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






2. 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






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






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. Requires federal agencies to take affirmative action in support of women's business enterprises






6. 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






7. 1971 case that recognized adverse impact discrimination






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






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






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






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






12. Internal recruiting method that allows current employees the chance to respond to announcements of positions.






13. 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






14. 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






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






16. 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.






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. Using statistics to determine whether relationships exist btw 2 variables






19. 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...'






20. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions






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






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






23. 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






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






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






26. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.






27. 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






28. 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.






29. 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






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






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






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






33. 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






34. Uses recruiting sources and workers who are not regular employees






35. 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






36. Tests that assess skills the candidate has already learned






37. A projection of future demand based on a past relationship - involves a single variable






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






39. 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






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






41. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce






42. 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






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






45. 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






46. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique






47. 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






48. 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






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






50. 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







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