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Test your basic knowledge |
Human Resources Management: Staffing
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Subject
:
business-skills
Instructions:
Answer 50 questions in 15 minutes.
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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. Typically begin with what - where - why - when - or how
Closed questions
Job Applicant
Open questions
Targeted Interview
2. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards
Privacy act
Joint Employment
Disparate treatment
Simple Linear Regression
3. A projection of future demand based on a past relationship - involves a single variable
Martin vs. Wilks
Repetitive Interview
Simple Linear Regression
Job Bidding
4. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII
Panel interview
Worker Adjustment and Retraining Notification Act (WARN)
Disability
Taxman v. Board of Education of Piscataway
5. Prohibits discrimination against certain veterans by the U.S. government and federal contractors
Reasonable accommodation
Vietnam Era Veterans Readjustment Assistance Act
Cognitive ability tests
Constructive Discharge
6. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions
Nominal group technique
Executive Orders 11246 - 11375 - 11478
Job Orientation
Griggs v. Duke Power
7. An agreement between an employer and an employee that explains the employment relationship; aka employment contract
Employment Contract
Executive Order 12138
Employment agreement
Patterned interview
8. Group or team interview of a job candidate
Prescreening interview
Panel interview
Civil Rights Act of 1991
Directive interview
9. 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
Panel interview
Closed questions
Job Description
Harris v. Forklift Systems - Inc
10. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case
Protected class
Harris v. Forklift Systems - Inc
Horn Effect
Underutilization
11. Prohibits discrimination based on physical or mental disabilities
School-to-work programs
Targeted Interview
Rehabilitation act
Turnover
12. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors
Selection
Closed questions
Prescreening interview
Validity
13. 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
Griggs v. Duke Power
Constructive Discharge
Disparatre impact
Lie Detector Test
14. 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
Payrolling
Protected class
Title VII of Civil Rights Act of 1964
Bona Fide Occupational Qualification
15. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol
Disparate treatment
Outplacement
Griggs v. Duke Power
Honesty/Integrity Tests
16. 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
Lie Detector Test
Pregnancy Discrimination Act
Contrast effect
Stereotyping
17. A measure or predictor with a high degree of consistency
Disparatre impact
Exit Interview
Reliability
Open questions
18. 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
Nondirective interview
Structured Interview
Joint Employment
Flexible Staffing
19. 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
Skill Banks
Executive Search Firms
Quota
United Steelworkers v Weber
20. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors
Behavioral Interview
Halo Effect
Consumer Credit Protection Act
Managerial Estimates
21. An agreement between an employer and an employee that explains the employment relationship
Directive interview
Employment Contract
Utilization
Disparate treatment
22. 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
Griggs v. Duke Power
Utilization analysis
Protected class
23. 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.
Disability
Disparatre impact
McDonnell Douglas Corp vs. Green
Competency Mode
24. 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.
Simple Linear Regression
Job Analysis
Availability analysis
Repetitive Interview
25. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier
Joint Employment
Prescreening interview
Regents of the University of California v. Bakke
Fair Credit Reporting Act
26. Requires that a government entity must have a person' signed release before giving info about that individual to someone else
Privacy act
Criterion-related validity
Harris v. Forklift Systems - Inc
Bottom-Line Concept
27. 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
Contrast effect
Employment offe
Multiple linear regression
Hostile Environment Harassment
28. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities
Underutilization
Simulations
United Airlines vs. Sutton
Availability analysis
29. Part of an affirmative action plan that compared the percentages of miinorities and women in each job group with the rates of availability for each job group
Griggs v. Duke Power
Outplacement
Nondirective interview
Utilization analysis
30. Measures intended to ensure a drug-free workplace
Substance Abuse Tests
Concurrent Validity
Bottom-Line Concept
Co-employment
31. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination
Utilization analysis
Sexual Harassment
Martin vs. Wilks
Stereotyping
32. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience
Directive interview
Trend and ration analysis
Employment agreement
Resumes
33. 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...'
Sexual Harassment
Substance Abuse Tests
Privacy act
Organizational profile
34. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs
Quota
Outplacement firms
Congressional Accountability Act
Nominal group technique
35. A type of flexible staffing option; employees who report to work only when needed
Utilization
Martin vs. Wilks
On-call workers
Garnishment
36. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.
Polygraph tes
State (public) employment agencies
Co-employment
Employment agreement
37. 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
Meritor Savings Bank v. Vinson
Pregnancy Discrimination Act
Constructive Discharge
Employee polygraph protection act
38. Court ruling that same-gender harassment is actionable under Title VII
Stress Interview
Halo Effect
Oncale v. Sundowner Offshore Service - Inc
Contrast effect
39. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond
Stereotyping
Faragher v. City of Boca Raton
Uniform Guidelines on Employee Selection Procedures
Harris v. Forklift Systems - Inc
40. 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
Stress Interview
Disparatre impact
Executive Search Firms
Employment branding
41. 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
United Airlines vs. Sutton
Bona Fide Occupational Qualification
Contract Technical Workers
Utilization
42. 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.
Congressional Accountability Act
School-to-work programs
Halo Effect
Joint Employment
43. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions
Fair Credit Reporting Act
Bona Fide Occupational Qualification
Employee polygraph protection act
Skill Banks
44. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization
City of Richmond v. J.A. Croson Company
Selection Interview
Pregnancy Discrimination Act
Disability
45. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works in the candidates favor
Outplacement firms
City of Richmond v. J.A. Croson Company
Halo Effect
Executive Search Firms
46. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself
Organizational exit
Protected class
Criterion-related validity
Constructive Discharge
47. 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
Lie Detector Test
Patterned interview
Resumes
Employment offe
48. 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
Fair Credit Reporting Act
Civil Rights Act of 1991
First-Impression Error
Outsourcing
49. 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
Delphi technique
Concurrent Validity
Cultural noise
On-call workers
50. 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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