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Test your basic knowledge |
Human Resources Management: Staffing
Start Test
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. Genereally describes a situation in which an organization shares joint responsibility and liability for their alternative workers w/ the alternative staffing supplier; aka joint employment
Co-employment
Civil Rights Act of 1991
Vicarious liability
Honesty/Integrity Tests
2. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case
Honesty/Integrity Tests
Executive Order 12138
Harris v. Forklift Systems - Inc
Washington vs. Davis
3. 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
United Steelworkers v Weber
Turnover
On-call workers
Job Group Analysis
4. 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
Job Analysis
Stress Interview
Halo Effect
Reasonable accommodation
5. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related
Washington vs. Davis
Structured Interview
Horn Effect
Contrast effect
6. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.
Rehabilitation act
Competency Mode
Job Bidding
Exit Interview
7. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Worker Adjustment and Retraining Notification Act (WARN)
Nominal group technique
Personality tests
Job Applicant
8. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier
Honesty/Integrity Tests
Executive Orders 11246 - 11375 - 11478
Joint Employment
Payrolling
9. Uses info provided by a group - group members take turns presenting forecast assumptions and the forecast is revised until a composite emerges that incorporates many of their assumptions
Delphi technique
Faragher v. City of Boca Raton
Job Group Analysis
Workforce Analysis
10. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
Tetaliatory discharge
Martin vs. Wilks
Validity
Outsourcing
11. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.
Regents of the University of California v. Bakke
Stereotyping
State (public) employment agencies
Executive Order 12138
12. 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
Faragher v. City of Boca Raton
Job Group Analysis
Nondirective interview
City of Richmond v. J.A. Croson Company
13. Internal recruiting method that allows employees to indicate an interest in a position before it become available.
Taxman v. Board of Education of Piscataway
Glass-Ceiling
Job Bidding
School Board of Nassau v. Arline
14. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions
Negative emphasis
Selection Interview
Glass-Ceiling
Lie Detector Test
15. Type of interview in which the interviewer poses specific questions to the candidate and keeps control
Directive interview
Offer letter
Essential Function
Skill Banks
16. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual
Offer letter
Prima facie
Cultural noise
Concurrent Validity
17. 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
Availability analysis
Closed questions
Stereotyping
Regents of the University of California v. Bakke
18. Describes the process of managng the way people leave an organization
Job Specifications
Repetitive Interview
Selection Interview
Organizational exit
19. 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
Job Competencies
Tetaliatory discharge
Meritor Savings Bank v. Vinson
Executive Order 12138
20. A projection of future demand based on a past relationship - involves a single variable
Executive Order 12138
Employment offe
Job Competencies
Simple Linear Regression
21. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise
St. Mary's Honor Center vs. Hicks
Personality tests
Employment offe
Bona Fide Occupational Qualification
22. 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
Vicarious liability
Trend and ration analysis
Prima facie
23. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce
Turnover
Organizational unit
Utilization
Title VII of Civil Rights Act of 1964
24. 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...'
Disparate treatment
Repetitive Interview
Sexual Harassment
Trend and ration analysis
25. 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
Concurrent Validity
Glass-Ceiling
Griggs v. Duke Power
Outplacement firms
26. 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.
Prima facie
Simulations
Simple Linear Regression
Vicarious liability
27. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment
Rehabilitation act
Honesty/Integrity Tests
Cultural noise
Realistic job preview
28. Spells out the qualifications necessary for an incumbent to be able to perform the job
Lie Detector Test
Vicarious liability
Job Description
Job Specifications
29. 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
Stereotyping
Vietnam Era Veterans Readjustment Assistance Act
Judgmental Forecasts
30. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.
Job Competencies
Executive Orders 11246 - 11375 - 11478
Executive Order 12138
Offer letter
31. 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
Substance Abuse Tests
Immigration Reform and Control Act (IRCA)
Taxman v. Board of Education of Piscataway
Content Validity
32. 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
Employment agreement
Co-employment
Outplacement
Prima facie
33. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs
Quota
Job Specifications
Selection Interview
Prescreening interview
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
Utilization analysis
Fair Credit Reporting Act
Joint Employment
Structured Interview
35. Require federal contractors and subcontractors with contracts in excess of $10 - 000 during any 12-month period to comply with Title VII and to take positive - results-oriented steps to eliminate employment barriers to women and minorities.
Executive Orders 11246 - 11375 - 11478
Job Specifications
Glass-Ceiling
Repetitive Interview
36. Requires federal agencies to take affirmative action in support of women's business enterprises
Criterion-related validity
Executive Order 12138
Rehabilitation act
Harris v. Forklift Systems - Inc
37. 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
Selection
Repetitive Interview
Bottom-Line Concept
Utilization analysis
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
Prescreening interview
Sexual Harassment
Essential Function
Legett v. First National Bank of Oregon
39. 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.
Patterned interview
Job Analysis
Employment offe
Offer letter
40. Questions that can usually be answered with yes or no
City of Richmond v. J.A. Croson Company
Hostile Environment Harassment
Closed questions
Faragher v. City of Boca Raton
41. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Offer letter
Content Validity
Vietnam Era Veterans Readjustment Assistance Act
Constructive Discharge
42. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people.
Employment branding
Content Validity
Skill Banks
Disparate treatment
43. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur
Closed questions
Worker Adjustment and Retraining Notification Act (WARN)
Executive Order 12138
Outplacement firms
44. A measure or predictor with a high degree of consistency
Turnover
Disability
Employment offe
Reliability
45. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
Employment branding
Job Posting
Skill tracking systems
Vietnam Era Veterans Readjustment Assistance Act
46. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Polygraph tes
Essential Function
Job Group Analysis
Regents of the University of California v. Bakke
47. Summarizes the most important features of a job - including a description of the work that details the required tasks - knowledge - skills - abilities - responsibilities - and reporting structure
Job Description
Pregnancy Discrimination Act
Personality tests
Reasonable accommodation
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
Personality tests
Prima facie
Co-employment
Targeted Interview
49. 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
Polygraph tes
Nominal group technique
Pregnancy Discrimination Act
Regents of the University of California v. Bakke
50. Set of job competencies that together make up a profile for success for a particular job
Negative emphasis
Competency Mode
Disability
Job Applicant