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






2. 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






3. 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.






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






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






6. 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)






7. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works in the candidates favor






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






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






10. 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






11. 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






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






13. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors






14. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities






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






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






17. 1971 case that recognized adverse impact discrimination






18. 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






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






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






21. 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.






22. 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






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






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






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






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






27. 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.






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






29. 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






30. 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






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






32. Tests that assess skills the candidate has already learned






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






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






35. 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






36. 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






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






38. 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.






39. 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






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






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






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






43. 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






44. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII






45. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships






46. 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






47. 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






48. Requires federal agencies to take affirmative action in support of women's business enterprises






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






50. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.