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Test your basic knowledge |
Human Resources Management: Staffing
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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. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Directive interview
Executive Search Firms
Workforce Analysis
Placement goals
2. 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
Immigration Reform and Control Act (IRCA)
First-Impression Error
Exit Interview
Outsourcing
3. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not
Executive Order 12138
Halo Effect
Horn Effect
Faragher v. City of Boca Raton
4. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.
Uniform Guidelines on Employee Selection Procedures
Exit Interview
Job Analysis
Employment branding
5. When the interviewer asks every applicant the same questions; aka structured interviews
Repetitive Interview
Resumes
Employment Contract
Criterion-related validity
6. 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
Johnson v. Santa Clara County Transportation Agency
Predictive validity
Polygraph tes
Payrolling
7. 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.
School-to-work programs
Job Group Analysis
Repetitive Interview
Congressional Accountability Act
8. The degree to which inferences made from an interview or a test are correct and accurate
Employment agreement
Validity
Polygraph tes
Bottom-Line Concept
9. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual
Availability analysis
Cultural noise
Structured Interview
Sexual Harassment
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; aka targeted interview
Cultural noise
School Board of Nassau v. Arline
Skill Banks
Patterned interview
11. Internal recruiting method that allows employees to indicate an interest in a position before it become available.
Job Bidding
Lie Detector Test
Delphi technique
Nominal group technique
12. Using statistics to determine whether relationships exist btw 2 variables
Trend and ration analysis
Realistic job preview
Joint Employment
Directive interview
13. Type of interview in which the interviewer poses specific questions to the candidate and keeps control
Directive interview
Meritor Savings Bank v. Vinson
Validity
Organizational exit
14. Prohibits discrimination based on physical or mental disabilities
Employment agreement
Simple Linear Regression
Rehabilitation act
Vicarious liability
15. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people.
Taxman v. Board of Education of Piscataway
Panel interview
Skill Banks
Repetitive Interview
16. 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
Hostile Environment Harassment
Lie Detector Test
Executive Orders 11246 - 11375 - 11478
School-to-work programs
17. Internal recruiting method that allows current employees the chance to respond to announcements of positions.
Bona Fide Occupational Qualification
Job Posting
Job Competencies
Underutilization
18. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations
Glass-Ceiling
Content Validity
Panel interview
Behavioral Interview
19. Questions that can usually be answered with yes or no
Job Bidding
Underutilization
Closed questions
City of Richmond v. J.A. Croson Company
20. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
Martin vs. Wilks
Disparate treatment
Quid pro quo harassment
Sexual Harassment
21. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment
Griggs v. Duke Power
Outplacement firms
Title VII of Civil Rights Act of 1964
Tetaliatory discharge
22. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter
Stereotyping
Employment offe
Compliance evaluation
Targeted Interview
23. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information
Negative emphasis
Directive interview
State (public) employment agencies
United Steelworkers v Weber
24. 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.
Closed questions
School-to-work programs
Meritor Savings Bank v. Vinson
Reliability
25. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience
Targeted Interview
Quota
Job Bidding
Resumes
26. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Regents of the University of California v. Bakke
Uniform Guidelines on Employee Selection Procedures
Availability analysis
Protected class
27. 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
Stereotyping
Rehabilitation act
Protected class
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
McDonnell Douglas Corp vs. Green
Employment offe
Essential Function
Joint Employment
29. An agreement between an employer and an employee that explains the employment relationship
Employment Contract
Nondirective interview
Disparate treatment
Organizational exit
30. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities
United Airlines vs. Sutton
Underutilization
Legett v. First National Bank of Oregon
Halo Effect
31. Group or team interview of a job candidate
Prescreening interview
Repetitive Interview
Organizational unit
Panel interview
32. The process of hiring the most suitable candidate for a vacant position
Disability
Halo Effect
Content Validity
Selection
33. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation
McDonnell Douglas Corp vs. Green
Independent contractors
Legett v. First National Bank of Oregon
State (public) employment agencies
34. 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
Griggs v. Duke Power
Rehabilitation act
Polygraph tes
Legett v. First National Bank of Oregon
35. Spells out the qualifications necessary for an incumbent to be able to perform the job
United Steelworkers v Weber
Pregnancy Discrimination Act
Job Specifications
Behavioral Interview
36. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce
Organizational exit
Congressional Accountability Act
Judgmental Forecasts
Turnover
37. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress
Open questions
Congressional Accountability Act
Constructive Discharge
Meritor Savings Bank v. Vinson
38. 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)
Tetaliatory discharge
Bona Fide Occupational Qualification
Uniform Guidelines on Employee Selection Procedures
McKennon v. Nashville Banner Publishing Co.
39. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works against the candidate
Turnover
Offer letter
Workforce Analysis
Horn Effect
40. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining
Utilization analysis
Constructive Discharge
Outplacement firms
Job Bidding
41. 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.
Employee polygraph protection act
Uniform Guidelines on Employee Selection Procedures
Essential Function
Simulations
42. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.
Outsourcing
Job Applicant
Congressional Accountability Act
Negative emphasis
43. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt
St. Mary's Honor Center vs. Hicks
Garnishment
Sexual Harassment
Managerial Estimates
44. 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.
Compliance evaluation
Selection
Immigration Reform and Control Act (IRCA)
Job Analysis
45. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
Quid pro quo harassment
Taxman v. Board of Education of Piscataway
Criterion-related validity
Skill tracking systems
46. 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
Skill tracking systems
Criterion-related validity
Hostile Environment Harassment
Sexual Harassment
47. 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...'
Prescreening interview
Sexual Harassment
On-call workers
Bona Fide Occupational Qualification
48. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards
Glass-Ceiling
Quid pro quo harassment
Disparate treatment
Employment Contract
49. 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.
Competency Mode
Executive Search Firms
Pregnancy Discrimination Act
Executive Orders 11246 - 11375 - 11478
50. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.
Job Orientation
Targeted Interview
Garnishment
Job Competencies