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






2. An agreement between an employer and an employee that explains the employment relationship






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






4. 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.






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






6. 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






7. 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






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






9. 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...'






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






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






12. Court ruling that same-gender harassment is actionable under Title VII






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






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






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






16. 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






17. 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






18. 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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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






20. 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






21. 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






22. 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






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






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






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






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






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






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






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






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






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






32. 1989 court ruling that the rigid numerical quota system of Richmond - Va was unconstitutional bc hte city had not laid the proper groundwork and had not adquately identified or documented discrimination






33. 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.






34. Prohibits discrimination based on physical or mental disabilities






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






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






37. 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






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






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






40. Tests that assess skills the candidate has already learned






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






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






43. 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






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






45. 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






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






47. 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






48. A type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time






49. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors






50. 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)







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Can you answer 50 questions in 15 minutes?


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