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Test your basic knowledge |
Human Resources Management: Staffing
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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. Typically begin with what - where - why - when - or how
Workforce Analysis
Essential Function
Underutilization
Open questions
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.
Regents of the University of California v. Bakke
McDonnell Douglas Corp vs. Green
Executive Orders 11246 - 11375 - 11478
Job Specifications
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
Faragher v. City of Boca Raton
Job Posting
Essential Function
Disparate treatment
4. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience
Ellerth v. Burlinton Northern Industries
Utilization
Resumes
Job Bidding
5. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
Polygraph tes
Uniform Guidelines on Employee Selection Procedures
Skill tracking systems
First-Impression Error
6. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt
Garnishment
Contract Technical Workers
School Board of Nassau v. Arline
Skill Banks
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
Workforce Analysis
Panel interview
Payrolling
Organizational profile
8. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees
Uniform Guidelines on Employee Selection Procedures
Construct validity
Rehabilitation act
Master vendor arrangement
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
McDonnell Douglas Corp vs. Green
Harris v. Forklift Systems - Inc
Vietnam Era Veterans Readjustment Assistance Act
McKennon v. Nashville Banner Publishing Co.
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
Tetaliatory discharge
Outsourcing
Selection
Polygraph tes
11. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign
Outplacement
Constructive Discharge
School Board of Nassau v. Arline
Job Description
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
Halo Effect
Job Description
Workforce Analysis
Immigration Reform and Control Act (IRCA)
13. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Outplacement firms
Judgmental Forecasts
Regents of the University of California v. Bakke
On-call workers
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
Organizational profile
Delphi technique
Faragher v. City of Boca Raton
Polygraph tes
15. A type of flexible staffing option; employees who report to work only when needed
Construct validity
Sexual Harassment
Job Bidding
On-call workers
16. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people.
United Steelworkers v Weber
Skill Banks
Halo Effect
Vicarious liability
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
Privacy act
St. Mary's Honor Center vs. Hicks
Nondirective interview
Repetitive Interview
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
Job Competencies
Constructive Discharge
Master vendor arrangement
Vicarious liability
19. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.
Contract Technical Workers
Employee polygraph protection act
Utilization
Joint Employment
20. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Nominal group technique
Regents of the University of California v. Bakke
Turnover
State (public) employment agencies
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.
Judgmental Forecasts
Simulations
Job Bidding
School-to-work programs
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
Skill tracking systems
Criterion-related validity
Martin vs. Wilks
Outplacement
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)
McKennon v. Nashville Banner Publishing Co.
Job Applicant
Skill Banks
Tetaliatory discharge
24. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors
Consumer Credit Protection Act
First-Impression Error
Polygraph tes
Independent contractors
25. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII
Pregnancy Discrimination Act
Essential Function
Taxman v. Board of Education of Piscataway
Judgmental Forecasts
26. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case
Closed questions
Exit Interview
Content Validity
Harris v. Forklift Systems - Inc
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
Criterion-related validity
Taxman v. Board of Education of Piscataway
Placement goals
Utilization
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...'
Availability analysis
Sexual Harassment
Title VII of Civil Rights Act of 1964
Prima facie
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
Utilization
Vietnam Era Veterans Readjustment Assistance Act
Honesty/Integrity Tests
Multiple linear regression
30. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress
Lie Detector Test
Contract Technical Workers
Utilization
Congressional Accountability Act
31. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise
Bona Fide Occupational Qualification
Turnover
Simple Linear Regression
Availability analysis
32. Type of interview in which the interviewer poses specific questions to the candidate and keeps control
Directive interview
Personality tests
Availability analysis
Rehabilitation act
33. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions
Horn Effect
Glass-Ceiling
McKennon v. Nashville Banner Publishing Co.
Organizational profile
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
Hostile Environment Harassment
Regents of the University of California v. Bakke
Panel interview
Predictive validity
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
Taxman v. Board of Education of Piscataway
Lie Detector Test
Organizational unit
Joint Employment
36. Set of job competencies that together make up a profile for success for a particular job
Nondirective interview
Executive Search Firms
Competency Mode
Immigration Reform and Control Act (IRCA)
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
Simple Linear Regression
Faragher v. City of Boca Raton
Garnishment
City of Richmond v. J.A. Croson Company
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)
Job Competencies
Exit Interview
Reasonable accommodation
Legett v. First National Bank of Oregon
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
State (public) employment agencies
Polygraph tes
Selection
On-call workers
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
Construct validity
Targeted Interview
Contrast effect
Availability analysis
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
Contrast effect
Pregnancy Discrimination Act
Panel interview
United Steelworkers v Weber
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
Constructive Discharge
Stereotyping
Organizational unit
Immigration Reform and Control Act (IRCA)
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
Nondirective interview
Bottom-Line Concept
Legett v. First National Bank of Oregon
Workforce Analysis
45. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services
Independent contractors
Competency Mode
Exit Interview
Criterion-related validity
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
Job Orientation
United Steelworkers v Weber
Personality tests
Stereotyping
47. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not
Bona Fide Occupational Qualification
First-Impression Error
Ellerth v. Burlinton Northern Industries
Criterion-related validity
48. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions
Resumes
Employment agreement
Stereotyping
Personality tests
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.
Polygraph tes
Martin vs. Wilks
Privacy act
Job Group Analysis
50. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information
Criterion-related validity
First-Impression Error
Negative emphasis
Griggs v. Duke Power