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. Spells out the qualifications necessary for an incumbent to be able to perform the job






2. 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






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






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






5. 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






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






7. 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






8. An agreement between an employer and an employee that explains the employment relationship; aka employment contract






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






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






11. Requires that a government entity must have a person' signed release before giving info about that individual to someone else






12. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works against the candidate






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






14. 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






15. When the interviewer asks every applicant the same questions; aka structured interviews






16. Set of job competencies that together make up a profile for success for a particular job






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






18. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not






19. 1971 case that recognized adverse impact discrimination






20. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination






21. OFCCP evaluation that requires an organization to provide details and documentation of its AAP






22. People who are covered under a particular federal or state discrimination law; groups protected by EEO designations include but are not limited to women - African-Americans - Hispanics - Native Americans - Asian-Americans - people age 40 or olde






23. 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






24. 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)






25. 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






26. Representations of real situations in abstract from - often referred to as 'what if' scenarios; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.






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






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






29. 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






30. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information






31. Case in which Supreme Court ruled that a person may not have a disability if the individual's condition is controlled or corrected by medication or mitigating measures






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






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






34. A physical or mental impairment that substantially limits one or more major life activities such as caring for oneself - performing manual tasks - seeing - hearing - etc.






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






36. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.






37. 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






38. 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






39. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs






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






41. Legal doctrine under which a party can be hald liable for the wrongful actions of another party; because of this doctrine - employers are legally responsble for the discriminatory acts of their employees






42. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier






43. 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






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






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






46. Analysis that determines if adverse impact exists; the employer examines the labor marker in the firm's recruiting area - determines the percentage of workers in a protected class that are present - and then applies the 4/5 rule to this number






47. 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






48. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter






49. Typically begin with what - where - why - when - or how






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