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






2. Tests that assess skills the candidate has already learned






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






4. 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...'






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






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






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






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






9. 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






10. 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






11. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations






12. A projection of future demand based on a past relationship - involves a single variable






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






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






15. 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






16. 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






17. 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.






18. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier






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






20. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview






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






22. 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






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






24. 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.






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






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






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






28. 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






29. Measures intended to ensure a drug-free workplace






30. 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)






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






32. 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






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






34. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions






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






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






37. 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






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






39. 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






40. 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.






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






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






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






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






45. 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.






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






47. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.






48. Primary job duties that a qualified individual must be able to perform - either with or without accommodation; a function may be considered essential because it is required in a job or because it is highly specialized






49. 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






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