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 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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2. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise






3. 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






4. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.






5. 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






6. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs






7. An agreement between an employer and an employee that explains the employment relationship






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






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






10. 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






11. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.






12. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment






13. 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.






14. Case in which the Supreme Court held that evidence of misconduct acquired after the decision to terminate cannot free an employer from liability - even if the misconduct would have justified terminating the employee






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






16. 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






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






18. When the interviewer asks every applicant the same questions; aka structured interviews






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






20. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.






21. A type of flexible staffing option; employees who report to work only when needed






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






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






24. 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






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






26. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process






27. 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






28. 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)






29. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules






30. 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.






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






32. 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...'






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






34. 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.






35. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond






36. 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.






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






38. 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






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






40. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation






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






42. Extent to which a selection device measures the theoretical construct or triat






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






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






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






46. 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.






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






48. 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






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






50. 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)