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. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment






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






3. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions






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






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. 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






7. 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






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






9. Measures intended to ensure a drug-free workplace






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






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






12. 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






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






14. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works against the candidate






15. 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






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






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






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






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






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






21. Group or team interview of a job candidate






22. Court ruling that endorsed using gender as a factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system






23. 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






24. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions






25. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.






26. 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






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






28. 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






29. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination






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






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






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






33. 1971 case that recognized adverse impact discrimination






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






35. 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.






36. 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






37. 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






38. 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






39. Representations of real situations in abstract from - often referred to as 'what if' scenarios; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.






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






41. Tests that assess skills the candidate has already learned






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






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






44. 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.






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






46. 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






47. 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






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






49. 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






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