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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. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people.
Johnson v. Santa Clara County Transportation Agency
Open questions
Skill Banks
Worker Adjustment and Retraining Notification Act (WARN)
2. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions
Predictive validity
Job Orientation
Organizational profile
Pregnancy Discrimination Act
3. Typically begin with what - where - why - when - or how
School Board of Nassau v. Arline
Sexual Harassment
Open questions
Contract Technical Workers
4. 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)
Stereotyping
Bona Fide Occupational Qualification
Legett v. First National Bank of Oregon
Prima facie
5. 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
Immigration Reform and Control Act (IRCA)
Martin vs. Wilks
Horn Effect
United Steelworkers v Weber
6. 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
Multiple linear regression
Contract Technical Workers
Title VII of Civil Rights Act of 1964
Contrast effect
7. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions
Uniform Guidelines on Employee Selection Procedures
State (public) employment agencies
Glass-Ceiling
Outplacement firms
8. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services
School Board of Nassau v. Arline
First-Impression Error
Independent contractors
Hostile Environment Harassment
9. 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
Joint Employment
Immigration Reform and Control Act (IRCA)
Employment offe
McDonnell Douglas Corp vs. Green
10. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships
Nominal group technique
Regents of the University of California v. Bakke
Availability analysis
Organizational profile
11. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.
Executive Search Firms
Employment branding
Cognitive ability tests
Trend and ration analysis
12. A projection of future demand based on a past relationship - involves a single variable
Executive Search Firms
United Steelworkers v Weber
Simple Linear Regression
Skill tracking systems
13. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not
Trend and ration analysis
Ellerth v. Burlinton Northern Industries
Closed questions
Simple Linear Regression
14. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related
Honesty/Integrity Tests
Washington vs. Davis
Quota
Quid pro quo harassment
15. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview
Skill tracking systems
First-Impression Error
Patterned interview
Quid pro quo harassment
16. Questions that can usually be answered with yes or no
Disparatre impact
Consumer Credit Protection Act
Closed questions
Disability
17. Using statistics to determine whether relationships exist btw 2 variables
First-Impression Error
Stereotyping
Trend and ration analysis
City of Richmond v. J.A. Croson Company
18. 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.
Utilization analysis
Offer letter
Immigration Reform and Control Act (IRCA)
Job Analysis
19. 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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20. When the interviewer asks every applicant the same questions;
Trend and ration analysis
Structured Interview
Prescreening interview
Skill Banks
21. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.
Job Applicant
Polygraph tes
Selection
School-to-work programs
22. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.
Lie Detector Test
Exit Interview
Stereotyping
Johnson v. Santa Clara County Transportation Agency
23. 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
Taxman v. Board of Education of Piscataway
Utilization
Negative emphasis
Master vendor arrangement
24. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)
Involuntary Termination
Master vendor arrangement
Content Validity
Polygraph tes
25. 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
Essential Function
Organizational unit
Organizational exit
Job Competencies
26. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people
Skill tracking systems
Workforce Analysis
Polygraph tes
Construct validity
27. 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
Title VII of Civil Rights Act of 1964
Bottom-Line Concept
Job Group Analysis
Validity
28. Group or team interview of a job candidate
Panel interview
Outplacement firms
Pregnancy Discrimination Act
Negative emphasis
29. 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
Griggs v. Duke Power
Vicarious liability
Content Validity
State (public) employment agencies
30. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
Taxman v. Board of Education of Piscataway
Regents of the University of California v. Bakke
Job Posting
Halo Effect
31. 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
Offer letter
Patterned interview
Stress Interview
Organizational exit
32. 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
Targeted Interview
Judgmental Forecasts
Organizational exit
Employee polygraph protection act
33. 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
Sexual Harassment
Lie Detector Test
Title VII of Civil Rights Act of 1964
Simulations
34. 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
Concurrent Validity
Polygraph tes
Criterion-related validity
Disparatre impact
35. 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
Legett v. First National Bank of Oregon
Targeted Interview
Tetaliatory discharge
McKennon v. Nashville Banner Publishing Co.
36. Tests that assess skills the candidate has already learned
Cognitive ability tests
Disability
Substance Abuse Tests
Exit Interview
37. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit
Job Analysis
Disparatre impact
Privacy act
Organizational unit
38. A type of flexible staffing option; employees who report to work only when needed
On-call workers
Outsourcing
Job Bidding
Lie Detector Test
39. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case
Job Orientation
Harris v. Forklift Systems - Inc
Outplacement firms
Open questions
40. An agreement between an employer and an employee that explains the employment relationship
Employment offe
Job Competencies
Employment Contract
Organizational profile
41. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt
Executive Order 12138
Workforce Analysis
Garnishment
Employment agreement
42. 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
Job Bidding
Availability analysis
Essential Function
Placement goals
43. 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
Reliability
Garnishment
Payrolling
Job Specifications
44. 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
Executive Orders 11246 - 11375 - 11478
Protected class
Reasonable accommodation
Cultural noise
45. 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
Vicarious liability
Washington vs. Davis
Outsourcing
Prima facie
46. When the interviewer asks every applicant the same questions; aka structured interviews
Skill tracking systems
Workforce Analysis
Repetitive Interview
Turnover
47. Case in which Supreme Court ruled that a person may not have a disability if the individual's condition is controlled or corrected by medication or mitigating measures
Employment Contract
Simple Linear Regression
Prescreening interview
United Airlines vs. Sutton
48. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself
Uniform Guidelines on Employee Selection Procedures
Employment Contract
Criterion-related validity
Rehabilitation act
49. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Martin vs. Wilks
Hostile Environment Harassment
Involuntary Termination
Employment agreement
50. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information
United Airlines vs. Sutton
Competency Mode
Bona Fide Occupational Qualification
Negative emphasis