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Human Resources Management: Staffing

Subject : business-skills
Instructions:
  • Answer 50 questions in 15 minutes.
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  • 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. 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.






3. 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






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






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






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






7. 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






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






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






10. 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






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






12. 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






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






14. 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






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






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






17. 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






18. Legal doctrine under which a party can be hald liable for the wrongful actions of another party; because of this doctrine - employers are legally responsble for the discriminatory acts of their employees






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






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






21. 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.






22. 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






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






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






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






27. Affirmative action plan term referring to the difference between the availability of members of a protected class and an organization's job group make-up






28. 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...'






29. A statistical method that can be used to project future demand; is similar to simple linear regression - except that several variables are utilized to project future demand






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






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






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






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






34. 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






35. 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






36. Set of job competencies that together make up a profile for success for a particular job






37. 1989 court ruling that the rigid numerical quota system of Richmond - Va was unconstitutional bc hte city had not laid the proper groundwork and had not adquately identified or documented discrimination






38. 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)






39. 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






40. 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






41. 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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42. 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






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






44. 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






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






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






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






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






49. 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.






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