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. 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






2. 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






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






4. 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






5. 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






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






7. 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






8. 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






9. 1989 court ruling that the rigid numerical quota system of Richmond - Va was unconstitutional bc hte city had not laid the proper groundwork and had not adquately identified or documented discrimination






10. 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






11. Court ruling that for a plaintiff-employee to win a lawsuit for discrimination under Title VII - a jury must find that the defendant-employers reason for an adverse employment decision was false and that the real reason for the decision was discrimi

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






13. 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)






14. 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






15. Prohibits discrimination based on physical or mental disabilities






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






17. 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






18. 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






19. 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.






20. 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






21. 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






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






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






24. 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.






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






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






27. 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






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






29. 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






30. 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






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






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






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






34. Spells out the qualifications necessary for an incumbent to be able to perform the job






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






36. Case in which the Supreme Court held that evidence of misconduct acquired after the decision to terminate cannot free an employer from liability - even if the misconduct would have justified terminating the employee






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






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






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






40. 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.






41. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards






42. 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.






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






44. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination






45. 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






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






47. 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






48. 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






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






50. 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