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Human Resources Management: Staffing

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. A type of criterion-related validity; the degree to which the predictions made by a test are confirmed by the later behavior of test takers






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






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






4. 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.






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






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






7. When the interviewer asks every applicant the same questions;






8. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress






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






10. 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






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






12. 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.






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






14. 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






15. Tests that assess skills the candidate has already learned






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






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






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






19. 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.






20. 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






21. Limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors






22. 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






23. 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.






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






25. Using statistics to determine whether relationships exist btw 2 variables






26. 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.






27. 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






28. 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






29. 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






30. 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






31. 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






32. Prohibits discrimination based on physical or mental disabilities






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






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






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






36. Group or team interview of a job candidate






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






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






39. 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; aka lie detector test






40. Measures intended to ensure a drug-free workplace






41. 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






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






43. 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






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






45. 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






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






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






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






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






50. 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







Sorry!:) No result found.

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