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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. Typically begin with what - where - why - when - or how






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






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






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






5. Prohibits discrimination against certain veterans by the U.S. government and federal contractors






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






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






8. Group or team interview of a job candidate






9. 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






10. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case






11. Prohibits discrimination based on physical or mental disabilities






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






13. 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






14. 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






15. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol






16. 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






17. A measure or predictor with a high degree of consistency






18. When the interviewer asks open questions and provides general direction but allows the applicant to guide the process; a response to one question indicates the next question the interviewer will ask






19. 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






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






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






22. 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






23. 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.






24. 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.






25. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier






26. Requires that a government entity must have a person' signed release before giving info about that individual to someone else






27. 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






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






29. 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






30. Measures intended to ensure a drug-free workplace






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






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






33. 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...'






34. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs






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






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






37. Court ruling that first held that sexual harassment violates Title VII of the Civil Rights Act of 1964 regardless of whether it is quid pro quo or hostile environment harassment






38. Court ruling that same-gender harassment is actionable under Title VII






39. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond






40. 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






41. 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






42. 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.






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






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






45. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works in the candidates favor






46. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself






47. 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






48. 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






49. 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






50. 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

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