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Test your basic knowledge |
Human Resources Management: Staffing
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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. 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
Joint Employment
Multiple linear regression
Selection Interview
Availability analysis
2. The process of hiring the most suitable candidate for a vacant position
Delphi technique
United Steelworkers v Weber
Protected class
Selection
3. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules
Offer letter
Fair Credit Reporting Act
Disparatre impact
Job Orientation
4. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Employment Contract
Faragher v. City of Boca Raton
Tetaliatory discharge
Employment agreement
5. Projections made by managers; can happen from the top down or the bottom up
Independent contractors
Job Competencies
Lie Detector Test
Managerial Estimates
6. 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
McKennon v. Nashville Banner Publishing Co.
Master vendor arrangement
Concurrent Validity
Employment branding
7. Questions that can usually be answered with yes or no
Organizational profile
Closed questions
Constructive Discharge
Oncale v. Sundowner Offshore Service - Inc
8. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol
Cultural noise
Honesty/Integrity Tests
Workforce Analysis
Compliance evaluation
9. 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
Substance Abuse Tests
First-Impression Error
Utilization analysis
Tetaliatory discharge
10. A type of flexible staffing option; employees who report to work only when needed
Uniform Guidelines on Employee Selection Procedures
On-call workers
Title VII of Civil Rights Act of 1964
Prima facie
11. Requires that a government entity must have a person' signed release before giving info about that individual to someone else
Privacy act
Behavioral Interview
Faragher v. City of Boca Raton
Judgmental Forecasts
12. 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
Selection
Protected class
Stereotyping
Executive Orders 11246 - 11375 - 11478
13. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.
Disability
Stereotyping
State (public) employment agencies
Job Group Analysis
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.
Civil Rights Act of 1991
Job Group Analysis
Job Specifications
Disability
15. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
Involuntary Termination
Outplacement
Skill tracking systems
Employee polygraph protection act
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
Nominal group technique
Contract Technical Workers
Meritor Savings Bank v. Vinson
Prima facie
17. 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
Taxman v. Board of Education of Piscataway
Nondirective interview
Behavioral Interview
Employment branding
18. Protects the privacy of background information and ensures that the information supplied is accurate; imposes legal obligations on employers who use credit and other 3rd-party background reports
Uniform Guidelines on Employee Selection Procedures
Fair Credit Reporting Act
Oncale v. Sundowner Offshore Service - Inc
Tetaliatory discharge
19. 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
Skill tracking systems
Utilization analysis
Outplacement
Prescreening interview
20. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation
McDonnell Douglas Corp vs. Green
Reliability
Negative emphasis
Martin vs. Wilks
21. 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
Ellerth v. Burlinton Northern Industries
Job Competencies
Job Orientation
Johnson v. Santa Clara County Transportation Agency
22. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations
Behavioral Interview
Vietnam Era Veterans Readjustment Assistance Act
Faragher v. City of Boca Raton
Utilization
23. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions
Job Orientation
Pregnancy Discrimination Act
Organizational unit
Oncale v. Sundowner Offshore Service - Inc
24. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.
Contract Technical Workers
Multiple linear regression
On-call workers
Cultural noise
25. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
Outsourcing
Martin vs. Wilks
Underutilization
Executive Search Firms
26. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors
Executive Order 12138
Selection
Stress Interview
Consumer Credit Protection Act
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.
Workforce Analysis
Availability analysis
Job Group Analysis
Independent contractors
28. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign
Constructive Discharge
Job Competencies
Patterned interview
Washington vs. Davis
29. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise
Negative emphasis
Substance Abuse Tests
Patterned interview
Bona Fide Occupational Qualification
30. 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
Prescreening interview
Offer letter
Trend and ration analysis
School Board of Nassau v. Arline
31. When the interviewer asks every applicant the same questions;
Constructive Discharge
Structured Interview
Independent contractors
Contrast effect
32. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions
Disparate treatment
Personality tests
Simulations
Congressional Accountability Act
33. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not
Employee polygraph protection act
Title VII of Civil Rights Act of 1964
Stereotyping
Faragher v. City of Boca Raton
34. 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
Consumer Credit Protection Act
Placement goals
Regents of the University of California v. Bakke
Johnson v. Santa Clara County Transportation Agency
35. 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
Compliance evaluation
School-to-work programs
Disparatre impact
Job Posting
36. 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.
Payrolling
Horn Effect
Job Analysis
Contrast effect
37. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Stereotyping
Washington vs. Davis
Pregnancy Discrimination Act
Vietnam Era Veterans Readjustment Assistance Act
38. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors
Tetaliatory discharge
Nominal group technique
Prescreening interview
Delphi technique
39. 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
Predictive validity
Workforce Analysis
United Airlines vs. Sutton
Open questions
40. 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
Ellerth v. Burlinton Northern Industries
Concurrent Validity
Skill tracking systems
Constructive Discharge
41. Spells out the qualifications necessary for an incumbent to be able to perform the job
Realistic job preview
Essential Function
Job Specifications
Nominal group technique
42. Uses recruiting sources and workers who are not regular employees
Flexible Staffing
Validity
On-call workers
Contrast effect
43. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter
Lie Detector Test
Tetaliatory discharge
Employment offe
Johnson v. Santa Clara County Transportation Agency
44. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer
Stereotyping
Offer letter
Delphi technique
McKennon v. Nashville Banner Publishing Co.
45. 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
Meritor Savings Bank v. Vinson
Reliability
Directive interview
Stress Interview
46. An agreement between an employer and an employee that explains the employment relationship
Patterned interview
Disparate treatment
Employment Contract
Selection
47. The degree to which inferences made from an interview or a test are correct and accurate
City of Richmond v. J.A. Croson Company
Honesty/Integrity Tests
Validity
Repetitive Interview
48. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Essential Function
United Steelworkers v Weber
Nominal group technique
Job Applicant
49. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not
Disability
Stress Interview
Ellerth v. Burlinton Northern Industries
Sexual Harassment
50. 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.
Payrolling
Executive Orders 11246 - 11375 - 11478
Patterned interview
Open questions