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. 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






2. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)






3. Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands or forfeiting an economic benefit such as a pay increase - promotion - or continued employment






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






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






6. 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


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






8. 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.






9. 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






10. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services






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






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






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






14. 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






15. 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






16. 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.






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






18. Court ruling that heldthat a represenatative of the company invaded privacy by questioning a psychologist (to whom an employee has been referred by the employee assistance program)






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






20. Extent to which a selection device measures the theoretical construct or triat






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






22. 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






23. 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)






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






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






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






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






28. 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






29. 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






30. Tests that assess skills the candidate has already learned






31. 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






32. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees






33. 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






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






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






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






37. 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






38. 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






39. 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






40. Measures intended to ensure a drug-free workplace






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






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






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






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






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






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






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






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






49. 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






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