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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. Prohibits discrimination based on physical or mental disabilities
Joint Employment
Rehabilitation act
Martin vs. Wilks
Job Description
2. 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
Quota
Job Group Analysis
Prima facie
Contract Technical Workers
3. OFCCP evaluation that requires an organization to provide details and documentation of its AAP
Compliance evaluation
McKennon v. Nashville Banner Publishing Co.
Organizational unit
Protected class
4. 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
Predictive validity
Utilization
Nominal group technique
Availability analysis
5. An agreement between an employer and an employee that explains the employment relationship
Faragher v. City of Boca Raton
Selection
Employment Contract
Judgmental Forecasts
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
Multiple linear regression
Exit Interview
Essential Function
Stress Interview
7. A measure or predictor with a high degree of consistency
Worker Adjustment and Retraining Notification Act (WARN)
Reliability
Hostile Environment Harassment
Prima facie
8. Tests that assess skills the candidate has already learned
Cognitive ability tests
Garnishment
Organizational exit
Honesty/Integrity Tests
9. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur
Prescreening interview
Utilization
Worker Adjustment and Retraining Notification Act (WARN)
Independent contractors
10. 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
Negative emphasis
State (public) employment agencies
Employment branding
Trend and ration analysis
11. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Availability analysis
Closed questions
Concurrent Validity
Nominal group technique
12. The degree to which inferences made from an interview or a test are correct and accurate
Open questions
Realistic job preview
Validity
Bottom-Line Concept
13. Internal recruiting method that allows current employees the chance to respond to announcements of positions.
Sexual Harassment
Joint Employment
Validity
Job Posting
14. 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.
Structured Interview
Oncale v. Sundowner Offshore Service - Inc
Disability
Simulations
15. 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
Flexible Staffing
Quid pro quo harassment
Employment agreement
Title VII of Civil Rights Act of 1964
16. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment
Stereotyping
School Board of Nassau v. Arline
Title VII of Civil Rights Act of 1964
Compliance evaluation
17. 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
Disparate treatment
Pregnancy Discrimination Act
Stress Interview
Protected class
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
Vietnam Era Veterans Readjustment Assistance Act
Hostile Environment Harassment
Employment offe
Vicarious liability
19. Projections made by managers; can happen from the top down or the bottom up
Stereotyping
Martin vs. Wilks
Ellerth v. Burlinton Northern Industries
Managerial Estimates
20. 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
Immigration Reform and Control Act (IRCA)
Congressional Accountability Act
Regents of the University of California v. Bakke
Disparate treatment
21. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation
Skill tracking systems
McDonnell Douglas Corp vs. Green
Organizational profile
Offer letter
22. 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
Legett v. First National Bank of Oregon
Reliability
Hostile Environment Harassment
Disparatre impact
23. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Open questions
Skill tracking systems
Regents of the University of California v. Bakke
Outsourcing
24. 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
Validity
Employment offe
Uniform Guidelines on Employee Selection Procedures
School Board of Nassau v. Arline
25. 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
26. Describes the process of managng the way people leave an organization
Constructive Discharge
Organizational exit
United Airlines vs. Sutton
Content Validity
27. 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
Honesty/Integrity Tests
Utilization analysis
School-to-work programs
Cultural noise
28. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions
Meritor Savings Bank v. Vinson
Tetaliatory discharge
Job Orientation
Glass-Ceiling
29. 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
Skill Banks
Joint Employment
Patterned interview
Executive Search Firms
30. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not
Ellerth v. Burlinton Northern Industries
Glass-Ceiling
Employment offe
Employee polygraph protection act
31. 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
Bona Fide Occupational Qualification
Compliance evaluation
Pregnancy Discrimination Act
Multiple linear regression
32. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination
Pregnancy Discrimination Act
State (public) employment agencies
Uniform Guidelines on Employee Selection Procedures
Predictive validity
33. Court ruling that same-gender harassment is actionable under Title VII
Prima facie
Oncale v. Sundowner Offshore Service - Inc
Glass-Ceiling
Workforce Analysis
34. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization
Selection Interview
Constructive Discharge
Employment Contract
First-Impression Error
35. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself
Reliability
Underutilization
Criterion-related validity
Sexual Harassment
36. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules
Job Specifications
State (public) employment agencies
Realistic job preview
Job Orientation
37. 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
Immigration Reform and Control Act (IRCA)
Job Description
United Airlines vs. Sutton
Quid pro quo harassment
38. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience
Outplacement
Resumes
Workforce Analysis
Disparate treatment
39. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
First-Impression Error
Vietnam Era Veterans Readjustment Assistance Act
Fair Credit Reporting Act
Managerial Estimates
40. 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
Johnson v. Santa Clara County Transportation Agency
Turnover
Polygraph tes
United Airlines vs. Sutton
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.
Multiple linear regression
Executive Orders 11246 - 11375 - 11478
Privacy act
Honesty/Integrity Tests
42. Typically begin with what - where - why - when - or how
Open questions
Fair Credit Reporting Act
Quota
Independent contractors
43. Set of job competencies that together make up a profile for success for a particular job
Competency Mode
Outsourcing
First-Impression Error
Washington vs. Davis
44. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
United Steelworkers v Weber
Employment agreement
Prescreening interview
Contract Technical Workers
45. Requires that a government entity must have a person' signed release before giving info about that individual to someone else
Privacy act
Griggs v. Duke Power
Prescreening interview
Substance Abuse Tests
46. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer
Glass-Ceiling
Bona Fide Occupational Qualification
Structured Interview
Offer letter
47. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress
Congressional Accountability Act
Organizational profile
Patterned interview
Harris v. Forklift Systems - Inc
48. Measures intended to ensure a drug-free workplace
Garnishment
Job Applicant
Substance Abuse Tests
Worker Adjustment and Retraining Notification Act (WARN)
49. Using statistics to determine whether relationships exist btw 2 variables
Managerial Estimates
Quid pro quo harassment
Master vendor arrangement
Trend and ration analysis
50. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities
Master vendor arrangement
Personality tests
Underutilization
Job Description