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






2. A type of flexible staffing option; an independent company with expertise in operating a specific function contracts with a company to assume full operational responsibility for the function






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






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






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






6. 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






7. 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.






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






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






10. 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






11. Internal recruiting method that allows employees to indicate an interest in a position before it become available.






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






13. Type of interview in which the interviewer poses specific questions to the candidate and keeps control






14. Prohibits discrimination based on physical or mental disabilities






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






16. 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






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






18. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations






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






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






21. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment






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






23. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information






24. 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.






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






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






27. Expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged intentional discrimination the right to a jury trial






28. 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






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






30. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities






31. Group or team interview of a job candidate






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






33. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation






34. 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; aka lie detector test






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






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






37. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress






38. The result of an employer punishing an employee for engaging in activities protected by the law (e.g. filing a discrimination charge - opposng unlawful employer practices)






39. 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






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






41. Representations of real situations in abstract from - often referred to as 'what if' scenarios; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.






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






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






44. 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.






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






46. 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






47. 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...'






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






49. 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.






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