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. Prohibits discrimination based on physical or mental disabilities






2. 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






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






4. 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






5. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview






6. Projections made by managers; can happen from the top down or the bottom up






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






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






9. 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






10. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions






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






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






13. The degree to which an interview - test - or other selection device measures the knowledge - skills - abilities or other qualifications that are part of the job.






14. 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






15. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII






16. Describes the process of managng the way people leave an organization






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






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






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






20. 1971 case that recognized adverse impact discrimination






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






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






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






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






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






26. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit






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






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






29. 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






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






31. 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






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






33. 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






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






35. 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






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






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






38. 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






39. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur






40. Measures intended to ensure a drug-free workplace






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






42. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships






43. 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






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. 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.






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






47. A type of flexible staffing option; employees who report to work only when needed






48. 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






49. 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






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