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. 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






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






3. 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






4. 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






5. 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






6. 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.






7. Prohibits discrimination based on physical or mental disabilities






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






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






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






11. 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






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






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






14. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information






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






16. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination






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






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






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






20. 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






21. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization






22. Internal recruiting method that allows current employees the chance to respond to announcements of positions.






23. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual






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






25. The process of hiring the most suitable candidate for a vacant position






26. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.






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






28. 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






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






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






31. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not






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






33. A type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time






34. 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.






35. 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






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






37. 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.






38. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services






39. Court ruling that endorsed using gender as a factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system






40. 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)






41. 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






42. 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.






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






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






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






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






47. A physical or mental impairment that substantially limits one or more major life activities such as caring for oneself - performing manual tasks - seeing - hearing - etc.






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






49. Court ruling that first held that sexual harassment violates Title VII of the Civil Rights Act of 1964 regardless of whether it is quid pro quo or hostile environment harassment






50. 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