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






2. 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






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






4. 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






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






6. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors






7. 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






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






9. 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.






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






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






12. 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






13. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment






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






15. 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






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






17. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign






18. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier






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






20. Group or team interview of a job candidate






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






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






23. 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






24. Type of interview in which the interviewer poses specific questions to the candidate and keeps control






25. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees






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. Latin term for 'on first view' or 'at first appearance'; in an EEO case - when a plaintiff presents evidence of a prima facie case - the employer must articulate a legitimate - nondiscriminatory reason for its decision






28. 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.






29. Protects the privacy of background information and ensures that the information supplied is accurate; imposes legal obligations on employers who use credit and other 3rd-party background reports






30. 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






31. 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






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






33. Modifying or adjusting a job application process - a work environment - or the circumstances under which a job is usually performed to enable a qualfied individual with a disability to be considered for the job and perform its essential functions






34. 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






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






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






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






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






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






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






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






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






43. 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






44. 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.






45. 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.






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






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






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






49. 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






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