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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. Type of interview in which the interviewer poses specific questions to the candidate and keeps control






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






3. 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






4. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees






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






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






7. A measure or predictor with a high degree of consistency






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






9. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining






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






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






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






13. 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






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






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






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






17. 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.






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






19. 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






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






23. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer






24. 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






25. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.






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






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






28. 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






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






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






31. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case






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






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






34. 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






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






36. 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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37. Tests that assess skills the candidate has already learned






38. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce






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; aka lie detector test






40. 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)






41. 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






42. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information






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






44. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not






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






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






47. Measures intended to ensure a drug-free workplace






48. 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






49. 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)






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