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






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






3. 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






4. Projections made by managers; can happen from the top down or the bottom up






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






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






7. 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






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






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






10. Uses info provided by a group - group members take turns presenting forecast assumptions and the forecast is revised until a composite emerges that incorporates many of their assumptions






11. 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






12. 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






13. 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






14. 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






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






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






17. 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






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






19. 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






20. 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






21. 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






22. 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






23. Requires federal agencies to take affirmative action in support of women's business enterprises






24. Internal recruiting method that allows employees to indicate an interest in a position before it become available.






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






26. 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.






27. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not






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






29. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination






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






31. When the interviewer assumes an aggressive posture to see how the candidate responds to stressful situations; used extensively in law enforcement - air traffic control and similar high-stress industries






32. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce






33. Spells out the qualifications necessary for an incumbent to be able to perform the job






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






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






36. 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






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






38. 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






39. 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






40. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining






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






42. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress






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






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






45. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur






46. 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






47. 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






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






49. 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






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