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






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






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






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






5. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment






6. 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






7. 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






8. 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






9. 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






10. 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






11. 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






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






13. A statistical method that can be used to project future demand; is similar to simple linear regression - except that several variables are utilized to project future demand






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






15. 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






16. 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






17. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.






18. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt






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






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






21. 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






22. 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






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






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






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






26. 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






27. Part of an affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilities - wage rates and opportunities for advancement.






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






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






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






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






32. 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






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






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






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






36. 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






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






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. Tests that assess skills the candidate has already learned






40. 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






41. 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.






42. 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






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






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






45. 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






46. 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






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






48. A systematic study of jobs to determine what activities and responsibilities they include - their relative importance and relationship with other jobs - and the conditions under which the work is performed.






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






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