SUBJECTS
|
BROWSE
|
CAREER CENTER
|
POPULAR
|
JOIN
|
LOGIN
Business Skills
|
Soft Skills
|
Basic Literacy
|
Certifications
About
|
Help
|
Privacy
|
Terms
|
Email
Search
Test your basic knowledge |
Human Resources Management: Staffing
Start Test
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. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions
Job Specifications
Executive Search Firms
Personality tests
Job Orientation
2. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors
Panel interview
Job Orientation
Prescreening interview
Rehabilitation act
3. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself
Executive Search Firms
Nominal group technique
Trend and ration analysis
Criterion-related validity
4. Internal recruiting method that allows current employees the chance to respond to announcements of positions.
Simple Linear Regression
Job Posting
Rehabilitation act
Nondirective interview
5. 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
Utilization
Faragher v. City of Boca Raton
Employment branding
City of Richmond v. J.A. Croson Company
6. 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
Patterned interview
Stress Interview
Skill Banks
Taxman v. Board of Education of Piscataway
7. Type of interview in which the interviewer poses specific questions to the candidate and keeps control
Prescreening interview
Selection
Directive interview
Delphi technique
8. 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.
Title VII of Civil Rights Act of 1964
Content Validity
United Steelworkers v Weber
Offer letter
9. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Targeted Interview
Regents of the University of California v. Bakke
Oncale v. Sundowner Offshore Service - Inc
Washington vs. Davis
10. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information
Negative emphasis
Lie Detector Test
Behavioral Interview
Organizational exit
11. 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
Regents of the University of California v. Bakke
Outsourcing
Prima facie
Prescreening interview
12. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities
Immigration Reform and Control Act (IRCA)
McDonnell Douglas Corp vs. Green
Directive interview
Underutilization
13. When the interviewer asks every applicant the same questions; aka structured interviews
Repetitive Interview
Oncale v. Sundowner Offshore Service - Inc
Managerial Estimates
Employment agreement
14. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Executive Search Firms
Meritor Savings Bank v. Vinson
United Steelworkers v Weber
Skill Banks
15. Tests that assess skills the candidate has already learned
Cognitive ability tests
Structured Interview
Negative emphasis
Hostile Environment Harassment
16. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.
Congressional Accountability Act
Job Applicant
Disparate treatment
Ellerth v. Burlinton Northern Industries
17. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions
Cognitive ability tests
Substance Abuse Tests
Employee polygraph protection act
Job Analysis
18. Typically begin with what - where - why - when - or how
Simple Linear Regression
Open questions
Outsourcing
Content Validity
19. 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
Civil Rights Act of 1991
Contrast effect
Bona Fide Occupational Qualification
Organizational unit
20. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol
Faragher v. City of Boca Raton
Utilization analysis
Honesty/Integrity Tests
Essential Function
21. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise
Bona Fide Occupational Qualification
Content Validity
Polygraph tes
Prima facie
22. 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.
Employment branding
Garnishment
Executive Orders 11246 - 11375 - 11478
Closed questions
23. 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
Fair Credit Reporting Act
Cultural noise
Content Validity
Behavioral Interview
24. 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
Prima facie
Content Validity
Placement goals
Disparatre impact
25. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.
Pregnancy Discrimination Act
Contract Technical Workers
Offer letter
Realistic job preview
26. 1971 case that recognized adverse impact discrimination
Regents of the University of California v. Bakke
Griggs v. Duke Power
Essential Function
Joint Employment
27. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining
Employment branding
Involuntary Termination
Outplacement firms
Regents of the University of California v. Bakke
28. 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
Nondirective interview
On-call workers
Job Posting
Delphi technique
29. Requires federal agencies to take affirmative action in support of women's business enterprises
Employee polygraph protection act
Executive Order 12138
Outplacement firms
Faragher v. City of Boca Raton
30. The process of hiring the most suitable candidate for a vacant position
Selection
Co-employment
Delphi technique
Executive Search Firms
31. Questions that can usually be answered with yes or no
Underutilization
Skill Banks
Closed questions
Job Applicant
32. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.
Quid pro quo harassment
Griggs v. Duke Power
State (public) employment agencies
Nondirective interview
33. Uses recruiting sources and workers who are not regular employees
Flexible Staffing
Organizational profile
Prescreening interview
Disparate treatment
34. 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
Compliance evaluation
United Steelworkers v Weber
Oncale v. Sundowner Offshore Service - Inc
Job Description
35. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations
Offer letter
Job Applicant
Behavioral Interview
Martin vs. Wilks
36. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
City of Richmond v. J.A. Croson Company
Martin vs. Wilks
Utilization
School-to-work programs
37. 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
Garnishment
Utilization analysis
Cognitive ability tests
Oncale v. Sundowner Offshore Service - Inc
38. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)
Outplacement firms
Placement goals
Involuntary Termination
Hostile Environment Harassment
39. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.
Workforce Analysis
Job Competencies
Employment agreement
Hostile Environment Harassment
40. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique
Judgmental Forecasts
Closed questions
Essential Function
Harris v. Forklift Systems - Inc
41. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit
Title VII of Civil Rights Act of 1964
Criterion-related validity
Organizational unit
Bottom-Line Concept
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
Prima facie
Patterned interview
Polygraph tes
Open questions
43. 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
Content Validity
Vietnam Era Veterans Readjustment Assistance Act
Nondirective interview
44. Describes the process of managng the way people leave an organization
Organizational exit
Immigration Reform and Control Act (IRCA)
Bona Fide Occupational Qualification
Disparatre impact
45. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related
Washington vs. Davis
Employee polygraph protection act
Cognitive ability tests
Stereotyping
46. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs
Quota
Bona Fide Occupational Qualification
Halo Effect
Outplacement firms
47. 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
Lie Detector Test
Master vendor arrangement
McDonnell Douglas Corp vs. Green
Harris v. Forklift Systems - Inc
48. Affirmative action plan term referring to the difference between the availability of members of a protected class and an organization's job group make-up
Utilization
Delphi technique
Construct validity
Halo Effect
49. 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
Polygraph tes
Immigration Reform and Control Act (IRCA)
McKennon v. Nashville Banner Publishing Co.
Availability analysis
50. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce
Turnover
Managerial Estimates
Polygraph tes
First-Impression Error