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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. 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






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






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






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. Requires that a government entity must have a person' signed release before giving info about that individual to someone else






6. Typically begin with what - where - why - when - or how






7. 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)






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






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






10. A projection of future demand based on a past relationship - involves a single variable






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






12. 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.






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






14. 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






15. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships






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






17. 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






18. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur






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






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






21. When the interviewer assumes an aggressive posture to see how the candidate responds to stressful situations; used extensively in law enforcement - air traffic control and similar high-stress industries






22. Measures intended to ensure a drug-free workplace






23. 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






24. 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






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






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






27. 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.






28. 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






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






30. 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)






31. When rules applied to all employees have a different and more inhibiting effect on a protected class than on the majority; occurs when the selection rate for a protected class is less than 80% of the rate for the class w/ highest selection rate; aka






32. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination






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






34. 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.






35. 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






36. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities






37. 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






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






39. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.






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






41. 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






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






43. 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






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






45. OFCCP evaluation that requires an organization to provide details and documentation of its AAP






46. Genereally describes a situation in which an organization shares joint responsibility and liability for their alternative workers w/ the alternative staffing supplier; aka joint employment






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






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






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






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