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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. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
Multiple linear regression
Outplacement
Horn Effect
Martin vs. Wilks
2. Type of interview in which the interviewer poses specific questions to the candidate and keeps control
Employment offe
Directive interview
Payrolling
Disparate treatment
3. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique
Substance Abuse Tests
Negative emphasis
Judgmental Forecasts
Garnishment
4. 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
Oncale v. Sundowner Offshore Service - Inc
Targeted Interview
Job Orientation
Horn Effect
5. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit
Organizational unit
Fair Credit Reporting Act
Compliance evaluation
Stereotyping
6. 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.
Content Validity
Master vendor arrangement
Polygraph tes
Worker Adjustment and Retraining Notification Act (WARN)
7. A projection of future demand based on a past relationship - involves a single variable
Job Description
Simple Linear Regression
Bona Fide Occupational Qualification
Nominal group technique
8. 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
Honesty/Integrity Tests
Civil Rights Act of 1991
Harris v. Forklift Systems - Inc
United Steelworkers v Weber
9. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
Skill tracking systems
Uniform Guidelines on Employee Selection Procedures
First-Impression Error
Co-employment
10. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors
Disability
Prescreening interview
Consumer Credit Protection Act
Outplacement
11. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Organizational profile
Nominal group technique
Stereotyping
Construct validity
12. 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
Skill tracking systems
Contract Technical Workers
Lie Detector Test
Hostile Environment Harassment
13. 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
Stereotyping
Martin vs. Wilks
Selection Interview
Placement goals
14. A measure or predictor with a high degree of consistency
Polygraph tes
Construct validity
Employment offe
Reliability
15. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond
School Board of Nassau v. Arline
Outplacement
Involuntary Termination
Stereotyping
16. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not
Ellerth v. Burlinton Northern Industries
Offer letter
Cognitive ability tests
Job Analysis
17. Internal recruiting method that allows employees to indicate an interest in a position before it become available.
Offer letter
Ellerth v. Burlinton Northern Industries
Garnishment
Job Bidding
18. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Employment agreement
Executive Search Firms
Compliance evaluation
Congressional Accountability Act
19. 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
Multiple linear regression
Pregnancy Discrimination Act
Harris v. Forklift Systems - Inc
Johnson v. Santa Clara County Transportation Agency
20. 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
Disparatre impact
Involuntary Termination
Multiple linear regression
Directive interview
21. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards
Vicarious liability
Disparate treatment
Prima facie
Sexual Harassment
22. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual
Disparatre impact
Uniform Guidelines on Employee Selection Procedures
Structured Interview
Cultural noise
23. 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
Employment agreement
Predictive validity
Pregnancy Discrimination Act
Quota
24. 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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25. Spells out the qualifications necessary for an incumbent to be able to perform the job
Flexible Staffing
Job Specifications
Title VII of Civil Rights Act of 1964
First-Impression Error
26. Questions that can usually be answered with yes or no
Closed questions
Disparate treatment
Essential Function
Oncale v. Sundowner Offshore Service - Inc
27. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation
McDonnell Douglas Corp vs. Green
Resumes
Pregnancy Discrimination Act
Open questions
28. Using statistics to determine whether relationships exist btw 2 variables
Trend and ration analysis
School Board of Nassau v. Arline
Cognitive ability tests
Vietnam Era Veterans Readjustment Assistance Act
29. 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
Executive Search Firms
Outsourcing
School Board of Nassau v. Arline
Prescreening interview
30. When the interviewer asks every applicant the same questions;
Structured Interview
Bona Fide Occupational Qualification
First-Impression Error
Quid pro quo harassment
31. 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
Payrolling
Worker Adjustment and Retraining Notification Act (WARN)
Tetaliatory discharge
Offer letter
32. 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
Closed questions
Garnishment
Delphi technique
United Steelworkers v Weber
33. 1971 case that recognized adverse impact discrimination
Griggs v. Duke Power
Disparatre impact
Competency Mode
Martin vs. Wilks
34. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII
Construct validity
Taxman v. Board of Education of Piscataway
Skill tracking systems
Washington vs. Davis
35. 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
Protected class
Contract Technical Workers
Bottom-Line Concept
Nominal group technique
36. 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
Independent contractors
Prima facie
Worker Adjustment and Retraining Notification Act (WARN)
Panel interview
37. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Employee polygraph protection act
Employment Contract
Job Orientation
Employment agreement
38. 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
Martin vs. Wilks
First-Impression Error
Substance Abuse Tests
Immigration Reform and Control Act (IRCA)
39. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees
Master vendor arrangement
Nondirective interview
Skill Banks
Behavioral Interview
40. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview
First-Impression Error
Job Analysis
Multiple linear regression
Flexible Staffing
41. 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
Uniform Guidelines on Employee Selection Procedures
Workforce Analysis
Prescreening interview
Honesty/Integrity Tests
42. 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
Bottom-Line Concept
Civil Rights Act of 1991
Executive Search Firms
Sexual Harassment
43. Group or team interview of a job candidate
Regents of the University of California v. Bakke
Content Validity
McDonnell Douglas Corp vs. Green
Panel interview
44. 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
Concurrent Validity
Halo Effect
Resumes
Personality tests
45. 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.
Job Analysis
Availability analysis
Stress Interview
Joint Employment
46. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions
Glass-Ceiling
Bottom-Line Concept
Exit Interview
Simple Linear Regression
47. Requires federal agencies to take affirmative action in support of women's business enterprises
Co-employment
Executive Order 12138
Polygraph tes
Regents of the University of California v. Bakke
48. Measures intended to ensure a drug-free workplace
McKennon v. Nashville Banner Publishing Co.
Concurrent Validity
Stereotyping
Substance Abuse Tests
49. 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.
Flexible Staffing
Fair Credit Reporting Act
School-to-work programs
Meritor Savings Bank v. Vinson
50. 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
Worker Adjustment and Retraining Notification Act (WARN)
Title VII of Civil Rights Act of 1964
Privacy act
Johnson v. Santa Clara County Transportation Agency