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






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






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






4. 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)






5. 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






6. 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






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






8. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services






9. 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






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






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






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






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






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






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






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






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






18. 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.






19. 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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20. When the interviewer asks every applicant the same questions;






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






23. 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






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






25. 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






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






27. 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






28. Group or team interview of a job candidate






29. Legal doctrine under which a party can be hald liable for the wrongful actions of another party; because of this doctrine - employers are legally responsble for the discriminatory acts of their employees






30. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process






31. 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






32. 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






33. 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






34. 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






35. 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






36. Tests that assess skills the candidate has already learned






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






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






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






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






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






42. 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






43. 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






44. 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






45. A type of flexible staffing option; an independent company with expertise in operating a specific function contracts with a company to assume full operational responsibility for the function






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






47. Case in which Supreme Court ruled that a person may not have a disability if the individual's condition is controlled or corrected by medication or mitigating measures






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






49. An agreement between an employer and an employee that explains the employment relationship; aka employment contract






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