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






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






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. 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






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






6. Part of an affirmative action plan that compared the percentages of miinorities and women in each job group with the rates of availability for each job group






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






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






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






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






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






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. 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






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






16. 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






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






18. 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


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






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






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






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






23. 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






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






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






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






27. 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...'






28. 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






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






30. 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






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






32. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions






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






34. Group or team interview of a job candidate






35. Court ruling that first held that sexual harassment violates Title VII of the Civil Rights Act of 1964 regardless of whether it is quid pro quo or hostile environment harassment






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






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






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






39. 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






40. 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






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






42. 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






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






44. Measures intended to ensure a drug-free workplace






45. 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






46. 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






47. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization






48. 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






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






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