Construct validity
46. Part of an affirmative action plan that provides data on the proportion of current employees in protected classes by job title - from highest to lowest paid - within a department or business group
Job Applicant
Workforce Analysis
Organizational exit
Concurrent Validity
47. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier
Joint Employment
St. Mary's Honor Center vs. Hicks
McKennon v. Nashville Banner Publishing Co.
Trend and ration analysis
48. 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
Delphi technique
Directive interview
Patterned interview
Protected class
49. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself
Disparate treatment
Criterion-related validity
Construct validity
Trend and ration analysis
50. The process of hiring the most suitable candidate for a vacant position
Availability analysis
Selection
Martin vs. Wilks
Reliability