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






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






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






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






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






6. 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






7. 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






8. Uses recruiting sources and workers who are not regular employees






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






10. Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands or forfeiting an economic benefit such as a pay increase - promotion - or continued employment






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






12. 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






13. 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






14. 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






15. 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






16. 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






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






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






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






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. 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






23. As defined by the EEOC - guidelines holding the employer responsibly for the actions of its employees - stating that..'unwelcome sexual advances - requests for sexual favors and other verbal or physical conduct of a sexual nature...'






24. 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






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






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






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






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






29. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors






30. 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






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






32. Prohibits discrimination against certain veterans by the U.S. government and federal contractors






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






34. Tests that assess skills the candidate has already learned






35. Protects the privacy of background information and ensures that the information supplied is accurate; imposes legal obligations on employers who use credit and other 3rd-party background reports






36. 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






37. 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






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






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






40. 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






41. Internal recruiting method that allows current employees the chance to respond to announcements of positions.






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






43. 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






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






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






47. 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






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






49. 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






50. 1971 case that recognized adverse impact discrimination