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. Questions that can usually be answered with yes or no






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






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






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






5. 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






6. A physical or mental impairment that substantially limits one or more major life activities such as caring for oneself - performing manual tasks - seeing - hearing - etc.






7. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual






8. 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






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






10. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience






11. 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






12. 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.






13. OFCCP evaluation that requires an organization to provide details and documentation of its AAP






14. 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






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






16. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization






17. 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






18. 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






19. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.






20. 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






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






22. 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...'






23. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress






24. Measures intended to ensure a drug-free workplace






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






26. 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






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






28. 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






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






30. 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






31. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit






32. 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






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






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






35. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself






36. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs






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






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






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






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






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






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






43. 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.






44. 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






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






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






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






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. 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






50. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment