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. The result of an employer punishing an employee for engaging in activities protected by the law (e.g. filing a discrimination charge - opposng unlawful employer practices)






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






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






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






5. 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






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






7. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards






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






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






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






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






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






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






15. 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...'






16. 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)






17. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships






18. 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






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






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






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






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






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






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






25. 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






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






27. 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






28. Measures intended to ensure a drug-free workplace






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






30. 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






31. 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






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






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






34. 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






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






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






37. 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






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






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






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






42. 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






43. 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






44. 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






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






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






47. 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






48. Describes the process of managng the way people leave an organization






49. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees






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