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Test your basic knowledge |
Human Resources Management: Staffing
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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. 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
Organizational profile
Protected class
Negative emphasis
United Steelworkers v Weber
2. 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
Executive Order 12138
Flexible Staffing
Civil Rights Act of 1991
Employment branding
3. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Compliance evaluation
Glass-Ceiling
McKennon v. Nashville Banner Publishing Co.
Employment agreement
4. 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)
St. Mary's Honor Center vs. Hicks
Structured Interview
Involuntary Termination
Tetaliatory discharge
5. Type of interview in which the interviewer poses specific questions to the candidate and keeps control
Skill Banks
Cultural noise
Validity
Directive interview
6. 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
Employment agreement
McDonnell Douglas Corp vs. Green
Structured Interview
7. Requires federal agencies to take affirmative action in support of women's business enterprises
Executive Order 12138
Utilization analysis
On-call workers
Employment Contract
8. Internal recruiting method that allows employees to indicate an interest in a position before it become available.
Quota
Closed questions
On-call workers
Job Bidding
9. Typically begin with what - where - why - when - or how
Payrolling
Open questions
Employment offe
Closed questions
10. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination
Job Bidding
City of Richmond v. J.A. Croson Company
Job Posting
Uniform Guidelines on Employee Selection Procedures
11. Uses recruiting sources and workers who are not regular employees
Job Analysis
Outplacement
Flexible Staffing
Meritor Savings Bank v. Vinson
12. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.
Structured Interview
On-call workers
McDonnell Douglas Corp vs. Green
Job Competencies
13. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.
Involuntary Termination
Employment offe
Job Applicant
Employee polygraph protection act
14. 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; aka targeted interview
Realistic job preview
Cultural noise
Patterned interview
Pregnancy Discrimination Act
15. 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
Halo Effect
Co-employment
Employment branding
Panel interview
16. 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
Worker Adjustment and Retraining Notification Act (WARN)
Immigration Reform and Control Act (IRCA)
Taxman v. Board of Education of Piscataway
Closed questions
17. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations
Prescreening interview
Trend and ration analysis
Behavioral Interview
Job Bidding
18. 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 Analysis
Directive interview
Meritor Savings Bank v. Vinson
Job Description
19. Measures intended to ensure a drug-free workplace
Simulations
Substance Abuse Tests
Predictive validity
Organizational exit
20. 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
Placement goals
Reasonable accommodation
Compliance evaluation
Meritor Savings Bank v. Vinson
21. 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
School Board of Nassau v. Arline
Predictive validity
Rehabilitation act
Utilization analysis
22. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information
Negative emphasis
Outplacement
Job Group Analysis
Prima facie
23. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services
Independent contractors
Outplacement firms
Availability analysis
Uniform Guidelines on Employee Selection Procedures
24. When rules applied to all employees have a different and more inhibiting effect on a protected class than on the majority; occurs when the selection rate for a protected class is less than 80% of the rate for the class w/ highest selection rate; aka
Disparatre impact
St. Mary's Honor Center vs. Hicks
Judgmental Forecasts
Utilization
25. 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
McKennon v. Nashville Banner Publishing Co.
Taxman v. Board of Education of Piscataway
Utilization
Regents of the University of California v. Bakke
26. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
Offer letter
Judgmental Forecasts
Trend and ration analysis
Martin vs. Wilks
27. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience
Civil Rights Act of 1991
Resumes
Turnover
Essential Function
28. 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
Hostile Environment Harassment
Vietnam Era Veterans Readjustment Assistance Act
Criterion-related validity
Privacy act
29. 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
Bottom-Line Concept
Disparate treatment
Johnson v. Santa Clara County Transportation Agency
Validity
30. 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.
Employment agreement
Job Analysis
Organizational exit
Skill tracking systems
31. 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
Griggs v. Duke Power
Criterion-related validity
City of Richmond v. J.A. Croson Company
Reliability
32. A projection of future demand based on a past relationship - involves a single variable
Halo Effect
Polygraph tes
Simple Linear Regression
Constructive Discharge
33. Set of job competencies that together make up a profile for success for a particular job
Trend and ration analysis
Organizational unit
Competency Mode
Repetitive Interview
34. Questions that can usually be answered with yes or no
Honesty/Integrity Tests
Consumer Credit Protection Act
Closed questions
Predictive validity
35. 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
Personality tests
Faragher v. City of Boca Raton
Contrast effect
Workforce Analysis
36. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards
Cultural noise
Disparate treatment
Bottom-Line Concept
Payrolling
37. Describes the process of managng the way people leave an organization
Lie Detector Test
Offer letter
Organizational exit
Taxman v. Board of Education of Piscataway
38. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself
Content Validity
Criterion-related validity
Involuntary Termination
Griggs v. Duke Power
39. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions
Quid pro quo harassment
Taxman v. Board of Education of Piscataway
Glass-Ceiling
Exit Interview
40. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation
Quota
Reasonable accommodation
Closed questions
McDonnell Douglas Corp vs. Green
41. Internal recruiting method that allows current employees the chance to respond to announcements of positions.
Closed questions
Realistic job preview
Job Posting
Stress Interview
42. 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
Meritor Savings Bank v. Vinson
Griggs v. Duke Power
Behavioral Interview
Flexible Staffing
43. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview
First-Impression Error
Skill tracking systems
Consumer Credit Protection Act
Martin vs. Wilks
44. 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
Title VII of Civil Rights Act of 1964
Halo Effect
Executive Order 12138
Uniform Guidelines on Employee Selection Procedures
45. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case
Judgmental Forecasts
Harris v. Forklift Systems - Inc
Title VII of Civil Rights Act of 1964
Executive Orders 11246 - 11375 - 11478
46. 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)
Cultural noise
Legett v. First National Bank of Oregon
Privacy act
Concurrent Validity
47. 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
Employment branding
Job Group Analysis
Nondirective interview
Reliability
48. Extent to which a selection device measures the theoretical construct or triat
Job Group Analysis
Construct validity
Independent contractors
Employment offe
49. An agreement between an employer and an employee that explains the employment relationship
Essential Function
Employment Contract
Exit Interview
Meritor Savings Bank v. Vinson
50. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.
Immigration Reform and Control Act (IRCA)
McDonnell Douglas Corp vs. Green
Job Applicant
State (public) employment agencies