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






2. 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






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






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






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






6. Uses recruiting sources and workers who are not regular employees






7. 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






8. Projections made by managers; can happen from the top down or the bottom up






9. 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






10. 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






11. 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






12. When the interviewer asks every applicant the same questions;






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






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






15. 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






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






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






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






19. 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






20. Representations of real situations in abstract from - often referred to as 'what if' scenarios; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.






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






22. A systematic study of jobs to determine what activities and responsibilities they include - their relative importance and relationship with other jobs - and the conditions under which the work is performed.






23. 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






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






25. The degree to which inferences made from an interview or a test are correct and accurate






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






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






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






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






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






31. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce






32. 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.






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






34. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination






35. Tests that assess skills the candidate has already learned






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






37. 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






38. 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






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...'






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






41. 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






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






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. 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






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






46. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.






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






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






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






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