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






2. 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






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






4. Measures intended to ensure a drug-free workplace






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






6. 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






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






8. 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






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






10. 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






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






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






13. 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)






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






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






16. 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






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






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






19. 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






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






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






22. 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.






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






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






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






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






27. 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






28. 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






29. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.






30. A type of criterion-related validity; the degree to which the predictions made by a test are confirmed by the later behavior of test takers






31. 1971 case that recognized adverse impact discrimination






32. 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






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






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






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






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






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






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






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






41. Group or team interview of a job candidate






42. 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






43. 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






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






45. 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






46. 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.






47. 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






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






49. Court ruling that endorsed using gender as a factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system






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