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. 1971 case that recognized adverse impact discrimination






2. Group or team interview of a job candidate






3. 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






4. 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






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






6. 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






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






8. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview






9. 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






10. Often prepared by candidates (or by a professional hired by the candidate) to highlight candidates' strengths and experience






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






12. 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






13. 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






14. 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






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






16. Describes the process of managng the way people leave an organization






17. 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.






18. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt






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






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






21. 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






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






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






24. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not






25. 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






26. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce






27. The result of an employer punishing an employee for engaging in activities protected by the law (e.g. filing a discrimination charge - opposng unlawful employer practices)






28. 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






29. 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






30. 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






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






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






33. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit






34. Projections made by managers; can happen from the top down or the bottom up






35. The degree to which an interview - test - or other selection device measures the knowledge - skills - abilities or other qualifications that are part of the job.






36. 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






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






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






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






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






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






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






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






44. 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






45. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions






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






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






48. 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.






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






50. Questions that can usually be answered with yes or no