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Human Resources Management: Staffing

Subject : business-skills
Instructions:
  • Answer 50 questions in 15 minutes.
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  • 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. 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






2. Tests that assess skills the candidate has already learned






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






4. 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






5. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors






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






7. 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






8. 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






9. 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






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






11. 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.






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






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






14. 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






15. 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






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






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






18. 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






19. Using statistics to determine whether relationships exist btw 2 variables






20. 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






21. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.






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






23. 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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24. 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






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






26. Questions that can usually be answered with yes or no






27. 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






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






29. 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.






30. 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






31. 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






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






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






34. 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






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






36. 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






37. 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






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






39. 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






40. 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.






41. Requires that a government entity must have a person' signed release before giving info about that individual to someone else






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






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






44. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation






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






46. 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






47. 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






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






49. 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






50. 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







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