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Test your basic knowledge |
Human Resources Management: Staffing
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Study First
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. OFCCP evaluation that requires an organization to provide details and documentation of its AAP
Job Specifications
Privacy act
Compliance evaluation
Outplacement
2. Court ruling that persons with contagious disesases could be covered by the Rehabilitiation Act of 1973; protection of the act prevents employers from discriminating against ailing persons
Employee polygraph protection act
Immigration Reform and Control Act (IRCA)
School Board of Nassau v. Arline
Delphi technique
3. 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
Bona Fide Occupational Qualification
Johnson v. Santa Clara County Transportation Agency
Resumes
Trend and ration analysis
4. 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
Quid pro quo harassment
Oncale v. Sundowner Offshore Service - Inc
Outplacement
Glass-Ceiling
5. Requires that a government entity must have a person' signed release before giving info about that individual to someone else
Nondirective interview
Garnishment
Privacy act
Essential Function
6. When the interviewer asks every applicant the same questions; aka structured interviews
Repetitive Interview
Quid pro quo harassment
Employment branding
Glass-Ceiling
7. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Stress Interview
Bottom-Line Concept
Personality tests
Nominal group technique
8. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview
Job Analysis
First-Impression Error
Horn Effect
Resumes
9. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment
Hostile Environment Harassment
Realistic job preview
Skill tracking systems
Job Bidding
10. Set of job competencies that together make up a profile for success for a particular job
Competency Mode
Honesty/Integrity Tests
Garnishment
Nondirective interview
11. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.
Open questions
Delphi technique
Criterion-related validity
Job Applicant
12. 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
Judgmental Forecasts
Criterion-related validity
Delphi technique
Job Orientation
13. 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
Job Description
Fair Credit Reporting Act
Skill Banks
Resumes
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
Compliance evaluation
Offer letter
Quid pro quo harassment
Civil Rights Act of 1991
15. 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
Essential Function
Open questions
Joint Employment
Employee polygraph protection act
16. Spells out the qualifications necessary for an incumbent to be able to perform the job
Placement goals
Job Specifications
Trend and ration analysis
Employment agreement
17. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience
Taxman v. Board of Education of Piscataway
Ellerth v. Burlinton Northern Industries
Availability analysis
Resumes
18. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII
Selection
Job Posting
Taxman v. Board of Education of Piscataway
Payrolling
19. Typically begin with what - where - why - when - or how
City of Richmond v. J.A. Croson Company
Selection
Open questions
Taxman v. Board of Education of Piscataway
20. 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
Outsourcing
Criterion-related validity
Construct validity
Resumes
21. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining
Employee polygraph protection act
School Board of Nassau v. Arline
Outplacement firms
Meritor Savings Bank v. Vinson
22. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur
Construct validity
Legett v. First National Bank of Oregon
Bottom-Line Concept
Worker Adjustment and Retraining Notification Act (WARN)
23. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
Privacy act
Job Specifications
Outsourcing
Martin vs. Wilks
24. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions
Garnishment
Judgmental Forecasts
Employment branding
Pregnancy Discrimination Act
25. A type of flexible staffing option; employees who report to work only when needed
Organizational unit
Judgmental Forecasts
On-call workers
Disability
26. Group or team interview of a job candidate
Panel interview
Closed questions
St. Mary's Honor Center vs. Hicks
Taxman v. Board of Education of Piscataway
27. Type of interview in which the interviewer poses specific questions to the candidate and keeps control
Garnishment
Directive interview
Co-employment
Cognitive ability tests
28. Uses recruiting sources and workers who are not regular employees
Congressional Accountability Act
Flexible Staffing
State (public) employment agencies
Civil Rights Act of 1991
29. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter
Executive Orders 11246 - 11375 - 11478
Employment offe
Simple Linear Regression
Predictive validity
30. 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
Constructive Discharge
Employment branding
City of Richmond v. J.A. Croson Company
Criterion-related validity
31. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.
Job Competencies
Job Specifications
Honesty/Integrity Tests
Multiple linear regression
32. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce
Targeted Interview
Turnover
Involuntary Termination
Payrolling
33. 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
Delphi technique
Closed questions
Utilization analysis
Employment branding
34. 1971 case that recognized adverse impact discrimination
Simple Linear Regression
Halo Effect
Griggs v. Duke Power
Job Analysis
35. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Cultural noise
Vietnam Era Veterans Readjustment Assistance Act
Job Applicant
Turnover
36. 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
Ellerth v. Burlinton Northern Industries
Patterned interview
Substance Abuse Tests
Halo Effect
37. 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)
McDonnell Douglas Corp vs. Green
Involuntary Termination
Legett v. First National Bank of Oregon
Closed questions
38. Part of an affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilities - wage rates and opportunities for advancement.
United Steelworkers v Weber
McKennon v. Nashville Banner Publishing Co.
City of Richmond v. J.A. Croson Company
Job Group Analysis
39. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt
Disparate treatment
Regents of the University of California v. Bakke
Garnishment
Concurrent Validity
40. Require federal contractors and subcontractors with contracts in excess of $10 - 000 during any 12-month period to comply with Title VII and to take positive - results-oriented steps to eliminate employment barriers to women and minorities.
Nondirective interview
Executive Orders 11246 - 11375 - 11478
Regents of the University of California v. Bakke
Employment agreement
41. 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...'
Sexual Harassment
United Airlines vs. Sutton
Trend and ration analysis
Job Specifications
42. A systematic counsling process by which a laid-off or terminated employee is counseled in the techniques of career self-appraisal and in securing a new job that is appropriate to his/her talents and needs
Bottom-Line Concept
Job Orientation
Honesty/Integrity Tests
Outplacement
43. 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
Regents of the University of California v. Bakke
Criterion-related validity
Employment Contract
Contrast effect
44. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Regents of the University of California v. Bakke
Executive Orders 11246 - 11375 - 11478
Skill Banks
Contract Technical Workers
45. 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
Predictive validity
Utilization analysis
Glass-Ceiling
Resumes
46. 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
Meritor Savings Bank v. Vinson
On-call workers
Lie Detector Test
Open questions
47. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions
Underutilization
Meritor Savings Bank v. Vinson
Personality tests
Rehabilitation act
48. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Involuntary Termination
Legett v. First National Bank of Oregon
Skill tracking systems
Employment agreement
49. 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
Disparatre impact
Hostile Environment Harassment
Sexual Harassment
Job Description
50. 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
Organizational exit
Taxman v. Board of Education of Piscataway
Co-employment
United Steelworkers v Weber