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






2. Measures intended to ensure a drug-free workplace






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






4. 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.






5. 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






6. 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






7. 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






8. 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






9. 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.






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






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






12. 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






13. 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






14. 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






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






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






17. 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






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






19. 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






20. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview






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






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






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






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






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






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






27. 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.






28. 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






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






30. 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






31. 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






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






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






34. 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






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






36. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related






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






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






39. Tests that assess skills the candidate has already learned






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






41. 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






42. 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






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






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






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






46. Prohibits discrimination against job applicatns on the basis of national origi or citizenship; establishes penalties for hiring illegal aliens and requries employers to establish each employee's identity and eligitbility to work within 3 days of hire






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






48. 1971 case that recognized adverse impact discrimination






49. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not






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







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