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. 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






2. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not






3. 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






4. 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.






5. 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






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






7. Extent to which a selection device measures the theoretical construct or triat






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.






9. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign






10. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination






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






12. 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






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






14. 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






15. 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.






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






17. Tests that assess skills the candidate has already learned






18. 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






19. 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






20. 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






21. 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






22. 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






23. Group or team interview of a job candidate






24. When the interviewer asks open questions and provides general direction but allows the applicant to guide the process; a response to one question indicates the next question the interviewer will ask






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






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






27. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related






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






29. 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






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






31. 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






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






33. 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






34. 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






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






36. 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






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






39. 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






40. 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






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






42. 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






43. The degree to which inferences made from an interview or a test are correct and accurate






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






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






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






47. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining






48. Measures intended to ensure a drug-free workplace






49. Genereally describes a situation in which an organization shares joint responsibility and liability for their alternative workers w/ the alternative staffing supplier; aka joint employment






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