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Test your basic knowledge |
Human Resources Management: Staffing
Start Test
Study First
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. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
Skill tracking systems
On-call workers
Civil Rights Act of 1991
Bottom-Line Concept
2. 1971 case that recognized adverse impact discrimination
Griggs v. Duke Power
Faragher v. City of Boca Raton
Essential Function
Validity
3. Uses recruiting sources and workers who are not regular employees
Nominal group technique
Joint Employment
Meritor Savings Bank v. Vinson
Flexible Staffing
4. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique
Judgmental Forecasts
Disparate treatment
Pregnancy Discrimination Act
Placement goals
5. When the interviewer asks every applicant the same questions; aka structured interviews
Lie Detector Test
Outsourcing
Employment agreement
Repetitive Interview
6. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress
Vicarious liability
Washington vs. Davis
Organizational profile
Congressional Accountability Act
7. Internal recruiting method that allows current employees the chance to respond to announcements of positions.
Contrast effect
Construct validity
Garnishment
Job Posting
8. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors
Prescreening interview
Bottom-Line Concept
State (public) employment agencies
Job Applicant
9. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond
Compliance evaluation
Stereotyping
Protected class
Utilization
10. Using statistics to determine whether relationships exist btw 2 variables
Trend and ration analysis
Availability analysis
Constructive Discharge
Job Posting
11. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual
Employee polygraph protection act
Organizational profile
Cultural noise
Resumes
12. Requires that a government entity must have a person' signed release before giving info about that individual to someone else
Immigration Reform and Control Act (IRCA)
Underutilization
Privacy act
Organizational profile
13. Requires federal agencies to take affirmative action in support of women's business enterprises
Executive Order 12138
United Steelworkers v Weber
Faragher v. City of Boca Raton
Involuntary Termination
14. 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
Civil Rights Act of 1991
Employment agreement
Nondirective interview
Taxman v. Board of Education of Piscataway
15. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Oncale v. Sundowner Offshore Service - Inc
Regents of the University of California v. Bakke
Compliance evaluation
Construct validity
16. An agreement between an employer and an employee that explains the employment relationship
Employment Contract
Martin vs. Wilks
Employment offe
Utilization analysis
17. 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
Job Specifications
Consumer Credit Protection Act
Employment branding
Bottom-Line Concept
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
Directive interview
Skill Banks
Consumer Credit Protection Act
Vicarious liability
19. Court ruling that same-gender harassment is actionable under Title VII
Oncale v. Sundowner Offshore Service - Inc
Realistic job preview
Targeted Interview
Directive interview
20. 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
Involuntary Termination
Resumes
Co-employment
Johnson v. Santa Clara County Transportation Agency
21. 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.
Content Validity
Oncale v. Sundowner Offshore Service - Inc
Employment agreement
Delphi technique
22. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign
School Board of Nassau v. Arline
Outplacement
Ellerth v. Burlinton Northern Industries
Constructive Discharge
23. A type of flexible staffing option; employees who report to work only when needed
Uniform Guidelines on Employee Selection Procedures
Multiple linear regression
First-Impression Error
On-call workers
24. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer
Delphi technique
Constructive Discharge
Outplacement firms
Offer letter
25. Tests that assess skills the candidate has already learned
Prima facie
Independent contractors
Cognitive ability tests
Job Orientation
26. 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)
Criterion-related validity
Job Group Analysis
Constructive Discharge
Legett v. First National Bank of Oregon
27. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Independent contractors
Pregnancy Discrimination Act
Concurrent Validity
Executive Search Firms
28. 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.
Availability analysis
Concurrent Validity
Executive Orders 11246 - 11375 - 11478
Patterned interview
29. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment
Job Bidding
Vicarious liability
Title VII of Civil Rights Act of 1964
Targeted Interview
30. 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
School Board of Nassau v. Arline
Uniform Guidelines on Employee Selection Procedures
Fair Credit Reporting Act
Tetaliatory discharge
31. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview
Turnover
Executive Orders 11246 - 11375 - 11478
Prescreening interview
First-Impression Error
32. 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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33. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities
Concurrent Validity
Honesty/Integrity Tests
Underutilization
Reasonable accommodation
34. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs
Offer letter
Master vendor arrangement
Quota
Compliance evaluation
35. When the interviewer asks every applicant the same questions;
Structured Interview
McDonnell Douglas Corp vs. Green
Turnover
Flexible Staffing
36. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions
Employee polygraph protection act
Employment agreement
Offer letter
State (public) employment agencies
37. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services
Job Orientation
Panel interview
Workforce Analysis
Independent contractors
38. 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
Payrolling
Employment offe
Job Description
Outsourcing
39. 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...'
Simulations
Panel interview
Sexual Harassment
Essential Function
40. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter
On-call workers
Placement goals
Employment offe
First-Impression Error
41. The degree to which inferences made from an interview or a test are correct and accurate
Validity
Patterned interview
Essential Function
Simulations
42. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII
United Airlines vs. Sutton
Taxman v. Board of Education of Piscataway
Employment agreement
Civil Rights Act of 1991
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
Taxman v. Board of Education of Piscataway
Selection
Competency Mode
Hostile Environment Harassment
44. Typically begin with what - where - why - when - or how
Employment agreement
Garnishment
Repetitive Interview
Open questions
45. 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
Cognitive ability tests
Sexual Harassment
Organizational unit
Utilization analysis
46. Questions that can usually be answered with yes or no
Panel interview
Organizational unit
Closed questions
Nominal group technique
47. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
Consumer Credit Protection Act
Vicarious liability
Panel interview
Martin vs. Wilks
48. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt
Griggs v. Duke Power
Payrolling
Privacy act
Garnishment
49. 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
Protected class
Legett v. First National Bank of Oregon
Executive Orders 11246 - 11375 - 11478
Oncale v. Sundowner Offshore Service - Inc
50. Group or team interview of a job candidate
Involuntary Termination
Personality tests
Job Posting
Panel interview